How Your Tech Stack Can Assist Appeal to Extra Candidates

In a candidate-short market, everyone seems to be on the seek for expertise. Based on analysis from this 12 months’s World Recruitment Insights & Information (GRID) Traits Report, candidate acquisition is the highest precedence for staffing companies, and candidate sourcing is the highest recruiting impediment. How can companies acquire a aggressive edge and appeal to the perfect candidates?

This 12 months at Interact Boston, Bullhorn launched Related Recruiting, a method that empowers staffing companies to raised interact with expertise at each stage of the lifecycle – from sourcing all the way in which to redeployment. The cycle begins with attracting candidates: streamlining your software course of and tailoring your model to supply a memorable expertise — from their first interplay together with your web site to your software follow-up.

Every staffing agency is totally different; what works to draw candidates for one group gained’t work for one more. That’s why Bullhorn has our Market, that includes vetted associate applied sciences for patrons to construct out recruitment tech stacks that cater to their particular wants.

We sat down with April Arteaga, Director of Gross sales, RPO & Staffing at PandoLogic, Nicole Clarke, Co-Founding father of Shazamme, and Jack Copeland, CEO and Co-Founding father of Staffing Future, to listen to their ideas on how staffing companies can mix expertise with greatest practices to draw extra candidates.

These conversations have been edited for size and readability.

Are you able to inform us slightly bit about your group?

Arteaga (PandoLogic): We’re a top-of-the-funnel AI platform. We use algorithms to assist staffing companies make choices on the place to ship candidates, and for our companions, it permits them to have one vendor that they’re working with on funds and leverage economies of scale. We will help share these value financial savings and discover candidates the place they might not have been capable of finding them earlier than, after which streamline them again.

Clarke (Shazamme): We’ve got over 12 years of expertise in recruitment web site expertise. We knew that web sites are historically arduous to make use of, particularly in recruitment, however we make them straightforward to construct, with no coding required. You’ll be able to construct as many job boards as you need, slice and cube them by location, class, subcategory, and key phrase, and drop as a lot of these onto touchdown pages and marketing campaign pages inside minutes. Then we’ll search engine optimisation optimize these jobs in order that they’re Google compliant. We then push the appliance again in both by way of a multi-poster or Bullhorn. After which we’ve acquired a shopper portal as effectively, which is a extremely great way to offer your employer with an ideal expertise, the place they log right into a portal that’s branded as them. It’s not in Bullhorn; it’s on the web site setting so it may be custom-made and delightful.

Copeland (Staffing Future): We give attention to attracting and changing expertise. In relation to attracting, it’s about having the precise expertise platform to assist individuals try this, to ensure that it does combine seamlessly with their e mail, with their textual content, with their social distribution, has the precise technical infrastructure for search engine optimisation, and likewise has the precise monitoring codes, monitoring pixels, and distribution for paid site visitors. The bit that I feel is type of distinctive to us, the bit that we actually give attention to, is changing that expertise. We’re attempting to convey plenty of consumer-based software program and reporting into the staffing world. Examples might be as fundamental as a fast apply with Google Drive or Dropbox or utilizing your LinkedIn to use. It might be as subtle as issues like our matching engine, which is basically monitoring the consumer’s session cookies, selecting up on the habits of that IP handle, and tying collectively a narrative of their pursuits. We do lots by way of designing and operating web sites, however we additionally do plenty of expertise that’s designed round you changing that expertise via the remainder of the funnel.

How does what you do assist companies appeal to expertise? What’s the wider position of expertise in relation to attracting candidates?

Arteaga: Take into consideration what a recruiter and a staffing agency do. They’ll get a job, and traditionally, staffing firms which have had conditions the place they make choices primarily based on bias. Now, the information could not substantiate that call, however it’s a consolation stage. We take the bias out of the method by permitting the expertise to make the choice for you – and we will make 7000 choices a minute. That’s one thing that people simply can’t do. By making 7000 choices a minute, we’re taking a look at, you realize, has the CPA modified? What’s the CPC? Are we seeing the market shift? What job boards are working? There are plenty of choices that occur, and expertise is permitting us to make them on an enormous scale. It takes among the mundane work out of recruiters’ fingers in order that they’ll give attention to what they should do, like creating that human expertise. 

Copeland: The business is elite by way of the conversion of funnel metrics in gross sales and recruiting contained in the ATS. So anybody in gross sales or recruiting will clarify that extra cellphone calls, extra connections to candidates, and extra conversations result in extra certified resumes, extra submissions, and extra placements, proper? However they don’t see the identical funnel, the identical metrics, and the identical optimization in relation to their candidate era. They only go, “What number of functions did we get into the ATS?” They usually don’t essentially notice that, really, it’s precisely the identical idea. Your entire communications with the candidate are in Bullhorn, however earlier than it will get into Bullhorn, there’s one other platform, and that’s their digital storefront, it’s their web site, it’s their job board. And that’s the place these metrics reside. And that knowledge must reside there till we’ve got sufficient registration to place that consumer into the applicant monitoring system.

Clarke: There really is an actual technique to making a recruitment web site that’s extremely search engine optimisation optimized but in addition set as much as convert. We have been capable of obtain this website structure after a few years of working with 1000’s of shoppers. Usually, a standard advertising and marketing company will construct a agency’s web site, however they don’t perceive recruitment. And that signifies that the shopper goes to finish up lacking out on all these alternatives. Every of the recruiters or employers ought to have their very own touchdown pages with all of their jobs, their blogs, and their movies in the event that they’re doing any. Folks ought to be monitoring every little thing. You’ll be able to observe somebody from a click on on Fb that involves the web site, seems to be round at different issues, doesn’t apply for that job, however applies for the fifth one they take a look at. Monitoring is basically vital. And fairly than at all times asking the candidate to use for a job, ask them to register their curiosity. That’s very effectively performed via a touchdown web page.

Arteaga: Clearly, simply speaking in regards to the efficiencies that get added, proper, having the ability to do extra with much less. In case you have a funds of this a lot cash, by utilizing expertise and letting us add that automation, you’re going to have the ability to do extra, however it gained’t be as hands-on. But when your recruiters might spend extra time on the cellphone, wouldn’t that make extra sense? We are able to have your individuals doing what your individuals do greatest.

How can companies distinguish themselves from the competitors in relation to attracting expertise?

Clarke: Recruitment companies, in attempting to look totally different, usually sacrifice usability. And I do attempt to convey individuals again to the basics that folks want to have the ability to search for a job simply. And that the simplest approach to try this is a search bar. Don’t put it in a tab up the highest; nobody’s going to see it. It must be proper in your face the place you may seek for a job. Our job is sort of easy. We wish the precise individuals to seek out you on-line. That’s the job seeker, the employer probably new recruits. And once they discover you, they should have an ideal expertise and may shortly discover precisely what they want. You simply need them to seek out the job board and apply for the precise jobs, and that’s it.

Arteaga:  Staffing firms which are early adopters take a look at the method, and so they know that there are going to be challenges in making adjustments, however they’re prepared to work, check, and actually optimize. It’s a complete psychology of shifting from what you’ve performed for nevertheless a few years. The primary week gained’t at all times be good. There are going to be ebbs and flows. Corporations which are prepared to not be good straight away and perceive that we’re companions, and we’re going to work with them, and we’re going to undergo the method – these are those that may make adjustments. They should be prepared to undergo the method. 

Copeland: Folks desire a magic bullet, and it doesn’t actually exist. It’s at all times extra advanced than that. I feel that’s the trick that plenty of the business misses. They purchase the issues, they wish to use the advertising and marketing automation, they need emails, they need the textual content, they need every little thing, however then they count on the candidate or the shopper to get the message, click on the hyperlink, see it on-line, after which convert, and that’s simply not how we store in some other stroll of life.

What’s one factor that each agency ought to be doing to draw expertise however isn’t?

Clarke: To draw expertise, in case you haven’t acquired your web site arrange in order that it’s foundationally search engine optimisation optimized jobs. With touchdown pages, individuals want to begin pondering otherwise than what they’ve performed issues earlier than. Recruitment is now advertising and marketing, and you might want to be evolving your model day in and day trip. Lots of people attempt to make this too advanced, and so they purchase expertise, pondering it’s going to resolve all their points. And it really simply dilutes it and makes it a worse expertise for the candidate and for the customers. I feel individuals want to only, you realize, begin with a strong basis, your ATS, your web site, after which when you’ve acquired that in place, then begin trialing issues to see the way it goes.

Arteaga: Proper now, everybody goes all out with negotiated contracts with all various kinds of manufacturers; they’re attempting to do all of it utilizing tech. However there are such a lot of staffing firms that don’t have a powerful profession website that’s acceptable, which nowadays, that’s a fundamental factor. You must have a spot the place you’re displaying your advertising and marketing, your jobs, and your paperwork, speaking about what you do. And in case you don’t have a powerful software course of on an easy-to-access website, it limits what you’re capable of obtain.

Copeland: It relies upon, however I might most likely simply say, full reporting. In case you’ve acquired the precise reporting in place, then you definitely’re going to know what’s correct for you. And I feel that’s typically a niche for a surprisingly great amount of the business. They spend some huge cash, they spend plenty of time, however they don’t really know what’s happening. I can’t say, “oh, they need to be doing extra search engine optimisation versus PPC.” Or “they need to have extra touchdown pages versus jobs, or they need to have a chatbot.” As a result of, you realize, there are at the least 35,000 staffing firms within the US, and it’ll differ market by market. However in case you don’t have the total lifecycle of reporting to grasp what’s efficient and what you’re doing, you’ll by no means be capable of reply that query. You’re by no means going to have the ability to attempt new issues.

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