The goal for recruiters is to fill open roles with the most qualified talent. However, this involves many time-consuming tasks, with candidate sourcing at the top. AI-enabled candidate sourcing is designed to take those tasks off their hands and elevate them. 

Manual candidate sourcing makes it impossible to check every potential source for top talent. This creates an unfortunate possibility that recruiters will miss out on high-quality candidates. Ultimately, this can impact the quality of hire. 

How AI-Enabled Candidate Sourcing Benefits Your Recruitment Process 

AI aids in creating a more efficient and insightful sourcing process, ensuring the most qualified candidate is found for each role. It also frees up recruiters to use their time strategically and effectively. 

What Is AI-enabled Candidate Sourcing? 

AI-enabled sourcing is a technology that streamlines and automates the candidate sourcing process. This technology expands sourcing in ways that a single recruiter cannot. This is one of the key benefits of AI in recruitment.

AI technology quickly scans hundreds of databases and profiles to find the best candidate matches for your open roles. It gathers large sets of valuable data insights, becoming increasingly intelligent and customized with each search. 

Why is AI Candidate Sourcing Getting More Important?

AI sourcing is becoming more significant for recruiters for a few reasons.

First, it’s getting harder to find qualified candidates. Recruiters must develop better and more effective methods of sourcing applicants because there is a greater demand for quality talent. Recruitment strategies that once worked are ineffective today. Candidates react to outreach in different ways. There are increased expectations for candidate experience, quickness, and job offers.

Second, the popularity of social media has made it simpler for job seekers to find open positions and submit applications. As a result, more unqualified applicants are applying for positions, which affects job boards.

Recruiters must be able to actively source applicants from many sources to discover the best ones. AI-powered sourcing can assist by collecting information about possible candidates online and sending it directly to recruiters. 

Lastly, thanks to the distant tendency, the talent market has expanded to include the entire world as a talent pool. Data is becoming even more crucial to shortlist prospects. Using AI, pre-screening may be completed more quickly, leaving the recruiter with a smaller, more precise pool of candidates to consider.

5 Benefits of Leveraging AI Candidate Sourcing  

1. Expand Your Internal and External Talent Pool

AI-enabled sourcing contextually evaluates your candidate pool more holistically by looking at factors like previous experiences and skills. These factors are directly and indirectly related to the role. 

The technology will automatically pull candidates from famous job boards and relevant niche websites you may not have even been aware of. The technology will quickly scan the open web to draw many appropriate candidates for each role.  

In addition to external sourcing, AI allows you to gain insights about your internal talent pool by quickly reviewing your existing employees using AI-powered matching to:

• Determine if a current employee would be a good fit for an open role 
• Uncover candidates already available in your internal database
• Uncover candidates with similar skills/experience within your workforce

2. Enable Better Hiring Decisions

Using timely analytics and data-driven insights, your recruiters will make more informed and strategic decisions about sourcing and hiring for specific roles. 

They can derive meaning from unstructured data to help guide them. When you couple candidate sourcing and talent analytics, recruiters can quickly look at massive sets of data to provide contextual insights on things like:

• Quality of hire 
• Likelihood of a candidate accepting an offer
• Related job titles and skills (similar roles may have different labels or use additional terms to convey experiences)  
• Where are you sourcing your best candidates from

3. Reduce Human Bias

Leveraging AI to find and vet candidates will reduce human bias, as it is programmed to ignore things like age, gender, and race. Its sole purpose is to match the best candidate to the role based on the skills and experience required. 

4. Create a More Efficient Recruitment Workflow  

Implementing AI-enabled sourcing helps to create a more efficient workflow across the entire recruitment process. This is the start of automating and streamlining time-consuming tasks from the day of requisition until the date of hire. 

A more efficient workflow creates a smoother, faster, and more effective candidate sourcing process, allowing recruiters to focus on more strategic tasks like engaging and onboarding top talent. 

As a result, recruiter productivity and effectiveness will improve. This enabled you to fill roles faster with high-quality candidates that will be easier to retain.  

5. Reduces Costs 

AI-enabled candidate sourcing alone can significantly reduce your cost-to-hire by enabling recruiters to use their time and resources best. 

A shorter time-to-fill, time-to-hire, and requiring less staff to complete manual tasks will reduce hiring costs and improve employee retention. 

How to Leverage AI-Enabled Candidate Sourcing

1. Develop a strategy: Businesses must create a clear strategy for their AI-enabled candidate sourcing efforts. They should define their recruitment objectives and set clear metrics for success.
2. Use AI-enabled candidate sourcing solutions: Businesses should invest in AI-enabled candidate sourcing solutions tailored to their needs. These solutions should be able to collect, process, and analyze data from multiple sources, including resumes, job postings, and social media profiles.
3. Track performance: Businesses should track the performance of their AI-enabled candidate sourcing efforts to ensure they are achieving their recruitment objectives. This can be done by paying attention to metrics such as time to hire and cost per hire.

How to Assess AI Sourcing Tools for your Hiring Process

Before integrating an AI tool or recruitment software into their existing stack, recruiters should look at a few essential metrics.

1. An AI sourcing solution that primarily boosts the amount of top-of-the-funnel applicants may not be worth investing in, for instance, if candidate quality is your primary concern.
2. To help choose an affordable solution, consulting the management of all pertinent departments about your budget, vendor pricing possibilities, and critical features is crucial.
3. Understanding and implementing a new AI sourcing tool will take time. If your team is overworked and can implement it into their routine completely, it could produce favorable outcomes. 
4. The time between buying and using a new tool might be challenging. It is not wise to buy if you have to train a team of people while they are juggling other objectives, introduce new processes, transfer data between systems, and instruct them.

AI-enabled candidate sourcing is just ONE of AI’s many powerful underutilized features in recruitment. Although artificial intelligence is currently a trending topic, there is still some uncertainty due to a need for more knowledge about how it works.

Learn more about how easy and beneficial it is to incorporate AI into your recruitment process to ensure you take advantage of hiring top talent for your company by requesting a demo from Oorwin today.  

Frequently Asked Questions

What is AI Candidate Sourcing?

AI Candidate Sourcing uses artificial intelligence, automation, and data science solutions to help employers make better recruiting decisions. It can help employers identify, source, and engage with the best talent more quickly and efficiently.

How do Applicant Tracking Systems help recruiters?

Applicant Tracking Systems are cloud-based software that helps recruiters manage and store job applications. It makes it easier for recruiters to find the best candidates by using algorithms to analyze resumes and job applications.

Why is candidate sourcing important?

As a result of corporations delaying hiring the first candidate who meets the requirements for a position, talent sourcing helps organizations build a more diversified pool of candidates. Instead, they already have a collection of skilled candidates, which gives them more time and alternatives to fill positions with talent from more diverse backgrounds.

Diversity and inclusion are key to creating an engaging work environment that promotes innovation and growth. It’s also been proven that companies that promote inclusive hiring are more profitable. Diversity recruiting isn’t just the right thing, it’s the smart thing. 

Creating a truly inclusive recruitment process is important, but it isn’t easy. Recruiters face many challenges, including natural human bias, when implementing a diversity recruitment strategy. This bias is especially present in the screening and sourcing phases. 

As a result, recruiters are turning to solutions, like AI-powered talent  acquisition to reduce bias throughout their process, leveraging AI-enabled candidate sourcing and screening to support diversity and inclusion right from the start. 

Diversity vs Inclusion 

While diversity and inclusion are similar concepts, they aren’t the same. A company can be diverse but not be inclusive, and vice versa. 

Diversity refers to hiring individuals with different visible traits including gender, race, or age, and with invisible traits including unique skills, backgrounds, and experiences. 

Inclusivity is treating people equally despite those differences, including making sure they all have the same level of access to opportunities and tools, and all of their voices are heard.

The Importance of Building and Maintaining a Diverse Workforce

Inclusive hiring has a variety of benefits that have a big impact on your bottom line. 

1. Attract More Applicants. If candidates researching your company see a variety of people represented, they may feel more comfortable applying. Women, for example, might be uncomfortable applying to a company that appears to be male-dominated. 
2. Reduce Turnover. A diverse and inclusive workplace is one where employees feel heard, seen, valued, and accepted. This creates a happier, more engaged workforce who are more likely to stay with you long term, which reduces your recruitment and hiring costs.
3. Boost Productivity. A happy employee is a productive employee. The morale boost brought on by a more diverse workplace motivates employees to be more solutions-oriented, to work together, and ultimately be more productive.
4. Boost Innovation and Creativity. Similar people tend to share similar thought patterns and ideas; however, a diverse workforce is more likely to have varying thought patterns and ideas. This results in more innovative and creative brainstorming sessions, solutions, and strategies.
   Employees feel more comfortable sharing their ideas in an inclusive environment.
5. Increase Revenue. Various studies show that companies with higher diversity scores see a positive impact on their bottom line. 

The benefits of diversity and inclusion listed above directly translate to better employee output and reduced costs related to hiring and recruitment, all of which directly impact revenue. 

How AI Enhances Diversity Recruiting and Supports Inclusive Hiring

AI enhances diversity recruiting and inclusive hiring in many ways. The biggest impact being the ability to reduce the elements of conscious and unconscious bias in the recruitment process. Traditional candidate sourcing and screening are often sources of implicit bias. 

AI enhances screening and sourcing, ensuring all candidates are being considered fairly and equally, based solely on what’s required for the role. 

AI-Enabled Candidate Sourcing 

AI enabled you to source a more diverse talent and build a more inclusive pipeline. With AI-enabled candidate sourcing, you can ensure all qualified candidates have equal access to open roles by ignoring demographic information. 

Conversely, AI solutions can zero in on key demographics like race, age, or gender to help you source candidates from specific groups in order to fulfill your specific diversity goals. 

AI also helps you create more inclusive job descriptions by identifying wording or terms that may be seen as biased or discriminatory, to help attract a more diverse talent pool. 

AI-Enabled Candidate Screening 

AI helps ensure that unconscious bias is not present in the screening process. Certain information on a candidate resume may trigger bias in a human recruiter, causing them to make assumptions and overlook a candidate based on a name, school, dates, or locations.

With AI-enabled candidate screening, you can ensure that this type of data is not considered. This allows for a more objective screening process. 

AI-enabled candidate screening also allows you to avoid positive bias. This ensures that a recruiter does not favor a candidate who they feel is similar to themselves or who they better connect with socially. This type of bias leads recruiters to falsely assume a candidate is a good fit for the role.

AI will also enable you to track your progress in relation to diversity goals. By gaining access to large-scale data sets and reporting, you can determine whether your hiring process is diversity-friendly and expose any barriers to employment.

Leverage AI-Powered Talent Intelligence for Diversity and Inclusion

AI-powered talent intelligence has multiple solutions you can leverage to promote diversity and inclusion. With AI-Enabled Talent Acquisition and AI-Enabled Recruitment, your recruiters will have access to tools that allow them to achieve D&I through:: 

• Offering bias-free screening, ignoring things like race, gender, age, etc., and only focusing on the requirements for the role 
• Building a diverse talent pool 
• Increasing diversity by considering additional factors like business or life experience
• Flagging discrepancies in the hiring process and providing information on who enters the pool vs. who is hired
• Providing access to analytics to flag any signs of potential bias across all processes and exposing areas that need improvement

Investing in AI to support D&I in recruitment ensures you won’t miss out on top candidates due to bias. It will also free up your recruiters, HR, and leadership team to focus on inclusion so you can start reaping the benefits of a diverse workforce. 

To learn more about how AI can help you create a diverse workforce that will take your business to new levels of innovation, creativity, and retention, request a demo with OORWIN today.

AI-enabled candidate screening is designed to address the single most time-consuming and inefficient aspect of the recruitment process. Despite technological advancements, effective candidate screening remains one of the biggest challenges for recruiters today. 

AI-enabled screening in recruitment increases the likelihood that the most qualified candidates will not be overlooked by pinpointing which applicants are most compatible with the job description. According to resources, 35% of talent experts say AI is the leading trend influencing hiring. With recruiters no longer having to scan through resumes one by one manually, they can spend more time focusing on recruiting and engaging qualified candidates.

What Is Candidate Screening?

Candidate screening in recruitment is the process of reviewing job applications, resumes, and applicant profiles. Through this process, recruiters can identify which candidates have the right qualifications, experience, and skill set to match the job requirements and organization. 

The goal of screening candidates in recruitment is to shortlist candidates to ensure only the best are moved on to the following stages of the hiring process. 

Effective Methods Used to Streamline Candidate Screening

Whether you are reviewing a small number of applications or sifting through a sea of resumes, the screening process for candidates must adhere to specific methods to streamline the process.

The need to evaluate qualifications, which may include work experience, academic background, abilities, knowledge base, personality, behavior-indicative features, and competencies, are the main thing that is checked (whether by a human eye or artificial intelligence). Listed below are six popular methods used for effective candidate screening.

1. Background Checks

Background checks ensure accuracy and compliance with legal and organizational regulations. Employers should select the most reliable background providers to safeguard their applicants’ information. Comparing different background check providers can help identify the best one for the company’s needs. Knowing the correct background check time ensures accuracy and privacy.

 2. Assessment

Comprehensive assessments must be completed to make accurate decisions about a job applicant. Assessment tools help to determine whether a candidate has the necessary skills and qualities to perform the job effectively. Advanced technology allows employers to gain more insight into their applicants and quickly decide whether they have met the required criteria. Evaluating job candidates in a shorter time will reduce the time to complete the recruitment process while ensuring they can do the job.

3. Job Interviews

Job interviews are a great way to gauge an applicant’s personality, interest, and understanding of the job. It is also a chance to ask questions and gain an understanding of a candidate’s past experiences and motivations. Knowing how to conduct job interviews properly is essential for the interviewing process and the successful onboarding of new employees. Setting aside the necessary time and resources to plan and prepare for job interviews can help make the process smoother and result in more accurate decisions.

4. Resume Screening/Review 

Resumes provide a great starting point for individuals to present their skills and qualifications. By improving the means of screening and reviewing resumes, employers can spend less time deciding if an applicant is suitable for the position. Automation solutions can shortlist applicants quickly, allowing managers to focus on the most impressive resumes. It is also essential to focus on keywords and phrases to identify the best candidate and the applicant’s educational background and relevant experience.

5. Reference Checks

Reference checks provide insight into a job applicant’s abilities and can help confirm or deny specific skills. They are essential to the recruitment process and should be completed before making an official job offer. Leveraging this process requires asking the right questions and establishing trust while gathering information. Through reference checks, employers can gain an insider view of job applicants, enabling them to make more straightforward decisions. 

6. Predictive Analytics

Predictive analytics offers a more effective way of predicting an applicant’s success and determining a company’s best recruitment and prediction strategies. By leveraging predictive analytics technology, employers can use data-based insights to assess performance under certain conditions, leading to more accurate decisions about job applicants. Furthermore, leveraging predictive analytics enables employers to weed out potentially harmful or fraudulent job applications.

Challenges Recruiters Face During the Candidate Screening Process

The candidate screening process can be challenging for recruiters; the most common 3 challenges are -:

1. Slow Time To Hire Rate

The ever-growing demand for recruiters to do more with fewer resources and the extensive time needed for candidate screening is detrimental to productivity. And inevitably slows down the time to hire. 

Having a longer screening process and time to hire creates a greater risk of losing high-quality candidates to competitors. This is especially true when competitors provide quicker recruitment and hiring experience. An efficient applicant tracking system (ATS) could be helpful in this situation, as it can automate a significant chunk of the procedure and let you review and manage staggering numbers of applications.

2. Quality of Hire

Hiring the wrong people is expensive. Traditional ATS systems alone cannot measure the success or quality of hires. This leaves recruiters manually collecting and analyzing data to observe recruiting and hiring patterns. 

This results in more frequent bad hires being discovered later, creating wasted time and resources for your business.

3. Volumes of Resumes

Many applications that submit for open roles are considered unqualified or irrelevant. The countless hours spent while recruiters weed these out are better used to tend to qualified candidates, active recruitment, and strategic work. 

With such high levels of applicant volume to work through, it is almost inevitable that some good ones will slip through the cracks while recruiters are using their time speaking with less desirable candidates. 

How To Improve Your Candidate Screening Process With AI-Enabled Recruitment

AI-enabled screening reduces the time to hire and improves recruitment effectiveness by streamlining and automating the candidate screening process. It enables recruiters to set priorities in their applicant list without relying on manually screening candidates.

Here are three additional ways that AI can improve candidate screening:

1. AI-enabled recruitment helps remove human bias and promotes diversity, equality, and inclusion regarding candidate selection. It also helps ensure each applicant has similar experiences to promote fairness.
2. AI-powered talent intelligence platforms provide vast amounts of valuable data insights to recruiters. Features like predictive talent analytics provide data showing which steps in the recruiting and hiring process need to be more efficient and highlight where recruiting funds should be allocated or reduced based on which sources bring in the top candidates. 
3. AI-enabled talent acquisition solutions can quickly provide customized recommendations based on enormous data sets your recruiters cannot manually analyze. 

When Leveraging AI-Enabled Recruitment, Recruiters Can:

• Rank candidates based on skills, experience, and location and assess them using AI-enabled pre-screening chatbots to accurately match relevant profiles based on the job criteria through context-driven talent selection.
• Automate the evaluation and selection of qualified candidates suitable to interview.
• Create a solid pipeline, ensuring your organization always has access to the best talent. 
• Source strong passive candidates from multiple channels and make recommendations from profiles closely matching the job description.
• Improve the quality of hires by tracking applicants and activities with advanced analytics.  

Today’s job marketing is more competitive than ever. And recruiters must dedicate more time and effort to actively sourcing and engaging the most qualified candidates. 

Frequently Asked Questions

What do pre-employment background checks look for?

Pre-employment background checks typically look for information such as a potential employee’s criminal history, credit history, education, references, and prior employment.

Are there any restrictions on pre-employment screening?

Many states have laws that regulate what employers can and cannot do during pre-employment screening. In general, employers cannot access certain types of information, such as Social Security numbers or financial records. Additionally, employers must obtain the candidate’s consent to conduct employment screening.

 What is involved in an automated screening process?

Automated screening processes can include:

1. Checking references.
2. Validating education.
3. Verifying criminal records and credit histories.
4. Using bots to search for keywords in resumes.

Automated screening can also send automated emails to a candidate’s previous employers for verification. Automated screening processes are often more efficient than manual methods, saving a business time and money.

10 Ways to Deliver the Best Employee Onboarding Experience for New Hires

20% of staff turnover happens during the first 45 days of employment. When your new hires start leaving, it takes a toll on your business costs, which directly impacts your revenue. The average time to fill an open position is 42 days, with opportunity costs between $2700-$4425 for each employee. That’s why an effective onboarding experience is so important for talent engagement and retention.

What is Employee Onboarding?

Employee onboarding is defined differently depending on the organization. Although the process is frequently very similar, the duration and tasks required give each onboarding program its distinctive character.

The procedures used to incorporate new hires into the company are called “onboarding.” It contains exercises that enable brand-new hires to finish the new hire orientation process and learn about the company’s structure, culture, vision, mission, and values. The entire process creates an insightful onboarding experience for new hires.

Making new hires feel included from day one begins with onboarding. It establishes the tone for a person’s time with your business and lays the groundwork for their understanding of and experience with working there. Developing an inclusive onboarding process is crucial to creating an inclusive workplace environment.

Benefits of Creating a Great Onboarding Experience

1. Greater Performance at Work

To begin generating the intended outcomes, newly hired employees need time to adjust. Proper onboarding will hasten this process by assisting them in swiftly adjusting to their surroundings, learning about the business, their coworkers, and their job tasks, and reducing time-to-productivity.

2. Effective Company Culture

Businesses that engage in a robust employee onboarding procedure find it simpler to acclimate a new worker to the corporate culture. These businesses can assist new workers in feeling more culturally aligned by early disclosure of their fundamental values and mission.

3. Improved Retention of Talent

Research shows that organizations with a robust onboarding procedure increase new hire retention by 82%. This finding suggests that frequent check-ins and early attention to corporate culture increase the likelihood of new hires acquiring a sense of loyalty to your business and sticking around.

10 Best Onboarding Experiences For New Employees 

These ten tactics improve your current onboarding process and deliver the best employee onboarding experiences that make your new hires want to stay with your company.

1. Embrace a digital onboarding process

Digital onboarding ensures all employees will have an onboarding experience, which will create a cohesive experience across teams. Using digital tools in your onboarding process streamlines administrative tasks, automates communication, and saves considerable time and resources. Digital onboarding:

• Eliminates the need for printing paper documents
• Encryption ensures air-tight security for sensitive documents
• 24/7 access to online resources and support
• Seamless integration of videos, images, and digital publications for streamlined onboarding
• Ideal for fully remote or hybrid employees

2. Engage new hires in the process

The level of engagement you have with a new hire is directly proportional to their interest in your company. Make sure to keep engaging with new hires and encourage them to ask questions. This is especially important for digital onboarding. You can also use gamification, microlearning, all-hands meetings, and team lunches to increase engagement and build rapport within teams to provide them more inclusivity. It also helps them to warm up to the other team members for better cooperation and to reduce jitters for new hires.

3. Document the entire onboarding process    

Documenting the onboarding process simplifies everything not just for the new hires but also for their managers. It is also important for a smooth digital onboarding experience. Meticulous documentation takes care of any gaps in context or knowledge exchange. Documentation knocks down barriers and allows new managers or remote teams to all have the same information. If the current hiring manager leaves your company, their knowledge and approach are safely documented.

How you document the onboarding process is completely up to you. Percolate uses an 18-page Day 1 document covering the company’s history, culture, values, and practical advice on effective meetings or strong passwords. Trello uses an onboarding template that includes step-by-step instructions on activities for the first week and month.

No matter the format, make sure that your documentation covers all the essential information, including a calendar of onboarding events and processes. This helps to give an overall best onboarding experience to the new hires.

4. Time it right

Timing is crucial, and this is particularly true for new hires. You may maximize their start dates by having new hires start when they can contribute most effectively and when their team is available and present.

For instance, newly onboarded employees will have less of a support system if they begin working over the holidays or just before their manager leaves on vacation. They can feel neglected if their arrival at the organization isn’t a top priority.

5. Roll out the red carpet 

Small gestures can go a long way during the onboarding process, especially for remote workers. Ask current team members to reach out to new hires and learn their names. Another simple gesture is pairing the new hires with a buddy or team member for lunch so that they aren’t left wondering where they’ll eat lunch. Some companies send welcome baskets or letters welcoming new hires to the team.

Such gestures might sound small, but they aren’t trivial. They help break the ice and remove minor obstacles in the way of new hires, and such efforts don’t go unnoticed as they reflect a degree of thoughtfulness that most companies don’t show.

6. Allow time for settling in.

Recognizing that only some process information, in the same manner, is a necessary component of developing an inclusive onboarding experience. One of the finest ways to make someone feel welcome is to give them the time and space to hear and process all the new information about their role and the organization. Providing the employees with process documents will give them clarity about their work.

New employees are more likely to feel comfortable asking questions, adhere to their learning methods, and feel like a team member if they have the room to absorb all the new knowledge they are receiving.

7. Encourage them to use your language

Every firm has its distinct corporate language, whether it is through the usage of acronyms or particular phrases. It’s crucial to make all new employees feel as though they are conversing in the same language as their coworkers, so provide them the tools they need to become familiar with the jargon used within your organization.

This might be in the form of a glossary of business jargon or a manual on handling difficult conversations.

8. Do frequent check-ins

Initial days at a new company can be overwhelming for anyone and need an onboarding experience which will help them feel settled in the new environment. Frequent check-ins to know how your new hires are doing can help you make their lives easier, and show that you care. These check-ins also allow new hires to form mentorships and friendships with their co-workers.

Check-ins also provide excellent feedback on the effectiveness of your onboarding process and identify aspects to improve. They also help managers detect problems (disengagement, low morale, low engagement, manage expectations) at the workplace and take steps to fix them before it’s too late.

9. Follow up on the post-onboarding process

As they get used to working at your company, send new hires surveys after the first week, month, and year to understand if they:

• Enjoy their job role and work environment
• Feel prepared to assume all of their responsibilities
• Have all the support and resources needed to do their job well
• Feel the onboarding process and experience were successful

Since new hires have a fresh perspective on everything, gathering and incorporating their feedback is one of the best ways to improve your internal processes.

10. Automate the mundane

HR isn’t just for hiring, but also for adding business value. However, most administrative tasks such as paperwork, scheduling meetings, follow-ups, and answering questions on company policies are draining and time-consuming.

That’s where automation can come in handy. If the onboarding workflows are automated, HR doesn’t have to chase after managers or new hires to ensure that they’ve completed all their tasks. Automated systems take care of all those hassles.

Similarly, automated notifications act as reminders for employees on everything from updating documents and leave policies to filling up Pulse surveys.

As a result, HR has more time to focus on the strategic, and human aspects of HR to make sure they provide the best onboarding experience, such as:

• Doing periodic check-ins
• Designing personalized onboarding and learning experiences
• Performing regular assessments of the onboarding process and new hires to spot red flags

The 10 Most Important Recruitment Metrics To Track In 2023

In today’s competitive job market recruiting and retaining top talent is more important than ever but there has been a serious level of challenges faced by recruiters with the over looming recession,talent shortage, high recruitment costs,and  insufficient recruitment processes..

Recruitment metrics play a vital role in the continuous improvement of your hiring functions and measures success with razor-sharp accuracy. They are a set of measurements that track and evaluate hiring metrics for success and optimize your recruitment process using information-driven insights to guide you.

Leveraging data from talent analytics and recruitment reports helps you stay ahead of the competition by quickly seeing what needs improvement and where to focus your efforts.

What are Recruitment Metrics ?

Recruitment Metrics help organizations track, analyze and streamline the hiring process.

They are a crucial component of a recruitment funnel that is data-driven. Metrics for recruiting are essential for determining which functions need to be improved and where changes should be made because they show which processes are operating well and which are not.

Why Should You Track Recruitment Metrics?

Recruitment metrics give you the visibility you need to make informed, data-driven strategic decisions. The data provided can show valuable insights about your recruitment team and process so you can use your resources more effectively and increase your ROI.

These recruitment metrics allow you to measure the success of your hiring goals, track progress on internal recruiting benchmarks, and see how you compare with the market.

Top 10 Frequently used Recruitment Metrics to track in 2023

The sheer volume of recruitment metrics available makes the prospect of data-driven recruitment seem overwhelming. We’ve put together a list of the key hiring metrics you should track to get you started.

1. Time to Fill 

Time to fill refers to the number of days between approval of a job requisition and acceptance of the job offer. It measures the speed and efficiency of your recruitment process.

You can use this recruitment metric to optimize your  talent strategy. By monitoring time to fill, you gain a better understanding of the time it takes to fill or replace a position, and identify which factors cause delays (such as industry and type of position).

2. Time to Hire

Time to hire refers to the number of days between a candidate applying for the position and accepting the job offer. This recruitment metric measures  how fast each step of your recruitment process moves, zeroing in on bottlenecks and inefficiencies that create slowdowns.

3. Application Completion Rate 

The application completion rate refers to the number of candidates who completed the job application process versus those who started but didn’t finish it. A low application completion rate can signal process issues. This allows you to see where to streamline processes to provide a better candidate experience and not miss out on top talent.

4. Offer Acceptance Rate 

The offer acceptance rate refers to the difference between the number of candidates given a job offer and the number that accept it.

A low rate is typically a sign of a lackluster employee value proposition for things like compensation and benefits. These insights can help you fine-tune your offering to be competitive with the talent market and create more transparent job postings.

5. Probation Rate

Quality of hire is measured by how quickly a candidate adjusts to their role and how well their performance is rated within their first year.

This hiring metric indicates whether you’re hiring the right people, which helps you cut costs associated with bad hires.

6. Interview to Hire Ratio

With the interview-to-hire metric, the Quality of Hire may also be measured. This recruitment metric determines the percentage of applicants the recruiting function submits who are hired.

Ratios of interviews to hires indicate the strength of the shortlisting process. To maintain overall hiring effectiveness, ensure your organization has a solid interview-to-hire ratio.

7. Cost Per Hire

Cost per hire refers to the internal and external spending that make up the cost of hiring a candidate. Internal costs can include referral fees, admin costs, and training expenses. External costs can include background checks, marketing fees, and sourcing expenses.

This hiring metric adds value to your recruitment strategy by helping you drill down into the specific costs for each step in your process. Allowing you to make data-driven decisions to fine-tune factors that unnecessarily drive up your cost per hire.

8. Number of Open Positions 

This refers to how many open positions you have at any given time and how long they remain open on average.

A large percentage of open positions indicate high demand and rapid growth. But this recruitment metric could also indicate a low candidate supply, and/or lack of demand or interest in the role.

9. Applications Per Open Role 

The number of applications per open role is the total number of candidates that submit an application for a role.

A lot of applicants can signal high demand and interest in a position. But, depending on how many are qualified, it can also indicate an overly broad job description.

Minimal applications may indicate low demand or interest due to a poorly written job description or lackluster offering.

This recruitment metric is a great way for HR leaders to see the level of exposure their recruiters are able to achieve for their job postings.

10. Candidate experience

Consider the candidate’s experience while discussing recruiting metrics. A candidate experience survey is frequently used to gauge candidate experience, which is how job searchers view an employer’s hiring and onboarding procedure. The essential elements of the experience that can be improved are identified using the Net Promoter Score in this survey.

Remember that at various points of the hiring process, you may gauge the candidate’s experience. Refrain from discounting failed applicants too. To gain a more true impression of your applicant’s experience, you should compare them to the ones you ultimately hired.

Using a Talent Intelligence Platform to Track Recruitment Metrics 

Talent Intelligence platforms like Oorwin make tracking recruitment metrics easy. They enable you to analyze large sets of data patterns in a comprehensive way using advanced visualization solutions and dashboards.

AI-enabled functions like predictive analytics can even help you predict factors like:

• the probability of job closure based on market factors
• salaries using internal and external market trends
• current versus potential workforce productivity

Data-driven recruiting helps you work smarter to hire and retain the best candidates using powerful insights and resources.

Learn more about how recruitment reporting can give you an edge over the competition by requesting a demo from Oorwin today.

Thanks to technology advancements and AI-powered recruiting tools, the recruitment industry is undergoing significant change. The only way to stay updated is by participating in a lively discussion happening across the staffing ecosystem. These discussions are often seen in the industry’s most insightful staffing blogs. 

5 Staffing Blogs to Add to Your Favorites

Finding relevant content can be challenging. But we’ve got you covered. These five blogs are a must for busy staffing professionals. 

1. Undercover Recruiter

The Undercover Recruiter draws in readers with its insightful and trending content across talent acquisition, employer branding, and workplace categories. The easy-to-read and visually appealing articles cater to a diverse audience—job seekers, recruiters, and employers. From employer branding podcasts to case studies to an employer brand index, this staffing blog is a treasure trove of valuable content. 

Explore these staffing blogs: 

• Strategies for Attracting Top Talent in a Competitive Industry
• Getting the Most from Flexible and Remote Working
• 5 Simple Tips to Make Your Employees Happier

2. The Staffing Hub

This Denver, Colorado-based staffing blog is another great resource for recruiting professionals of all levels. Their rich content library includes their State of Staffing webinar, The Staffing Show podcast, and State of Staffing Industry Growth Benchmarking Report, all of which discuss the latest trends, technology advancements, and tools used by the industry’s top performers. Other valuable resources include reports and eBooks, conferences, and a consistently updated News section. 

Explore these staffing blogs: 

• Staffing Hub’s Top 5 Articles for June
• Struggling to Fill Jobs? Try a New Approach to Hiring
• Recruiting Methods You Need to Test

3. Oorwin

Known as one of the top HR blogs by Feedspot, Oorwin’s blog provides a wealth of industry insights, pinpoints new trends, and educates recruiting professionals on upcoming technologies. 

The Oorwin staffing blog provides end-to-end resources to streamline your sales, recruitment, and human resource function. The blog is not only rich with interesting articles on innovative technologies, but also strategic solutions aimed at the growth of a staffing business. Their tips are relatable and can be easily implemented to get the desired outcome.

Explore these staffing blogs: 

• 6 Stages of the Recruitment Life Cycle
• 3 Ways Automation Can Streamline Your Hiring Process
• Solve Your Biggest Recruitment Challenges
• Boost Recruiter Productivity and Effectiveness with a Talent Intelligence Platform
• How AI Powers and Optimizes the Recruitment Process

4. The Staffing Stream

The Staffing Stream is the official blog maintained by the Staffing Industry Analyst (SIA). SIA has been the global advisor for all staffing and consulting businesses since the late 1980s. This staffing blog offers an in-depth analysis of temporary staffing, contracting, and other issues faced by staffing firms, recruiters, and outsourcers. 

As pioneers of the staffing industry, they are at the forefront of issues, challenges, and opportunities popping up throughout the world. By following The Staffing Stream, you can stay updated on any technical and administrative changes happening in the industry. 

Explore these staffing blogs: 

• How to Adjust Your Recruitment Marketing in an Uncertain Economy
• Change Management: Driving Innovation Through a Culture of Continuous Improvement
• Four Market Insights You Can Use to Develop an Effective Recruiting Strategy

5. TLNT:

The TLNT staffing blog is an online gathering place for recruiters to network, learn, and share best practices. Their content is filled with news, analysis, and reports relevant to the staffing industry professionals. 

Additionally, with informative webinars every Wednesday and Thursday, TLNT is the go-to platform for recruiters around the world. ERE media also offers a library of free educational courses to anyone interested in learning more about sourcing, hiring, and managing talent. Their popular guest forum features astute write-ups by prominent HR professionals and staffing stalwarts.

Explore these staffing blogs: 

• 8 things companies are doing to make HR processes more efficient
• Interview guide platforms – giving you the data you know you need
• Employees probably don’t see your corporate culture the same way you do

What is a Passive Candidate?

The term “passive candidate” describes people who are satisfied with their jobs and are not actively looking for new ones. A quality marketing recruitment technique, such as inbound recruiting, can be used to find passive applicants.

The phrase “passive applicant” was created to refer to a target audience of potential candidates who do not submit their applications. These are frequently accomplished people with highly sought-after expertise and skill sets.

With 45% of the workforce not looking for a new job but willing to discuss a new opening, proactive sourcing, like the social network, will be your best bet for recruiting this group of passive candidates. Different types of candidates have different levels of interest, so your recruitment strategy must be specific to effectively find, recruit, and then hire the best candidates. 

Active vs. Passive Candidates: a Comparison

Active job seekers typically have a great deal of motivation for their hunt. They attended your most recent webinar, have updated websites, and have submitted applications for the position you have listed on your careers page. They also tend to be more responsive and easier to engage throughout the hiring process.

It is considered very difficult to do passive recruiting. If they are happy in their current position, they won’t be interested in interviews with other businesses. Additionally, they might need additional latitude during the hiring process to accommodate their present job. If you’re successful, plan for delayed start dates to ensure they give their current employer enough notice.

When you go ahead with passive recruiting, you can still make an offer even if they outright reject it.

10 successful strategies for sourcing and recruiting passive candidates

Active candidates are typically more satisfied with their current role than active candidates, meaning it will take more work to win them to your company. However, they are still open to better opportunities.

1.   Take Advantage of AI Tools for Sourcing, Screening, and Matching

Artificial intelligence (AI) tools, like candidate sourcing, screening, and matching, can quickly improve a recruiter’s ability to find the best passive candidates. These tools integrate with platforms to help recruiters seek candidates based on specific criteria, quickly delivering the ideal candidates right to the recruiter’s inbox. When choosing an AI-enabled recruitment solution for passive recruiting, be sure you can accomplish the following:

•   Quickly find internal candidates using AI-powered matching
•   Locate resumes of candidates through AI-powered resume harvesting from famous job boards
•   Quickly find internal candidates using AI-powered matching
•   Use AI-powered Symantec search to locate internal candidates
•   Intelligently match jobs to candidates and candidates to jobs using custom algorithms
•   Uncover similar candidates using AI-based matching
•   Uncover internal candidates who had been considered for similar jobs
•   Pull matching jobs from external sources for candidates using AI ranking and matching

2.   Leverage Social Platforms to Source Passive Candidates

The best way to find and recruit passive candidates is through social media platforms. Recruiters can join these communities and engage with candidates to find those that would be an excellent fit for their open roles.

•   LinkedIn. You can use LinkedIn to find candidates in several ways. For example, you can search for keywords related to their industry or companies that employ similar candidates. You can also use LinkedIn’s advanced search features to find candidates who meet specific criteria.
•   Facebook. Recruiters can use Facebook’s targeted search features to find high-quality candidates you may otherwise miss. According to Glassdoor, Facebook is a great way to connect with passive candidates who may not respond on LinkedIn.
•   Twitter. Recruiters can find passive candidates on Twitter via marketing-specific keywords and hashtags.

It’s also essential to ensure that the recruiting solutions you use integrate with these platforms. For example, Oorwin clients worldwide have successfully integrated the Oorwin ATS with Linkedin.

3.   Focus on Building Trust

Recruiters expect their candidates to have tailored CVs for open jobs. That works both ways. You have a bigger chance of winning and recruiting passive candidates when they see your dedication to their needs. Focus on tailored ways to build trust and confidence with each passive candidate. These include understanding their skills, hobbies, and professional development interests. Ask questions that get to the heart of their career goals:

•   What do you enjoy most about your current role?
•   Are you fairly valued at your company?
•   How do you interact with your manager?
•   What are your long and short-term goals?

4.   Entice Passive Candidates

A crucial way to source passive candidates is by showcasing what they will gain by working with you. This is important because they may already be comfortable in their current job and location. Gently let them know how this new position will benefit them. Another way to entice candidates is by highlighting your company’s culture. A few ways to do this include:

•   Showcase company culture. Branding could include videos, social media, photos and images, articles, or podcasts.
•   Highlight civic responsibility. Sponsoring charity events, taking initiatives to reduce your environmental impact, and publicly showing that your organization is committed to positively impacting society can help you build a good reputation as an employer.
•   Emphasize your DEI focus. More than half of job candidates say that a diverse workforce is paramount when deciding which companies deserve their applications. Your employer brand should reflect your commitment to DEI initiatives.

5.   Use a CRM

Finding and recruiting passive candidates is a challenge. But it doesn’t have to be. Engaging with prospective employees correctly can help you source the best talent. A CRM (customer relationship management) software system can allow this.

A CRM tracks all passive candidate contact information and any notes about the conversation. Using this software will help you avoid duplicating your efforts and ensure that you remember all potential leads. It also allows you to understand which passive candidates might be open to new opportunities in the future.

6.   Set up a Referral Program

The best source of passive candidates for recruiters is frequently current employees. Recommendations have long been a cornerstone of contemporary recruiting techniques, and for a good reason. According to studies, referred employees outperform non-referred hiring by up to 15%.

Each of your employees is connected personally and professionally through their networks. Additionally, these networks frequently include a lot of excellent candidates who could be a match for open roles at your business. However, passive candidates are significantly more likely to consider an opportunity presented to them by a personal connection than they are to reply to a communication from a recruiter.

7.   Keep up with the industry developments

Recruiters might find more passive candidates by being aware of industry developments. It streamlines the procedure by generating alerts for events like mergers and acquisitions, recruiting intentions, layoffs, new projects, etc. Any upheaval or unpredictability could prompt workers to think about leaving their current position. Even if the news doesn’t directly affect the prospect, passive candidates will see recruiters familiar with their sector more favorably.

8.   Convey personalized sourcing emails

Most passive candidates are content with their positions. They aren’t aggressively looking for new ones because of this. Gaining their trust and directing their interest are the only ways to get them to break out of their routine. Both tasks cannot be accomplished by a general email that may have been distributed to hundreds of recipients.

Emails that are personalized demand more thought. To save time, you could employ a general template. However, the email’s body should discuss what brought you to a candidate’s profile in the first place. Mention how their (particular) accomplishments relate to the position or business you’re looking to source for – just enough information to get a conversation going.

9. Offer candidates a work-life balance

Nowadays, passive candidates are more inclined towards a position with remote working policies rather than higher pay. This differentiates them from active and passive candidates, as they prioritize work-life balance more.

Employers unwilling to provide staff members additional flexibility, whether through a wholly remote position or a hybrid work arrangement, are more likely to lose out on top-tier passive candidates. According to a survey, 72% of respondents said their family’s safety and protection are priorities. They are seeking employers who will safeguard their overall well-being.

10.   Include opportunities and possibilities for advancement

According to a poll by Koan, a goal-setting platform for teams- Employee engagement and communication are essential for maintaining employees’ motivation in their jobs. Engaged staff members are:

•   If they are involved with the company mission, they are more likely to achieve their goals.
•   If satisfied with their direct manager, team members are more likely to progress toward their goals.
•   If people believe their job counts, they are 7x more likely to produce work they are proud of.

You can learn more about what an “amazing opportunity” might be for possible new workers by doing a little research on them.

Benefits of Recruiting Passive Candidates

Recruiting passive candidates requires more effort than conventional methods but comes with a wide range of benefits:

• These individuals already have experience and knowledge from their current roles
• They are more likely to stay with the company for the long term
• They have already demonstrated ability and competency
• Companies are under less pressure to train individuals quickly
• Companies can make more informed hiring decisions

Challenges and Solutions for Recruiting Passive Candidates

Recruiting passive candidates presents some challenges, including:

• Finding passive candidates in the first place
• Convincing them to switch to a new company

Recognizing these common challenges and having the plan to handle them is essential. For instance, companies can mitigate the challenge of finding passive candidates by leveraging their employer brand, expanding their digital presence, and connecting with passive candidates one-on-one. Developing a comprehensive reach-out strategy and putting efforts towards creating and sending exciting content about the company’s activities to potential passive candidates can help reduce the risks associated with the recruitment of passive candidates.

In conclusion, recruiting passive candidates is a viable way to hire the best talent with the right strategies. It is essential to understand the benefits and challenges associated with this way of recruiting and strategize accordingly.  

Frequently Asked Questions

What is a passive candidate in recruitment?

A candidate under consideration by an employer for a particular position but not actively looking for a new job is known as a passive candidate. Passive candidates have yet to apply for any vacant positions and are not looking for work.

What are the benefits of recruiting passive candidates?

As passive employees are not hunting for other opportunities, there is less pressure to decide immediately. As a result, there will be a little rivalry to employ that top talent, and recruiters will have plenty of time to make rational data-driven choices. In contrast to active candidates, passive candidates already have a job and skills; therefore, they won’t embellish the qualifications on their resumes. Thus, the need for honesty and openness to foster trust will grow.

What strategies can I use to engage passive candidates?

Only passive candidates respond to traditional outreach such as networking, job postings, and recruitment ads. They are more likely to be attracted to and actively target companies with desirable cultures and core values that align with their ambitions. For this reason, building a strong employer brand to attract the best passive candidates is among the most effective avenues of approach.

Recruitment has always had its challenges. It is expensive, time-consuming, and it can be hard to find the right candidate with the right skills for open positions. However, your team can get ahead of the curve using the latest AI technology throughout the recruitment process to find, screen, and secure the best talent in your industry. 

We’ll share with you how to develop your recruitment process to save time and resources while using advantageous AI methods to discover talent that might otherwise go unnoticed. You’ll learn how AI is transforming and enhancing the recruitment process, so you’re getting the best talent in a systematic way.

Enhance Your Recruitment Process with AI-Based Recruitment Tools

In today’s competitive job market, organizations are continuously looking for ways to streamline and enhance their recruitment processes. Artificial Intelligence (AI) is a highly promising technology that can aid in this undertaking. The utilization of AI-based recruitment tools is revolutionizing the recruitment process, improving its efficiency, cost-effectiveness, and reliance on data. 

Every aspect of recruiting improves with updated processes, but these are the most significant benefits you’ll see:

Improve Recruitment Process Efficiency

AI-powered candidate sourcing allows you to integrate your keywords and ideal candidate match points with its search tools. 

As the applicant tracking system searches social platforms, job boards, and other integrated sites, it will pull the top candidates for further screening and review. This allows faster sourcing and overall process efficiency improvement.

Improve Job Acceptance Rates

Even when you find the perfect candidate, they don’t always accept the position. Many recent hires state that transparent communication and a straightforward recruitment process helped them decide to come on board. 

AI recruiting tools enable you to deliver this experience to all candidates and hire more excellent talent through fast and automated updates.

Increase Team Diversity and Inclusion

Artificial intelligence tracks data from all candidate sourcing and recruitment efforts. You can reduce the effects of human bias in your recruitment process by setting specific hiring metrics and reviewing aggregated data through AI-powered tools. 

Additionally, you can utilize automated candidate matching to align internal and talent pool individuals with potential positions to round out teams.

Stand Out in the Job Market

The best candidate for any open position will likely be selective about what job they accept. Modern applicant tracking systems powered by AI recruiting tools ensure you quickly connect with top-qualified candidates to link them with the right jobs. 

Finding candidates faster through this process ensures you stand out as an early option and get ahead of other companies.

How AI Tools for Recruitment Helps Through Every Step of the Process

Recruitment is a challenging part of business, but it doesn’t have to be. Using AI tools to improve your recruitment process at every point will grant you the benefits discussed above.

Step 1: Preparing to Hire New Talent

As you prepare to hire new talent, you’ll be working to define the perfect candidate, decide how to find that candidate, and determine what metrics you will use to gauge their fit with your position. There are many factors in play between “hard” metrics like experience and “soft” ones like culture fit.

AI-powered predictive analytics will help your team set realistic expectations for your market, positions, and business needs. From assessing the probability of finding a candidate to determining a competitive salary for the job, AI-enabled tools help begin the recruitment process.

Step 2: Sourcing Talent

Sourcing talent is often time-consuming and expensive as recruitment teams want to find as many candidates as possible. This is one of the most intensely improved areas when implementing artificial intelligence in your recruiting process.

AI-powered tools harvest resumes from popular job boards while also searching talent pools internally for ideal candidates. Intelligent matching highlights similar candidates to those already selected, and the smart ranking also ensures no experience options are missed.

Step 3: Screening Candidates

Not every applicant is going to be a good fit for your position. Screening, especially with many applications, is labor- and time-intensive. However, it’s an essential and critical part of recruitment, so it’s hard to imagine how to further streamline this process.

Patience and interviews will be necessary, but AI-enabled screening can jumpstart the process. ATS tools in the Oorwin system rank candidates by your chosen metrics such as skills or experience. 

You also have the option to enable AI chatbots that pre-screen potential matches, further eliminating candidates that don’t fit your business needs. With AI-powered matching your team screen and rank candidates more efficiently than ever before.

Step 4: Selecting Qualified Candidates

Interviewing all potential candidates is next, once you’ve narrowed down your list. Resumes only reveal part of the story – your next job is to determine if their skills, experience, and characteristics make them an appropriate hire for the open position.

While interviewers need to be insightful with their questioning and analysis of each candidate, enhanced technology can still assist in this process. Customized applicant tracking workflows enable your team to set up guidelines for your recruitment process so the streamlined experience doesn’t leave anything to fall through the cracks.

Step 5: Hiring Top Talent

Finally, you’ll want to hire the best fit for the position. All the effort put into sourcing, screening, and selecting applicants will not go unused. 

AI-enabled recruitment tools monitor these selections and which metrics were most important, allowing the recruitment process to improve each and every time a new hire occurs.

Step 6: Onboarding Your New Hires

Onboarding new hires includes orientation, training, integration with the team, and much more. Every organization should have a detailed onboarding process, which can be included in your customized recruitment workflow.

Recruitment cannot be successful if these hires quickly leave their new positions. The information learned through the recruitment process should be tracked and applied appropriately during onboarding.

 AI-powered search tools allow recruitment teams to quickly apply anonymous feedback gathered from applicants and new hires. Don’t miss out on this chance for constant improvement.

Start Saving With AI Today

Recruitment is critical to success. Failing to improve the recruitment process with modern technology creates a money pit filled with labor and lost profits. Improving the hiring process compels candidates to choose your company in a competitive job market. Why let resources go to waste?

AI-based recruitment tools can significantly enhance the recruitment process by improving efficiency, reducing costs, providing valuable insights, improving the candidate experience, and reducing bias. As the job market becomes more competitive, organizations must embrace new technologies to streamline their recruitment processes and attract top talent. By incorporating AI tools for recruitment, organizations can gain a competitive edge in the job market and attract the best candidates for their vacancies. 

Be smart with AI-based recruitment tools. Request a demo with Oorwin today to see how we can help you customize a complete Applicant Tracking System for your recruitment needs.

Frequently Asked Questions

How do AI recruitment tools work?

AI recruitment tools work by analyzing and interpreting data from various sources, such as job descriptions, resumes, and social media profiles, using natural language processing (NLP) and machine learning algorithms. These algorithms can recognize patterns and predict which candidates best fit a particular job.

What are the benefits of using AI recruitment tools?

Some benefits of using AI recruitment tools include improved efficiency, cost savings, data-driven decision-making, improved candidate experience, and reduced bias in the recruitment process.

Can AI recruitment tools replace human recruiters?

No, AI recruitment tools cannot completely replace human recruiters. They can, however, assist in automating and optimizing certain tasks in the recruitment process, allowing recruiters to focus on more critical aspects, such as interviewing and onboarding.

The Ultimate Guide To Social Media Recruiting

Social media is a great way to interact with friends and family. But it is also a valuable recruiting tool. In fact, 92% of employers comb through social media platforms to find new employees. As social media platforms have become more popular for recruitment, recruiters are finding it an effective way to get their jobs in front of more candidates. This allows them to explore new recruitment avenues.

Are you ready to get social? Let’s look at the power of social media recruiting,  and discover how leveraging a talent intelligence platform can take your social recruitment efforts to the next level.

What is Social Media Recruiting?

Social recruiting is the process of sourcing or recruiting candidates through social media platforms like Facebook, Twitter, LinkedIn, etc. This talent acquisition strategy treats social media profiles like talent ads or databases. Social recruiting is also known as social hiring, social recruitment, or social media recruitment.

In recent years, this modern recruitment strategy has gained popularity among recruiters and job-seekers:

• 56% of job seekers and 60% of recruiters use professional social media networks.
• 62% of job seekers use social media channels to evaluate the employer brand of a company
• 49% of professionals are following companies on social media with the intent to stay aware of their jobs.

The Importance of Social Media Recruitment In 2023

Using social media to get a new job has grown steadily for more than ten years. In fact, according to Glassdoor, 79 percent of job searchers utilize social media for their job search.

More than 84 percent of businesses use social media for recruiting, and another 9 percent plan to if they haven’t already.

1. Social Posts Improve the Visibility of Your Job Listing

Your job postings will undoubtedly attract eligible applicants, from those actively seeking employment to those lazily perusing their social media feeds.

2. Millennials are Already using Social Media to Look for Jobs

People utilise social media in the billions. Your job postings will undoubtedly attract eligible applicants, from those actively seeking employment to those lazily perusing their social media feeds.

3. Interaction on Social Media Platforms Boosts Brand Awareness

It’s probable that some prospects have never heard of your business. Your brand’s visibility and reputation can be enhanced by networking with those candidates and posting on social media.

What Are the Benefits of Leveraging Social Media for Recruitment?

Social media recruiting is an excellent way to expand your search beyond traditional job boards. Social media’s ease of use and popularity also makes it easy for your followers to share open positions with their networks. It also is a great way to increase your company’s visibility and emphasize your company culture via photos, videos, or employee interviews. Social recruitment has several other benefits for recruiters:

• It allows you to reach passive candidates who aren’t active on job boards.
• You can establish a personal connection with candidates.
• Easily share information about your organization and current job openings.
• Source targeted candidates with lesser cost and faster time when compared to traditional methods (like TV, newspapers, radio ads, etc.).
• Lower your recruiting costs. Social recruiting is incredibly cost-effective when compared with traditional recruiting methods.
• Traditional hiring techniques take more time than social media hiring techniques. This means that social media is the medium to consider when you have an open position that needs to be filled as soon as feasible.
• They can see more about the potential hires on social media. By learning about the person’s personality, they can learn about their goals and what to anticipate from them after they hire them to work for their company.

10 Best Practices for Social Media Recruiting

Every company decides on its own social media recruitment strategy based on its employment requirements. But, here are a few best practices that will ensure you are maximizing your social recruiting strategy:

1. It is crucial to establish a strong online presence that communicates the company’s goal and values because millennials and Generation Z look for information online. Because millennials value emotional connection, don’t just provide data.
2. Even if it’s advantageous to be welcoming to everyone, you should focus on the proper demographics if you want to advance your plan. As a result, make sure that all of your social media pages are industry-specific, and focus on networking with influencers in your business.
3. Implement various types of content on different platforms. For example, Instagram is ideal for employer branding videos, while LinkedIn is ideal for polls.
4. Highlight company culture through your posts.
5. Research where your ideal candidates spend time and energy. What are their hobbies and interests? This will help you relate to candidates and show that you care.
6. Encourage your employees to give referrals and share the opportunities in their networks.
7. Monitor and optimize your social media platforms regularly.
8. Consistently post on social media platforms to engage your potential candidates.
9. When organic efforts don’t produce the desired results, paid advertising is required because most social media sites let users utilise it to spread their message further.
10. Create postings that are legible on all types of devices to advance your mobile recruiting strategies. Add social media-optimized images as well.

 

What are the Top Social Media Platforms for Recruitment?

There are many social media platforms in today’s market. But it is of utmost importance that you choose the right platform to attract job seekers and find the right candidates.

1. LinkedIn

The most widely used social networking platform for hiring is LinkedIn. The website is equipped with capabilities that make posting jobs and receiving resumes exceedingly simple because it was created with professional networking in mind.. Since it was the first professional social network, LinkedIn provides a comprehensive perspective of a candidate’s professional background. Additionally, it offers information on their preferences, recommendations, and hobbies.

2. Facebook

Despite not being a specifically designed professional network like LinkedIn, Facebook’s sheer scale makes it an invaluable tool for recruiters. It offers a variety of opportunities to locate and contact with prospects, and its informal atmosphere can reveal something about someone’s personality outside of work. It includes a job board as well.

 

3. Instagram

The majority of the workforce, millennials, and Generation Z are enormous fans of Instagram’s visual approach. Despite being widely used, less than 10% of recruiters use this social recruiting channel, which creates a significant early mover advantage.

 

4. Twitter

Twitter is known for being succinct and to the point because of its character restriction of 280. Though Twitter has emerged as a trusted source for news and events, its shortness isn’t necessarily a bad thing. Twitter is used by everyone to interact with individuals around the world, from famous people to large corporations.

 

5. Forums

Several forums can be beneficial for interacting with a talent pool and conducting social recruiting. Popular forums like Quora, Stackoverflow, Github, and Glassdoor are helpful resources for social recruiting.

While Twitter, Instagram, and Facebook are great platforms for social recruiting. But career-focused platform LinkedIn is the clear winner. With more than 830 million members and 50 million people searching for open jobs weekly, LinkedIn is a fantastic resource for social recruitment.

 

How can a Talent Intelligence Platform help with social recruiting?

Artificial intelligence (AI) and machine learning (MI) offer many ways to expedite the social recruiting process, including AI-candidate search, resume harvesting, and identifying passive candidates. But a talent intelligence platform can also help with social recruiting. Here’s how:

• Easily integrate with LinkedIn and other social media platforms.
• Advanced search capabilities store and organize candidate contact information from social profiles quickly.
• Automated communication tools to keep candidates in the loop every step of the way.