ExactHire recently teamed up with Covideo to create a short series of videos highlighting tips for how to use video in the recruitment and hiring process. Check out the video below for a short overview of how to use video in recruiting.
There’s no denying that the majority of people prefer to watch an engaging video rather than read text. Not surprisingly, many job seekers have the same preference as they research and engage with potential employers. But, to see why recruiters specifically could benefit from video, we talked to Jessica Stephenson from ExactHire.Hi, I’m Jessica Stephenson, and I’m the Vice President of Marketing and Talent for ExactHire. We’re a software firm that develops applications that help employers automate and improve the hiring process.
So, why would a recruiter want to add video to their recruitment process?
From a recruitment standpoint, video is super appealing. I think in the age that we are today, especially with unemployment being low, employers need to do everything they can to stand out in a sea of other employers as they compete for talent. So when you think about assets that you can use to promote your job opportunities, what’s going to stand out more in an email, in a social media stream, and anywhere–it’s going to be video and imagery…not just static text content.
What are some of the places where video can be used during recruitment?
So video can be used in all different aspects of recruiting and the employment life cycle. Starting with recruiting, also in interviewing, in pre-boarding, in onboarding and employee engagement, and even in offboarding.
Video is beneficial to any recruiter out there looking to distinguish themselves to their applicants.
There’s no right or wrong way to use video in the employment life cycle. Do what’s right for your organization based on your unique core values and culture. And, experiment along the way to see what works best for you.
ExactHire, provider of robust applicant tracking system and employee onboarding software solutions for small and medium employers, recently announced a strategic partnership with BountyJobs, Inc. BountyJobs is a leading third-party recruiting platform for collaboration between employers and search firms with over $2 billion in placement fees to recruiters and the world’s largest recruiter marketplace.
This strategic relationship with ExactHire is one of the latest in the fast growing BountyJobs partner network, seeing 500% growth in 2018 and resulting in the largest partner network of any recruitment marketplace. This network connects innovative technology providers focused on improving the way companies recruit, attract and retain talent. This mix of partners has been hand-selected to help support the key constituents of the 2-sided BountyJobs Marketplace; employers and recruiting agencies. The BountyJobs solution is available as a featured job board within ExactHire’s HireCentric ATS.
ExactHire helps businesses improve HR outcomes with integrated applicant tracking and employee onboarding platforms. Tools for automated job posts, applicant management, and custom reporting dovetail with a platform that eliminates paperwork and task redundancy for employers and new hires alike. And now, through ExactHire’s partnership with BountyJobs, clients can extend the candidate search beyond traditional job boards with convenient access to a network of over 10,000 third-party recruiters. The result is a fully optimized hiring and onboarding process that produces better applicants and enhances the employee experience.
A Scalable Solution for SMBs
“The recruiting, candidate assessment, and employee onboarding software offered by ExactHire is a scalable yet robust platform for SMB and mid-size organizations,” said Jerry Aubin, CEO at BountyJobs. “This cloud-based resource optimizes HR processes into a simple solution for both hiring and succession planning.”
“We are always looking to improve candidate sourcing for our clients, and we realize that sometimes using a third-party recruiter is necessary,” said Harlan Schafir, Co-Founder and Chief Visionary Officer at ExactHire. “Our partnership with BountyJobs offers ExactHire clients a streamlined approach to engaging with recruiters and sourcing exceptional candidates. We’re excited about the partnership for ExactHire, but more so for our current and future clients. This is a valuable addition to our services. It differentiates us from other HR software providers.”
How to Connect with BountyJobs
The new relationship, which marries data-driven hiring solutions and traditional talent acquisition, creates an innovative approach for employers when making critical hires. To take advantage of ExactHire’s partnership with BountyJobs, access the Featured Job Boards area within the Job Board Favorites tab within HireCentric’s Jobs Dashboard. There, you’ll be invited to initiate a relationship with BountyJobs. Or, follow this link directly to connect with BountyJobs today.
For full details on this new strategic partnership, please see the original post on PRWeb.
How often have you progressed through the hiring process and ultimately realized that your final two candidates were almost evenly matched–one just slightly nudged out the other for the gold medal employment offer? While it’s great to be in that kind of position as the employer, it can be tough to turn down a talented second choice candidate.
However, these “silver medal candidates” pose a significant opportunity for your company and great care should be taken to continuously engage them. You never know when you may need them to step up to a gold medal platform in your organization.
Have you already had the opportunity to groom silver medal candidates into eventual hires? Or, perhaps you were previously a second choice candidate that was later given the opportunity to finish first for a different role. If so, then you understand that with thoughtful practices in place, your employer can leverage a silver medalist pipeline to edge out competition by sourcing top talent quickly and in a cost effective manner. In this blog, I’ll share six behaviors that you can implement to foster enduring positive relationships with your silver medalist applicants.
1 – Set expectations from the start
So much of the content I write underscores the importance of setting clear expectations in the hiring process–but it’s so true. This critical step begins before you ever know someone will end up as your silver medalist candidate for a role. An expectation that is a part of any respectful hiring process is that the recruiter or hiring manager should tell the candidate
- the milestones involved with the hiring process,
- an estimate of process duration, and
- the method by which the candidate will be informed of his/her status during and at the end of the cycle.
The added bonus of setting expectations well is that this behavior naturally forces accountability. After all, a recruiter who doesn’t follow through with what he says he’ll do is going to damage his reputation, as well as the employment brand of the organization.
2 – Promptly communicate
To reinforce the expectations set at the beginning of the hiring process, employers should communicate with candidates regularly and promptly. Even with multiple job requisitions open and oodles of candidates, there’s no excuse not to touch base with applicants thanks to the communication automation tools that are capable of candidate personalization available in applicant tracking systems.
While it can induce less stress to communicate with candidates earlier in the process, it can be trickier to do so with the final two candidates…particularly if the top pick is reviewing an employment offer you already extended while the silver medalist waits to hear if she is still in contention. If a deadline passes while you wait on an answer from your gold medalist, message the silver medalist to explain that circumstances have changed and that you will touch base with her again in a reasonable amount of time. Then, make sure you do.
Timely communication shows your respect for the candidate, and even if she doesn’t make the cut this time, she’ll remember how you treated her and the resulting word of mouth will more favorably represent your company.
3 – Reject expertly
No one likes delivering bad news, but when there are only two candidates left in your hiring process and they’ve both invested a great deal of time completing employment applications, taking assessments and interviewing, you owe the silver medalist a formal let-down. Call him–don’t just email (or worse yet, an automated email)!
And if that’s hard, make yourself accountable heading into the final phase interview by telling him (in the expectations period, remember?) that he will receive a phone call either way at the end of the process.
Then, also follow up with an email thank you and let him know of your sincere, continued interest in him for future roles within your company. Tell him how to learn about future job postings via your ATS job alert feature, and be honest about how often you might hire for positions that fall into his wheelhouse.
4 – Connect for future follow-up
During the phone call and email thank you, let the candidate know that you’re open to connecting on social media (if you haven’t already) so that you have an easy means of staying in touch with each other in the future. This is a great way for the candidate to be exposed to future career-related content that you may personally post or that is shared from your company social media profiles.
If your organization isn’t likely to be hiring relevant roles anytime soon, offer to help the silver medalist by connecting her with others in your network through virtual introductions.
To help prepare the candidate to go for the gold at the next job opportunity, make her aware of resources that might help her improve her job-related skills or knowledge (e.g. certification study courses, industry-related member associations, etc.).
5 – Nurture candidates with technology tools
Use your applicant tracking software features to designate talented second place finishers as great future candidates for other roles. Use applicant status codes or tags to mark them as “#silver,” for example. Or, better yet, “#futuregold!”
Then, it will be easy to target this group of candidates to share culture- and job-related content with them periodically. Take it a step further and observe how they interact with social media posts and engage in follow-up. Make note of their connectivity in their candidate profile within your hiring software so that future hiring managers and recruiters in your organization have a rich record of not only their potential qualification for other roles, but also their organizational engagement.
6 – Put silver medalists on the fast track
A surefire way to disengage silver medal candidates is to make them reinvent the wheel to apply to future roles that interest them. Consider that they’ve already gone through your entire selection process, so there must be opportunities to put them on the fast track for certain roles.
If you proactively source them for a new position, do the equivalent of giving them a “bye” in your recruiting tournament and start them at a later stage in the hiring process. The one exception to this may be if your organization/industry must adhere to certain compliance requirements that necessitate each individual experiencing every stage for a position.
Nevertheless, your applicant tracking system should make it easy for them to optionally pull forward previous resumes and standard application questions, while giving them the opportunity to answer job-related questions that are unique to the new role for which they are applying.
If they previously took an employee assessment that you use for many job categories, then there’s no need for them to retake it. And, especially if they are interviewing for a similar position the second time around–and you specifically invited them to apply–consider taking an informal approach with a coffee conversation to gauge the candidate’s interest, and to find out what’s new as it relates to the position and their career.
With proper grooming of silver medalist candidates, it will cost fewer staff hours to assess and hire the best candidates for the position because they will already be ready to go in your talent pipeline.
When you think about where you spend the bulk of your time in the employee recruiting process, is a big chunk reserved for a certain type of position? If so, this role is probably an evergreen job.
Just as an evergreen tree appears green and alive all year long, evergreen positions require a constant flow of candidates because they experience high turnover and/or are positions that a large percentage of employees occupy. As a result, many companies keep these requisitions perpetually open on their job listings page in order to populate the candidate pipeline.
Evergreen jobs and turnover
Sourcing a steady flow of candidates to fill evergreen roles is essential–they are the positions critical to business success. Industries such as restaurant, healthcare, retail, call center and non-profit regularly source applicants for evergreen jobs such as server, home health aid, cashier, customer service representative and direct support professional.
Organizations often struggle with high turnover in these positions due to factors such as
- the role being available on a part-time basis more frequently than full-time,
- job seasonality (or seasonal availability of candidates),
- low barriers to entry that make it easy for candidates to get a similar job elsewhere, and
- low unemployment leading to more accessible wage increases at competitive employers.
Evergreen job hiring challenges
Hiring employees to fill evergreen positions can be tricky for a variety of reasons.
If you tend to keep the same job listings open all the time while regularly hiring candidates, it’s easy to unintentionally skew reporting in the name of ease. While the same job listing ID may remain open for a year (which can save time on reposting the job every few months), it will be harder to report on which referral sources, job description text (if you tweak it frequently with overwrites) and other factors lead to the successful hiring of multiple individuals because they are all tied to the same requisition. A good rule of thumb is to close out an existing evergreen requisition when a candidate is hired for that role, and then use the previous requisition as a template for easily creating a new one.
Job boards vs. organic search
While external job boards such as Glassdoor and Indeed favor fresh job listing IDs that aren’t reposted too frequently, search engines like Google spotlight tenured job description pages that have evergreen content (e.g. new imagery, comments, video, and other structured data). So what’s the right answer? Temporary job listing ID pages or persistent job description overviews?
You can benefit from both. Use your applicant tracking system to refresh a job listing for an evergreen role by closing old job listing IDs and using them as a template to create a duplicate job listing (with a new ID) every 60-90 days. Then, consider adding evergreen content pages within your ATS portal or on your corporate website that
- list details about what to expect in the role,
- answer frequently asked questions about the job,
- highlight video testimonials from other employees in that position, and
- link to a list of the job listing(s) currently open for that role.
With the dual approach, job seekers stand to find your recently posted job listing on external job boards, as well as via keyword-specific search queries on search engines.
Hiring compliance can be impacted
Care should be taken with determining how the frequency of evergreen requisition posting may impact an employer’s Affirmative Action Plan (AAP) compliance efforts. If the same job listing ID is kept open for an entire year–and we assume at least one candidate is hired from that requisition–then the entire year’s worth of internet applicants must be included in the applicant pool considered for adverse impact. In contrast, if a single requisition is kept open for only one quarter, and only one person is hired during that time, then the pool for adverse impact analysis is smaller which is generally preferable.
By periodically opening new requisitions–even when a hire does not take place in a period of 60 or 90 days–employers put themselves in a better position for compliance and limit their exposure. NOTE: If no applicants from a quarter’s requisition are hired, then the job ID can be closed and none of the applicants must be reported in the AAP data.
Managers at different locations
In the world of evergreen hiring, the location at which a future employee may work when he first applies to an evergreen position isn’t always apparent. And, depending on the industry and size of organization, different hiring managers likely manage candidate screening and/or interviewing at various locations.
Unless internal expectations are clearly set about how managers access a candidate pool that may be shared by different branches, the candidate experience could be hampered by poor communication from a variety of different locations vying for the same candidate. This can be exacerbated in a tight labor market with low unemployment as general managers compete for workers in high turnover, hourly, part-time positions.
Within the retail and restaurant industries, in which some brands have both corporate and franchise-owned stores, careful attention must be paid to limiting franchisor access to job applicants for franchisee-owned locations in order to avoid vicarious liability. When implementing hiring technology in this situation, it’s critical to understand how different applicant pools will be separated for administrators. At the same time, it’s important to avoid a confusing application process for job seekers who perceive all locations to be one brand.
Best practices for managing evergreen positions
Now that we’ve reviewed considerations for posting and managing evergreen positions, let’s cover best practices to improve the chances of your success in hiring individuals for these roles.
Understand what causes turnover
Only by analyzing factors that cause your employees to leave, will you be able to adjust their experience to prolong tenure and benchmark success. Consider the impact of job factors such as your organization’s
- work schedule flexibility
- pay rate relative to competitors
- ability to communicate the proximity of public transportation, and
- opportunities for continuous learning and advancement.
With an understanding of the primary drivers of turnover, you can re-imagine the employment experience to mitigate these factors. Proactively communicate how you address these items with job seekers in your career content and utilize an applicant tracking system that makes it easy for job candidates to search positions near their bus route. For example, the new hiring software platform that ExactHire is building allows candidates to optionally enter their address to see nearby locations with open job suggestions.
Set internal expectations about hiring efficiency
Recruiters will have a greater impact on organizational success when they rally hiring managers around what to expect from the hiring process. These conversations include topics such as
- what the hiring market looks like and which factors impact organizational turnover (e.g. what it’s going to take to keep employees),
- the current velocity of hire and a reasonable expectation for number of hiring processes that can be managed successfully at once (e.g. should we hire more recruiters or consider Recruitment Process Outsourcing (RPO)?),
- how promptly assigning statuses to candidates and entering hire dates in an ATS is critical to calculating time to hire and team efficiency,
- the ideal dollar amount to plan for employee attrition in the operating budget, and
- how to manage headcount appropriately–is it a set number of positions per job opening or can it flexibly fluctuate depending on need?
Consider job listing duration
Close out aging job listing IDs at least every three months or whenever you make a hire for the position–whichever is sooner. The impact of this practice is two-fold:
- By separating batches of applicants for an evergreen job into 90-day chunks–each with its own separate requisition–you limit the likelihood that the OFCCP will take a closer look at your data in an AAP audit because your data pool is smaller (i.e. a separate pool for each job listing ID) and therefore not likely to be statistically significant.
- By reposting evergreen jobs periodically with new job IDs, you’re ensuring that the posting date appears relatively recent to potential job applicants. However, even a 30-day old position may deter eager job seekers. Consider including text that describes the role as an evergreen position within the body of your job description. By letting candidates know that you’re always sourcing for this position, they will be less likely to overlook a couple-month-old job listing.
Create a landing page for evergreen jobs
To balance the effects of reposting job listing IDs on a quarterly basis, give your evergreen roles a surge of search engine optimization (SEO) by creating permanent job overview pages (on either your ATS or your corporate website) for the positions that are always (or soon to be) in supply. Include page elements such as
- relevant keyword-rich content in headers and body text
- video testimonials from employees in the same role
- a frequently asked question section to answer common job-related inquiries
- an overview of the steps involved in the hiring process
- the unique benefits of the position, and
- call-to-action buttons directing page visitors to a filtered list of the specific requisitions currently available for this type of role.
Reduce hiring funnel friction
Put yourself in the shoes of a job seeker and assess whether it is easy to find your jobs, easy to apply and easy to communicate with recruiters and hiring managers. While making the selection process efficient is a priority for any kind of job, it is mission critical for evergreen positions since a large volume of candidates must be sourced to meet the company’s hiring needs.
- Easy to find – Easily share your job listings to external job boards and social media streams within a modern applicant tracking system, but also consider paid recruitment marketing avenues such as retargeting display ads that show content to job seekers who previously interacted with your employment brand.
- Easy to apply – Utilize two-step applications to allow candidates to provide the basics in the first half of the application process. Shortening an application’s first phase will drive better applicant conversion. Also, select pre-employment assessments that don’t require too much time for an applicant to complete when presented at the point of application. Longer assessments can be utilized later in the selection process.
- Easy to communicate – Meet job seekers where they are…which often is on their phone rather than a laptop. Incorporate text messaging into the candidate communication process as many individuals interested in evergreen jobs may be screening their calls and failing to set up their voicemail inboxes.
Incorporate pre-employment testing
Know what employee success in your evergreen roles looks like by assessing your current superstars and distilling their results down to the key traits that most heavily predict performance. Then, benchmark for these traits by creating a model profile within your employee assessment tool and use the assessment at the point of application or before a formal interview. To determine placement within the hiring process, consider the impact of a cognitive or behavioral testing tool vs. a job skills testing resource on your candidate funnel–which type(s) would produce the most compelling outcomes?
Nurture your evergreen pipeline
Since employers are always sourcing candidates for evergreen jobs, they must experiment with innovative approaches to engaging past applicants and attracting new job seekers. Create a special experience for people who are interested in being a part of your organization by inviting them to your talent community. These are the individuals who keep raising their hand with continued interest, like your recruiting content on social media and respond to your recruitment marketing efforts.
Here are some ideas for engaging them as applicant VIPs:
- Use tags within your applicant tracking system to highlight their interest so that you may invite them to apply to specific job listing IDs as roles in their evergreen area of interest open at locations near them.
- Invite them to opt in to an applicant insider newsletter with articles about new roles, culture and organizational goals.
- Invite them to join a social media group focused on careers at your organization.
- Create targeted recruitment marketing campaigns that reinvigorate their interest in your organization.
Although your organization has roles which will always be evergreen, your approach to sourcing candidates for these jobs will be ever changing.
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In this age of instant gratification, it’s natural for job applicants to want uber-prompt attention when it comes to knowing whether the employment application they submitted for your company’s position has made it through your screening process. And, even if you pride yourself on being ultra communicative to applicants regarding their fate in your hiring process, it never hurts to make additional strides in the proactive communication category.
In this ExactHire vlog, listen to Jessica Stephenson explain how you can introduce an element of applicant self-service by enabling candidates to check on the status of an employment application by logging into their profile provided by your HireCentric applicant tracking system.
When it comes to screening employment applications, how long is your applicant status code list? Especially if you’re subject to compliance reporting, the list can get very long and specific. For example, noting the exact reasons why each candidate fails to meet minimum basic qualifications…experience, education, etc.
And, while you would want that level of detail for your internal status assignments, you wouldn’t need to share that with candidates externally.
What if you could introduce a self-service component that allows applicants to log into their profile and check on the status of their own job application? Well, you can…and the best part…you get to choose the public-facing label for each of your internal status codes. So, what you know as “Not Selected–Basic Qualifications–Experience” would simply show up as “Not Selected” to the candidate externally.
But think about the positive application of that feature…for what you use as “Sent to Hiring Manager” internally, you could more strategically rename that status code “Screened by HR–Sent to Hiring Manager” to serve as a positive reinforcement to candidates that would otherwise disengage without prompt feedback about their employment application. This tool can be a competitive advantage in this age of immediate feedback…as long as you screen your applications promptly.
If you’re interested in turning on this feature, the ExactHire Client Services team would love to help you. Please email them at email@example.com. Once enabled, Admin users will see a new field when adding or editing status codes called “Status Shown to Applicants.” Likewise, candidates, once they’ve logged into their HireCentric profile, will see a public-facing version of your internal status codes assigned to them.
Thanks, and have a great day!