Resume harvesting is a double-edged sword. It is one of the most time-consuming parts of a recruiter’s job, but also one of the most necessary to build a strong talent pipeline and reach the right candidates. 

Recruiters spend most of their time searching job boards hunting for top talent. It’s not enough to rely only on passive recruitment, hoping that the perfect candidate will see your job posting and apply. 

Recruiters need to automate as many tasks as possible to help them keep up with the market. AI in recruiting helps save time by using recruitment automation to take over this otherwise labor-intensive task, to optimize and streamline the resume harvesting process.

What Is Resume Harvesting?

Resume harvesting is part of the active recruitment process. Recruiters search through candidate profiles, on job boards or within their network, to find potential fits for open roles. This has historically been a manual process. 

Recruiters can use keywords to help narrow their search and drill down based on desired skills or experiences, but this still leaves them with many resumes to review for candidates who still may not be a good fit. 

AI works to make resume harvesting a much quicker and more thorough process, guided by large sets of data insights. 

5 Benefits Of Automated Resume Harvesting

Automated resume harvesting is the process of leveraging AI to search for qualified applicants (based on preset criteria) and downloading their profiles into your recruitment database, in order and ready for candidate screening.  Here are 5 benefits of implementing this process.

1. Save Time and Resources 

AI-powered resume harvesting solutions easily scan candidates from various job sites in one click, based on your criteria for an open role. 

By eliminating the tedious and time-consuming aspects of manual resume harvesting, recruiters can focus their time and energy on their most important responsibility, building relationships and engaging with qualified candidates. 

2. Build an Intelligent Resume Database

AI in recruiting helps reduce your long-term dependency on job boards to source talent for open roles. AI-powered solutions harvest resumes for you and can sort them based on the criteria you choose. 

Resume harvesting automates building a comprehensive intelligent pipeline of qualified, categorized candidates. You can rate profiles and store them in the system for future use as more roles open up. This ensures your pipeline is robust, relevant and readily available. 

3. Reduce Costs 

AI-powered resume harvesting  ensures you’re using your daily credits for job boards most effectively instead of wasting them on unqualified candidates.

This automated process also provides comprehensive reporting, giving you access to data   that shows which job boards are producing the best results. This information enables you to make data-driven decisions about  which boards are most worth investing in. 

4. Make Targeted Sourcing More Efficient

AI acts as your personal sourcing assistant. You tell it what to look for and it finds a list of qualified candidates based on your job criteria. 

Automated resume harvesting will source candidates without being influenced by human bias, with a strict focus on the requirements for the role in question. This provides more accurate, quick, and efficient targeting to search multiple sources quickly and find the best candidates. 

5. Improve the Quality of Candidate Sourcing

With the ability to quickly search specific candidates on a very large scale, AI-powered resume harvesting opens up your qualified talent pool on a level manual recruitment never could. 

When combined with AI-enabled candidate sourcing, this process ensures you’re finding the most qualified candidates. This is done without wasting time on manual triage for sourcing and harvesting. 

Utilize Technology for Resume Harvesting

Leaning on AI-enabled recruitment to automate your resume harvesting process plays a major part in fostering successful recruitment and hiring.

AI makes resume harvesting quick and easy, and ensures you keep your recruitment metrics strong by reducing time to hire, cost to hire, and more. 

AI solutions will do the extra work to: 

• Locate candidates through AI-powered resume harvesting from popular job boards 
• Quickly find internal candidates using AI-powered matching
• Uncover similar candidates using AI-based matching
• Intelligently rank candidates based on skills, experience, location, etc.
• Assess candidates utilizing AI-enabled pre-screening chatbots 

Reap The Benefits of Recruiting Automation

Timing is critical to stay ahead of the competition and make sure you’re tapping into the best candidate pools. Leverage recruitment automation features like resume harvesting to make sure you find the right people at the right time. 

To learn more about using an AI-powered talent intelligence platform and make sure you don’t miss out on hiring top candidates, request a demo with Oorwin today.

In today’s candidate-driven market, where job seekers have the upper hand and retention rates are lower than ever, reducing your time to hire without sacrificing the quality of hire is one of the biggest challenges facing recruiters.

Manual processes like screening and sourcing are the leading cause of lengthy recruitment processes and make it difficult to reduce the time to hire. A lengthy hiring process is enough to convince candidates to look for other opportunities. 

Leverage AI-Enabled Recruitment to Reduce Time To Hire

AI-enabled recruitment solutions automate repetitive tasks to speed up the sourcing and screening of qualified candidates. These solutions can even improve the resulting candidate pool. This allows you to reduce time to hire without compromising quality of hire or risking the loss of top talent. 

What Is Time To Hire?

Time to hire typically refers to the number of days between a candidate applying for a position and accepting the job offer. If you want to use another metric, you can use the total number of days between the job posting and the candidate’s start date. This metric allows for additional considerations such as the time from job posting to application submission or from offer acceptance to start date.

However you measure it, focusing on reducing your time to hire is critical to ensure you don’t lose desirable candidates because of unnecessary delays in your recruitment process. 

6 Benefits Of Reducing Time To Hire

1. Saves Money and Resources 

By hiring faster, you reduce the amount of time your hiring managers spend recruiting and the costs resulting from a vacant role. This includes factors like paying remaining employees overtime, hiring freelancers to fill a gap, or pushing back goals that impact business results and revenue. 

2. Avoids Fatigue and Burnout 

If your current employees are required to fill a workforce gap for too long due to a lengthy time to hire, you risk those employees experiencing burnout. This impacts the quality of their work and their levels of engagement, and could negatively impact retention. 

3. Raises Your Acceptance Rate

A faster, more efficient recruitment process means you’ll have fewer offers to compete with to land a star candidate. Candidates will have less time to explore elsewhere, giving you more negotiating power. 

A faster time to hire will also keep you from losing candidates through loss of interest or a competing offer. 

4. Accesses Higher-Quality Candidates 

High-quality candidates don’t stay available for long, especially in today’s hypercompetitive market. Potential employers race to secure top talent for themselves; ensuring your own recruitment process isn’t a delaying factor is critical. 

5. Improves Recruiter Productivity 

With manual tasks eliminated, your recruiters have more time to focus on valuable tasks like engaging candidates, passive recruitment, and optimizing your recruitment strategy. 

6. Elevates Candidate Experience 

When your hiring process is efficient and your recruiters’ productivity is improved, they have more time to engage candidates and support a better overall candidate experience. 

Ways To Reduce Time To Hire With AI-Enabled Recruitment 

Given the high volume of resumes received for each role, recruiters need faster ways to analyze candidate data. AI-enabled recruitment provides options like:

AI-Enabled Sourcing 

• Quickly find internal candidates using AI-powered matching
• Locate candidates using AI-powered resume harvesting from job boards
• Use AI-powered semantic search to locate internal candidates 
• Intelligently match jobs and candidates
• Find similar candidates using AI-based matching 
• Discover internal candidates who’ve been considered for similar jobs 
• Pull matching jobs from external sources for candidates using AI ranking and matching

AI-Enabled Screening 

• Intelligently rank candidates based on skills, experience, location, and more
• Assess candidates by utilizing AI-enabled pre-screening chatbots 

Automated Engagement 

• AI helps you create more effective, attractive job descriptions for open roles 
• It automates some aspects of candidate engagement from the beginning of the process to save recruiting time and keep tabs on applicants, updating them throughout the process. 

Improve Time to Hire With AI 

AI-enabled recruitment helps you not only hire faster but also hire smarter to help your business get better overall results by securing top talent. 

Learn more about how AI in recruitment can take your hiring efforts to the next level by requesting a demo with Oorwin today.

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 of the list. 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 that the most qualified candidate is found for each role. It also frees up recruiters to use their time in more strategic, valuable ways. 

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 would not be able to. 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 along the way,  becoming increasingly intelligent and customized with each search. 

5 Benefits of Leveraging AI-Enabled Candidate Sourcing  

1. Expand Your Internal and External Talent Pool

AI-enabled sourcing contextually evaluates your candidate pool in a more holistic way 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 popular job boards and relevant niche websites you may not have even been aware of. The technology will quickly scan the open web to pull a large number of relevant 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 an existing 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

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

They’ll be able to derive meaning from unstructured data to help guide them. When you couple candidate sourcing and talent analytics, recruiters can quickly looks 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 titles or use different terms to convey experiences)  
• Where you are 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 for you to retain.  

5. Reduces Costs 

AI-enabled candidate sourcing alone has the potential to significantly reduce your cost-to-hire by enabling recruiters to make the best use of their time and resources. 

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

 

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

Learn more about how easy and beneficial it is to incorporate AI into your recruitment process to ensure you don’t miss out on hiring top talent for your company by requesting a demo from Oorwin today.  

 

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. 

Manually sorting through high volumes of applications for each open role is extremely labor intensive. Recruiters are focusing over half their time on triage. This leaves a lot of room to unintentionally overlook top applicants or miss out on strong passive candidates. 

AI-enabled screening increases the likelihood that the most qualified candidates will not be overlooked, by pinpointing which applicants are most compatible with the job description. With recruiters no longer having to manually scan through resumes one by one, they can spend more time focusing on recruiting and engaging qualified candidates.

What Is Candidate Screening?

Candidate screening 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 skillset to be compatible with the job requirements and organization. 

The goal of candidate screening is to shortlist candidates to ensure only the best are moved on to the next stages of the hiring process. 

What Challenges Do Recruiters Face During the Candidate Screening Process?

1. Reducing Time To Hire 

The ever-growing demand for recruiters to do more with fewer resources, paired with the extensive amount of 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 those competitors are able to provide a quicker recruitment and hiring experience. 

1. Sourcing the Right Candidates 

Hiring the wrong people is expensive. Traditional ATS systems alone are not able to measure the success or quality of hires. This leaves recruiters to manually collect and analyze data to observe recruiting and hiring patterns. 

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

1. Shortage of Qualified Talent 

Many applications that submit for open roles are considered unqualified or irrelevant. The countless hours spent while recruiters weed these out is  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 of the 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 having to rely on manual screening.

But AI-enabled screening isn’t the only artificial intelligence that can improve your candidate screening process. Here are 3 additional ways that AI can improve candidate screening:

• AI-enabled recruitment helps remove human bias and promote diversity, equality, and inclusion when it comes to candidate selection. It also helps ensure each applicant has similar experiences to promote fairness.
  
• 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 are bringing in the most top candidates. 
• AI-enabled talent acquisition solutions can quickly provide customized recommendations based on enormous data sets that your recruiters would not be able to analyze manually. 

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. 

AI-enabled screening removes the manual, repetitive tasks that eat up most recruiters’ valuable time, creating a more scalable recruitment process. 

Learn more about how your recruitment process will benefit from AI-enabled screening by requesting a demo from Oorwin today.

 

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

A Stellar Strategy for Sourcing and Recruiting Passive Candidates

When it comes to recruitment, finding the most qualified candidates is the key to success. But not all potential candidates are actively looking for a job change. These are what we call passive candidates.

85% of the workforce is made up of passive candidates. But 45% are open to speaking to a recruiter and changing their job. It is therefore important that recruiters expand their talent pool to include the non-active section of candidates.

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 particular 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. A quality marketing recruitment technique, such as inbound recruiting, can be used to find passive 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. Throughout the hiring process, they also tend to be more responsive and easier to engage.

It is considerably more difficult to engage passive candidates. If they are happy in their current position, they probably won’t be interested in going on interviews with other businesses. Additionally, in order to accommodate their present job, they might need additional latitude during the hiring process. If you’re successful, plan for delayed start dates to make sure they give their current employer enough notice.

When pursuing passive candidates, you can still make an offer even if they outright reject it.

10 successful strategies for sourcing and recruiting passive candidates

Passive candidates are typically more satisfied with their current role than active candidates, which means that it will be harder to win them to your company. However, that does not mean that they are not 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 improve a recruiter’s ability to find the best passive candidates quickly. 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 sourcing and engaging passive candidates, 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 popular 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 that 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 important to ensure that the recruiting solutions you are using integrate with these platforms. For example, Oorwin clients around the world have seen success when integrating 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  a passive candidate when they see how dedicated you are 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?
• Do you feel you are being 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. This is a great way to attract passive candidates and encourage them to explore the job opportunities you are presenting. A few ways to do this include:

• Showcase company culture. Branding could include videos, social media, photos and images, articles, or even 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 can seem like a challenge. But, it doesn’t have to be. Engaging with prospective employees in the right way can help you source the best talent out there. A CRM (customer relationship management) software system can help.

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 do not forget any potential leads. It also allows you to understand which passive candidates might be open to new opportunities in the future.

6. Set 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.

Referral programs will assist you in locating more passive candidates and have also been shown to provide candidates of a higher caliber than other sourcing strategies.

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 (certain) accomplishments relate to the position or business you’re looking to source for – just enough information to get a conversation going.

9.Offer candidates work-life balance

Due to the COVID-19 lockdown restrictions, many professionals experienced their first remote work situation. Clarifying the value of work-life balance while working from home.

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 who are 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, 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 conducted 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.

Does recruiting passive candidates merit the effort?

Definitely yes! particularly if your industry frequently experiences a skills shortage. It does, however, take time, planning, and effort to learn how to source in passive candidates. If you are not looking for a fast fix when you’re in a rush to fill a critical position,recruiting passive candidates can be a long term investment.

Oorwin is an AI-Powered Talent Intelligence designed for Intelligent sourcing, hiring, onboarding, and development of top talent. Here’s how it helps in recruiting passive candidates:

1. Select candidates from a pool of qualified individuals, including passive candidates with the necessary competencies for a certain role.
2. Automate to reduce tedious tasks like scheduling interviews, sending out reminders, prompting candidates for references, etc.
3. Automated built-in emailing and 1:1 messaging to communicate with candidates.

Learn more about the power of a talent intelligence platform by taking a product tour today.

AI technology is rapidly changing the recruitment process. Have you been able to keep up?

Modern  recruitment relies heavily on  a comprehensive talent acquisition solution to move smoothly from finding potential candidates to bringing them on board. Applicant tracking alone isn’t enough to pull ahead and secure the best talent for your company.

Boost Recruiter Productivity and Effectiveness with a Talent Intelligence Platform

Recruiters have begun leveraging  talent intelligence platforms to take hiring processes and outcomes leaps and bounds ahead of basic ATS solutions. The AI-powered drive of advanced talent intelligence platforms makes it possible to target, acquire, supplement, and secure qualified candidates.

We’ll share with you what makes these platforms so valuable and how you can use them to improve your hiring processes and scale your recruiting success.

The Advantages of Talent Intelligence

Talent acquisition is a skill that recruiters have honed for decades. Today, top recruiters use highly intelligent platforms powered by AI to save time and resources while focusing on more effective areas outside of sourcing and sorting candidates.

Talent intelligence platforms simplify and strengthen how applicants are sourced and tracked throughout the hiring process. By combining internal and external data, you can use these platforms to more deeply examine the talent pool.

But AI does more than just gather facts about applicants. It also uses intelligent learning to review job titles and related skills to find the strongest matches. This type of AI matching goes beyond the standard ATS to dynamically evolve with the job market and available talent.

Applicant Tracking: Just One Part of the Picture

Recruiters already working with ATS may wonder why they would also need a talent intelligence platform. Will it make a marked difference?

ATS is rarely sufficient for hiring when used as a stand-alone system. While it may meet some of your needs, you can unlock its full potential to save time and money with faster, diverse hires.

4 Benefits of Talent Intelligence Platforms

The value of employing a talent intelligence platform cannot be understated — the benefits of will remodel your team’s processes and expectations for improved success.

1. Intelligent Candidate Ranking and Matching

AI-driven searches, filters, and screening ensure you’re finding the right fit as the talent intelligence platform sources candidates. While an applicant tracking system sets up data sourcing and stores applicant records, it fails to provide high-quality tools for searching.

Your recruitment outcomes can be vastly improved by enabling AI-driven searches through a talent intelligence platform. Context-informed ranking and indexing of candidate profiles highlights top options and potential fits beyond what a basic keyword search would provide.

2. Deepen Candidate Connection

Filling just one job opening can mean you review dozens of applicants. Even once you find the right fit, you’ve discovered and screened many other strong candidates. Those not hired may not be what your team is seeking right now, but what about in the future?

It’s possible to keep tabs by engaging with these potential hires through a talent intelligence platform. Letting strong applicants go without further engagement is a waste of your recruitment resources. Empowering that data with AI-driven searches and skill checks will ensure you can source from this pool in the future.

Nurturing these connections empowers candidates to push forward and grow into your company. You may even want to create a branded career portal where applicants can be held in a talent pool for faster, more effective candidate sourcing during future job hunts.

3. Better Managed Applications and Resume Submissions

A talent intelligence system enables interest, skill, and context-based searches. AI learns from your previous hires and data to accurately screen, rank, and schedule talent searches.

4. Automate Time-Consuming Activities

Recruiters like you should be spending more time doing what you do best. This means more time spent with potential employees, figuring out where they fit with the company and who will spark the most growth. It also means less time devoted to repetitive activities that would work just as efficiently, if not more so, with less recruiter involvement.

These are just a few ways that a talent intelligence platform can give you more time by handling tasks that must be repeated regularly:

• Updating previous applicant information to be current through public data searches
• Reaching out to past candidates and find out when they’re seeking new opportunities
• Searching other systems used within your company to update job openings, skill sets, and other important data without the usual database limitations

The Takeaway: Where Talent Acquisition Improves Hiring

Chances are that AI-powered talent intelligence integrations with your applicant tracking system will take your hiring process above and beyond current expectations.

Stop struggling with the same problems over and over again. Look to these talent acquisition solutions today:

• Visualize job openings and potential candidates in smarter, more transparent ways to find hires faster with better long-term outcomes
• Keep in touch with past candidates to foster an environment of support and growth through repeated engagements
• Improve your productivity through context-driven matching and ranking systems — these tools enable faster, more confident candidate shortlisting
• Create a robust talent acquisition pipeline that doesn’t stop at a single hire — grow it into a dynamic hiring process with higher success rates

Get Started With Intelligent Talent Acquisition

Are you ready to rapidly find the talent your business needs without wasting essential resources?

It’s time to see what a talent intelligence platform can do for you. Contact Oorwin today to find out how you can improve the way you source, sort, process, and hire the best candidates.

Schedule a demo to see these benefits in action.