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industry: Recruitment (any industry)

Volume Recruitment Brochure

Resources: Brochure

Deliver seamless volume recruitment with Oleeo.

Seamless volume recruitment relies on creating an experience that maintains employer value propositions in such a way that converts consumers into employees. Intelligent automation, attraction and engagement techniques mean that businesses running high-volume recruiting programmes can act rapidly. Talent can move from application to interview in just 35 minutes; from application to hire in 3 days; and from application to rehire in 5 minutes. Never before has there been a more pressing need to speed up high volume recruiting without sacrificing quality – the global coronavirus pandemic has seen numbers of applications soar to as high as nearly 1400%.

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Using Oleeo Technology.

Oleeo for High Volume Recruiting helps you scale the workforce faster than ever before. Whether it’s seasonal hiring or global expansion, our intelligent automation will have you hiring quality talent in minutes, not weeks.

These can be measured using reporting and analytics functions to help inform hiring strategies. Analysis, filtering, automated decisions and recommendations are very powerful tools, providing transparency and driving efficiency throughout the recruitment process. This is made possible through fast-acting recruiting software that will screen, assess, track background check progress, reference scheduling and more magnifying rich and engaging candidate experiences. To find areas within your high volume recruiting process that can be simplified evaluate the following metrics:

Turnover/Attrition Rate

Voluntary vs. Involuntary Turnover/Attrition

Expected Activity/Production Frequency

Expected Time-to-Proficiency

How many hires are needed to maintain production

With all the back-end screening and analysis taken care of, talent acquisition teams have more time to focus on personalised outreach to give the best candidates a deeper insight into what the inside of your company looks like. Using a smart recruitment software made for high volume recruiting can also help you hit touch points with all candidates, whether they’re qualified or not.

Let candidates know on your career site, candidate communications centre or through personalised follow-up emails or SMS how your volume recruitment process runs. Tell them what they can expect and how to be successful in your hiring process. Use intelligence to ensure relevant content is shown to the right person at the right time, to help increase adoption and give the candidate a useful heads up. Sure, not every candidate will read all that, but the ones who do are ready to become star players on your team!

A system with bulk processing

The will enable you to send emails to large volumes of candidates with one click. Keeping the candidate experience top of mind can make routine communications something where your employer brand shines through rather than a bland standard response.Watch this video to learn why now is the time to streamline smarter recruiting workflows and spot the best candidates quickly. Win back time and deliver more efficient hiring processes. Help recruiters stay focused on high value activities with tailored candidate shortlists and instant visibility into the source of their best hires.

Click the buttons below to read the volume recruitment brochure or talk to us today about how we can assist with your volume recruitment needs.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

High Volume Recruiting System Buyers Guide

Resources: Guide

High Volume Recruiting System Buyers Guide.

The high-volume functions within your organization can be one of the most difficult to recruit in.  Industries like healthcare, hospitality and retail can get hit hard with high turnover rates and a  surplus of entry-level workers. Recruiting for a customer support center and other customer  service functions can be a mess with canceled interviews and unprepared candidates running  rampant!  Therefore, having the right recruiting software on your side is non-negotiable… and with  thousands of platforms out there all touting to be the best, the buying process can get quite  muddy with so many solutions to choose from.  This guide provides a clear overview of the challenges high-volume recruiters face, the solutions  made available through recruiting technology and the key recruiting software features each  organization should consider before selecting the right system for them.

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Using Oleeo Technology.

The entire high-volume recruiting process can be streamlined. Before you evaluate potential recruiting software, ask yourself how can talent acquisition software best serve us? – Are you struggling just to get candidates in the door? Then a robust applicant tracking system focused on sourcing and job post distribution is your best bet. If a lack of candidates isn’t your problem, but managing the influx of them is, then look for an ATS that provides scheduling and internal management for interviewing and screening functions.

How important is compliance?

High-volume recruiting tends to happen in industries that also require tight compliance, like healthcare.How many hires do you need to make and how? Hiring 100 people for 100 different roles is different than hiring 100 people for 1 role. Map out your exact hiring needs in terms of roles/vacancies and the amount of people needed. Some high-volume recruiting solutions may tout they can hire multiple people at once, but might not have the capabilities you truly need say you were to hire 100 people for one specific role.

Next, what is your price point?

Applicant tracking systems are available at all price points. Don’t be fooled by a large price tag and assume everything you need will be covered and vice-versa. Key Features  With thousands of applicant tracking systems on the market, it’s important to know exactly what  your team needs to be most effective. Some applicant tracking systems may be more job-board  centric while others are focused more around streamlining the hiring process. Ideally, it’s best to  find a system that covers all of the solutions you need.  However, first and foremost, you want to make sure the final system is the most robust and  configurable in the areas you need most. At most, understand that many ATSs can handle  volume, but finding the right system to align with your needs and price point is crucial.

Too complex of a system is detrimental to the entire process.

Not every person on your  team and every job applicant has the same level of tech-savviness and it doesn’t make  them unfit or unintelligent. Systems work differently for people depending on how they  process information. An ATS that isn’t easy to navigate will result in wasted time for  everyone, and when people can’t work with the system and the system doesn’t work with  them… they build a mental blockage towards the system.

Click the buttons below to read the volume recruitment buyers guide or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

5 Recruiting Diversity Metrics to Measure

5 Recruiting Diversity Metrics to Measure Year-Round.

Did you know that diverse teams outperform non-diverse ones by 35% and 57% of employees think their companies should be more diverse? With diverse hiring initiatives on the rise, it’s important for companies to track and measure their current progress towards a more diverse workforce. Evaluating the following can help your organization take diverse hiring to the next level. Take a look at these 5 of the most important recruiting diversity metrics to track.

Start by considering how you can get a holistic view of where your organization is lacking or excelling in diversity. Keep in mind that some of the percentages may cross over as employees can be a member of more than one segment.

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5 Diversity

Using Oleeo Technology.

A study by the Administrative Science Quarterly Journal found that when Asian candidates made their names sound more “white” they were twice likely to receive a call back than when using their Asian names, and the same was true for African-Americans. Are you aware of the diversity of candidates in your hiring process? Have you measured it against race, gender, age, disability and even Veteran status? Gather your data to and chart the findings – the numbers may surprise you!

Again, keep in mind that some of the percentages may cross over as employees can be a member of more than one segment. Overall, how does your applicant pool compare to your existing workforce? Is your applicant pool full of minority candidates but your existing workforce is lacking them? Highlight areas of discourse for discussion with your higher ups!

Remember: it’s one thing to hire and employ diverse candidates, but are you keeping them? Use this following chart to see which areas of diversity aren’t sticking around for the long-haul, then investigate with exit surveys to find out why. Keep in mind that some of the percentages may cross over as employees can be a member of more than one segment.

Next, where are the majority of your diverse candidates coming from? Use this information to reallocate recruitment budget towards the right channels of diverse hires and again keep in mind that some of the percentages may cross over as employees can be a member of more than one segment.

Observing current workforce trends is important. Are there pay discrepancies among your minority vs white employees? What about males and females? The age section, we can let slide, since as we age and earn more experience our salaries increase… but are your disabled workers not earning as much as non-disabled? Highlight discrepancies and get these numbers in front of execs. These charts don’t lie!

Employees and job applicants are protected under legislations.

Finally, remember your employees and job applicants are protected under legislations such as the U.S. Equal Employment Opportunity Commission which prohibit employers from discriminating against any employee or job applicant for their race, color, sex, religion, pregnancy, disability, national origin, age, and even genetics. EEOC complaints are made public and any job seeker or existing employee can access them.

All of this can be resolved if you invest in the help of a streamlined, integrated applicant tracking system to reduce bias and ensure compliance amongst your recruitment team. Click the buttons below to read the full report or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Recruitment Challenges Report

Resources: Guide

The UK’s biggest recruitment challenges.

Businesses employing up to 250 people are losing 14% of their staff each year, only to see 39% of their new employees leave within six months, according to research by Oleeo, the leading global provider of innovative talent acquisition technology. This amounts to small to medium enterprises wasting an average of £125,347 a year on failed recruitment. The ‘See the Unseen’ research report examines the myriad of challenges HR teams are battling with in a bid to find people who are right for both their roles and organisations. These result in considerable, and often unseen, costs that need to be understood and addressed.

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Using Oleeo Technology.

People often think of recruitment as a cost centre. They typically focus on the things they can see, such as agency charges or the cost of running the internal team. Far less attention is paid to hidden factors, such as staff churn, time taken for new recruits to start performing or an organisation’s effectiveness at attracting talent that both stays and performs. Yet these unseen costs have a fundamental impact on a business’ bottom line, its performance and the workload facing its HR team.

According to Oleeo’s research, composed from viewpoints of  over 100 leading HR heads, finding the right talent is a major concern for UK businesses, with two fifths in a constant battle with people leaving. Almost half (47%) of those questioned expect to lose over a tenth of their workforce in any given year. When this is combined with 14% of HR heads expecting new hires to leave within just 30 days, and 39% estimating it will be within the first six months, the scale of the problem is clear to see. Indeed, 31% expect a ‘long-term’ employee to remain in their role for just 18 months or less, which means excessive amounts of time and money are being spent on recruitment which is failing in the long-term.

Oleeo’s research suggests the recruitment process itself brings with it a plethora of problems. There are now 91 touch points in the average recruitment process making it unbelievably complex, yet HR teams are increasingly being judged on their speed to hire.

On top of this, 72% feel that competition for top talent is greater, or at least the same, as it was three years ago, whilst 94% have a problem with reneging – where people pull out of the process after accepting an offer. In terms of reneging, more than three quarters feel it is as bad, if not worse, when compared to five years ago. The report also suggests that recruiters are struggling to find the talent to fill certain roles, with managerial, STEM and IT positions being the most difficult to recruit for. This means that the hiring process can be long, drawn out and resource-sapping.

Adding another layer of complexity to the situation is the diversity conundrum, which is still an issue for one in five, with 48% actively looking to improve the ethnic diversity of their employees. More than a third are striving to increase gender diversity, with 33% wanting a more diverse workforce in terms of their employees’ education and background.

Considerable delay until new starters deliver.

Even when a candidate is found and becomes an employee, there is a considerable delay until they deliver, and according to Oleeo’s report many never do. 71% of HR professionals say it takes a new starter three months or more to be fully up to speed and producing the same level of work as the person they are replacing, with 14% saying it takes between nine months to a year. Interestingly, almost half believe new employees live up to expectations less than 20% of the time. Click the buttons below to read the research report or talk to us today about how we can assist with your volume recruitment needs.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Ultimate checklist for buying diversity tech

Resources: Guide

Ultimate checklist for buying a diversity recruitment solution.

Diversity and inclusion are highly valued by incoming talent, and have all around positive impacts on your organization’s performance. These overwhelming benefits have led leaders to take notice. In 2017, 69% of executives rated diversity and inclusion as an important issue, while Glassdoor found that 35% of hiring decision makers expect to increase their investment in diversity and inclusion efforts. If you’re reading this, you are probably one of those who know just how crucial a healthy diversity and inclusion program is to your organization. But knowing you need a change is only the first step. Now it’s time to find the right talent acquisition tool to develop and support your strategy. This checklist will help you evaluate diversity recruitment software solutions to ensure that you find the one that best suits your unique hiring goals and needs.

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Diversity recruitment

Using Oleeo Technology.

Step 1: Audit Your Recruitment Process, Set a Budget & Time to Make a Decision

Audit Your Recruitment Process, Set a Budget & Time to Make a Decision: Before you can make any decisions on the right tool, you will need to audit your current recruitment process and team capabilities. Without the background research, you run the risk of choosing a solution that doesn’t work or not receiving the buy-in from leadership or employees. Assess Your Needs. Your talent acquisition team knows what it takes to hire talented employees, and most likely has a few strategies and tools that work in addition to those that don’t. Take an account of those elements that are succeeding and be sure they will not be interfered with while noting where adjustments have to be made. This will save your team from frustrations and budget from strain.

Step 2: Make a Wish List: 

Dream a little. If you could have your new technology solve any problem or provide guidance on any strategy, what would you ask for? Make a list of those dream features and watch for them in demos with vendors. Be sure to ask if they’re top priority!

Step 3: Fill in the Blanks:

After gathering more information on your own needs and limitations, you will need to understand what exactly can fill in those gaps without hindering what already works. Data will help ensure you’re meeting compliance and will help give strategic direction for improvements. Collecting demographic data in addition to tracking the source of candidates can help your team strategize better approaches to reaching diverse talent in addition to helping identify the areas of hiring that lack diversity hiring success. Throughout the year, measuring things like your total workforce diversity breakdown, diverse employee retention rate and pay disparities might unveil risks to your hiring success and employer brand as well as help direct your entire diversity program.

Step 4: Get Buy-in

Typically when we hear “buy-in” we think getting executives on board. While that is half the battle, albeit a lengthy, overwhelming half, it is only half. On the other side of this buy-in lies your talent acquisition team from recruiter to hiring manager. In order for your diversity recruitment solution to help your program, you will need the users to love its features as much as the executives love its return.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

12 Fast & Effective Ideas to Hire Top Talent

Resources: Guide

12 Fast & Effective Ideas to Hire Top Talent .

Recruiting technologies are continuously improving the way we work and updating day-to-day processes. But technology isn’t the only thing that can assist when you’re trying to grow your workforce fast. Here are some inexpensive (but proven) methods to kick off hiring and hire top talent to help see your business grow and prosper in the long term future. Download the full eBook to get more information on each of the twelve ideas today!

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Using Oleeo Technology.

Try a little flattery

Send out an email that reminds them of their first day with the company and ask if there’s anyone who might welcome a job offer.

Make sure they understand the process

Many employees don’t refer their friends or family because they don’t know what will happen next. Give a quick explanation about what happens when they give a referral.

Give them some face time

If you’re in the same location as your employees, ask them into your office for a cup of coffee and walk them through the process.

Encourage their honesty

You want employee ambassadors, not employee liars. Explain to your colleagues they can be honest about what’s great about the hiring process and the company...and what’s not so great.

Be specific

We often think about family and friends when talking about or planning out referral programs, but we’re far more likely to be successful if we’re specific about where employees can and should look.

Start with existing candidates

In the past circumstances or qualifications may have rejected a candidate who would be perfect for a new role or the same role at this point in time.

Source talent from your ATS

This was mentioned above, but it’s worth saying twice. Your company likely spends quite a bit of effort keeping records of current and former candidates.

Take a long, hard look at your requirements

Researchers have found that men typically apply for a job when they meet only 60% of the requirements, whereas women wait until they meet 100% of those same requirements.

 This train is leaving the station

If you haven’t approached your colleagues and executives about starting a training program, you should! 68% of workers say training and development is the most important workplace policy.

Ask around

Your employees know their jobs better than you do. What do they know now about their job that they didn’t notice when they took it? A

Extra! Extra! Read all about it!

Your job ad needs a headline and as cheesy as it sounds, those old newspapers knew how to catch attention! The average attention span is now only 8 seconds long

Bennies and the Jets.

Okay, there are probably no jets in your organization but you probably DO have benefits you didn’t even know you had. Do a little research to learn what you can offer your candidates. 

Click the buttons below to read the full report or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

New age of hiring infographic

Resources: Infographic

Thrive in the new age of hiring infographic.

Research from Oleeo, in collaboration with the expert recruitment consultant, Bill Boorman, has concluded that with just 10% passing the initial screening stage, and a tiny 0.56% chance of eventually being hired for a role, applicants are applying for more jobs than ever before. As a result they are not bothering to check out a company’s employer credentials before applying. Instead, they are purely focused on the job description and whether the post captures their attention. For its Thrive in a New World of Hiring Report, Oleeo and Boorman analysed 9 million applications to monitor how candidates behaved in every possible phase of the recruitment process. It found that, in a bid to increase their chances of being hired, candidate job applications have soared, doubling in the last two years alone. As a result just one in ten are passing the initial screening stage and this is having a profound impact on candidate behaviour.

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Using Oleeo Technology.

This study into the new age of hiring and its funnel has revealed that the ‘employer brand’ is becoming increasingly irrelevant, with the ‘job brand’ being more important to jobseekers. For the 10% of applicants that make it through the initial screening process, ‘employer brand’ then becomes their top priority.

Oleeo’s study shows that instead of weighing up different companies and limiting their applications to the employer brands they rate, candidates are applying a more scatter-gun approach, basing their decision to apply on minimum job requirements and criteria, such as location and salary. To combat the low rate of hire, candidates are applying to up to 30 different jobs and are not becoming invested in a particular brand at the early stages of the recruitment process – because the likelihood of receiving a response is slim.

Oleeo’s research suggests that this technology is a much needed support for recruiters who typically have 91 tasks to perform as part of the hiring process. However, it isn’t the only solution. To deal with a candidate community focused on the ‘job brand’, employers also need to review their hiring processes. Instead of having a static, one-size fits all approach, they need to implement multiple hiring funnels designed around the individual needs of specific roles, so that it’s much easier for candidates to see the specifics of a role, upfront. The report also shows that when employers implement multiple hiring funnels it allows them to target job seekers like a marketer targets consumers; tailoring the selection criteria and screening so that it’s appropriate for each job group, and allowing communication and content to be specific for each audience.

Targeted hiring funnels

Combined with smart recruitment technology, not only reduce applicant numbers, but also improve the candidate experience and accelerate the hire process. They reduce the ‘Candidate Black Hole’ – the large number of candidates who apply for a role and never hear anything from the employer, and improves the apply to progression ratio at first screening.

Click the buttons below to read the full report or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Thrive in the new age of hiring report

Resources: Guide

Thrive in the new age of hiring.

This study into the new age of hiring and its funnel has revealed that the ‘employer brand’ is becoming increasingly irrelevant, with the ‘job brand’ being more important to jobseekers. For the 10% of applicants that make it through the initial screening process, ‘employer brand’ then becomes their top priority.

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More Powerful

Using Oleeo Technology.

Research from Oleeo, in collaboration with the expert recruitment consultant, Bill Boorman, has concluded that with just 10% passing the initial screening stage, and a tiny 0.56% chance of eventually being hired for a role, applicants are applying for more jobs than ever before. As a result they are not bothering to check out a company’s employer credentials before applying. Instead, they are purely focused on the job description and whether the post captures their attention. For its Thrive in a New World of Hiring Report, Oleeo and Boorman analysed 9 million applications to monitor how candidates behaved in every possible phase of the recruitment process. It found that, in a bid to increase their chances of being hired, candidate job applications have soared, doubling in the last two years alone. As a result just one in ten are passing the initial screening stage and this is having a profound impact on candidate behaviour.

Oleeo’s study shows that instead of weighing up different companies and limiting their applications to the employer brands they rate, candidates are applying a more scatter-gun approach, basing their decision to apply on minimum job requirements and criteria, such as location and salary. To combat the low rate of hire, candidates are applying to up to 30 different jobs and are not becoming invested in a particular brand at the early stages of the recruitment process – because the likelihood of receiving a response is slim.

Oleeo’s research suggests that this technology is a much needed support for recruiters who typically have 91 tasks to perform as part of the hiring process. However, it isn’t the only solution. To deal with a candidate community focused on the ‘job brand’, employers also need to review their hiring processes. Instead of having a static, one-size fits all approach, they need to implement multiple hiring funnels designed around the individual needs of specific roles, so that it’s much easier for candidates to see the specifics of a role, upfront. The report also shows that when employers implement multiple hiring funnels it allows them to target job seekers like a marketer targets consumers; tailoring the selection criteria and screening so that it’s appropriate for each job group, and allowing communication and content to be specific for each audience.

Targeted hiring funnels.

Combined with smart recruitment technology, not only reduce applicant numbers, but also improve the candidate experience and accelerate the hire process. They reduce the ‘Candidate Black Hole’ – the large number of candidates who apply for a role and never hear anything from the employer, and improves the apply to progression ratio at first screening.

Click the buttons below to read the full report or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Boosting WPP Fellowship recruitment

Case Study

Helping WPP Fellowship recruitment secure the best emerging talent .

Challenge: WPP is the world’s largest communications services group, employing 190,000 people working in 3,000 offices in 112 countries. Its unique annual Fellowships for graduates and MBAs aim to develop high-calibre management talent with experience across a range of marketing disciplines.

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Industry

Advertising services

Main challenge

High volume recruitment

Key benefit

Strengthened its early engagement and talent identification programming

The Fellowship is comprised of three one-year rotations through various WPP companies, with each rotation chosen on the basis of the individual’s interests and the group’s needs.

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countries with WPP present

Challenge

WPP needed an application system that would handle high volumes of applications – over 1900 in total – and utilize multimedia technology to whittle these down to around one hundred for first interviews. They wanted a system that could help with automating the process and use multimedia techniques to help make candidates have to vocally demonstrate why their application should be considered.

"The process of narrowing down candidates for entry to the WPP Fellowship is always challenging. Technology like that offered by Oleeo and Cammio really does help make the difference and allows us to visualise how an applicant might embody our company values. Shortlisting is much easier with additional human touches in a selection process.We're no longer just rating the words we see on screen, but can have an actual conversation with our candidates hoping to expedite our processes."

Jon Steel, WPP Fellowship Director

WPP needed a brand new system that would…

  • Manage high volumes of applications
  • Help identify high quality candidates
  • Could automate the process and use multimedia techniques to help candidates vocally demonstrate why their application should be considered

Why Oleeo and what was the implementation like?

Oleeo provided WPP with its Campus & Early Careers solution, specially built to help recruiters with finding, nurturing and hiring the best new talent covering college and school leavers, university/MBA graduates, apprentices and interns. It covers the entire journey of an applicant from attraction and engagement to on-boarding. The solution included Cammio’s technology, which collaboratively helps to understand the uniqueness of emerging talent recruitment and its long-term nature. Using automated video interviews, WPP was able to bring a more human quality to the selection process, making it easier to identify the strongest candidates early. Asking the applicants for the three people they would invite to a dinner party and why, WPP found great success in gauging their candidates’ personal interests, ambitions and passion.

"The process of narrowing down candidates for entry to the WPP Fellowship is always challenging. Technology like that offered by Oleeo and Cammio really does help make the difference and allows us to visualise how an applicant might embody our company values. Shortlisting is much easier with additional human touches in a selection process.We're no longer just rating the words we see on screen, but can have an actual conversation with our candidates hoping to expedite our processes."

Jon Steel, WPP Fellowship Director

Results

Key results identified by WPP:

  • Strengthened its early engagement and talent identification programming
  • Able to better select who to interview based on a much richer candidate presentation
  • More tightly define its criteria for whittling down thousands of applications to the 250 or so best applications, and then use this to shortlist more harshly on that group to further reduce the numbers
  • The final selection process was reduced to just several days as opposed to several months and reviewers now had more information to hand for reviewing final decisions
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The Future

Oleeo can support the recruitment goals of rhe WPP Fellowship to continuously help them to improve their recruitment processes.

Powerful data driven recruitment

Oleeo has 25 years experience of delivering award-winning recruiting solutions across multiple industries.

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Top recruiting event management trends

Resources: Guide

Top Recruiting Events Trends to Leverage in Hiring Quality Talent.

Recruiting the right talent for your business has always had its share of struggles, but in today’s job market, with fierce competition and wage stagnation, it can feel downright impossible. According to Glassdoor, it takes 23.8 days to go through the interview process with your candidate and SHRM has found that it costs roughly $4,129 per hire. On top of these statistics, the biggest challenge for hiring managers is finding quality talent. In fact, 76% of hiring personnel expressed this as their largest issue!

Because of this, talent acquisition leaders are always looking for the next best source of quality talent. One of the most underused sources of finding quality talent are Recruiting Events. These are the only channel that allow recruiters to meet talent face-to-face, making the initial screening process even easier if done right! In fact, Bizzabo found that 80% of companies believe live events are crucial for their success.

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Recruiting Event

Using Oleeo Technology.

NACE researchers found in 2016, the overall average annual recruiting budget equalled $480,181. But what part of that budget is really bringing in new hires and what part is serving a different purpose? It’s time to make recruiting strategies more effective and that starts with evaluating the different types of Recruiting Events available to your company and the specific key benefit each provides.

Each type of event allows your company to do two crucial things: bring in candidates who are interested in your industry and develop your reputation and employer branding to nurture promising talent. You have a chance to showcase your brand, meet potential applicants, brush up on your networking skills and get the word out about open positions and programs you’re working so hard to fill.

Networking events are great for boosting your employer brand, but that only comes with making the experience unique and enjoyable for your guests. Candidates love the opportunity to speak with real hiring managers and employees and it can serve as a slightly informal first interview when done properly. Consider that an event where the focus is not just on one person may be a better option for introverts or those who suffer “test anxiety” when they head to one-on-one interviews. Webinars can also be powerful event opportunities, in some cases, Oleeo data shows these actually helped to produce more hires per event than regular presentations.

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EXECUTIVE SUMMARY

The importance of recruiting events has changed tremendously over the years. While college career fairs are still a common practice to recruit for entry level positions, recruiters are becoming more creative with efforts to recruit for other open opportunities within the organization. Whether you’re looking for the next big thing in terms of types of recruitment events or how to make your next event better than ever, we’ll be discussing trends around:

  • Pre-event
  • During the event
  • Post-event
  • What is happening with specific events
  • How different types of events are being utilized
  • and more!

INTRO

Recruiting the right talent for your business has always had its share of struggles, but in today’s job market, with fierce competition and wage stagnation, it can feel downright impossible.

On top of these statistics, the biggest challenge for hiring managers is finding quality talent. In fact, 76% of hiring personnel expressed this as their largest issue!

Because of this, talent acquisition leaders are always looking for the next best source of quality talent. One of the most underused sources of finding quality talent are Recruiting Events. These are the only channel that allow recruiters to meet talent face-to-face, making the initial screening process even easier if done right! In fact, Bizzabo found that 80% of companies believe live events are crucial for their success.

NACE researchers found in 2016, the overall average annual recruiting budget equalled $480,181. But what part of that budget is really bringing in new hires and what part is serving a different purpose? It’s time to make recruiting strategies more effective and that starts with evaluating the different types of Recruiting Events available to your company and the specific key benefit each provides.

ACCORDING TO GLASSDOOR, IT TAKE 23.8 DAYS to go through the interview process with your candidate and SHRM has found that it costs roughly $4,129 per hire.

TYPES OF RECRUITING EVENT TRENDS AND THEIR BENEFITS

Each type of event allows your company to do two crucial things: bring in candidates who are interested in your industry and develop your reputation and employer branding to nurture promising talent. You have a chance to showcase your brand, meet potential applicants, brush up on your networking skills and get the word out about open positions and programs you’re working so hard to fill.

New Recruiting Event Types

Bootcamps

While 97.9% of the respondents in the NACE Recruiting Benchmarking Report from 2017-18 said traditional schools were the main places they search for new talent, companies have begun to target trade schools, alternative MBA programs, coding programs and technical bootcamps. While not as traditional as campus events, these intensive programs allow employers to get qualified talent much faster and with more focused skill sets that are directly related to the jobs they want to occupy. Recruiters and talent acquisition professionals are always looking for highly qualified technical talent and these intensive programs and their students have started to meet that need.
 
Benefits: Because the students of these programs have spent 12+ weeks completely submerged in what they love, non traditional graduates of these programs tend to have a higher level of engagement. The time frame to complete these programs is generally less than a traditional associate or bachelor degree. Some larger companies spend a great deal on specific campuses, edging out companies with smaller budgets or less name recognition; these bootcamps and technical programs can level the playing field. In fact, some employers are even offering scholarships and guaranteed positions.
 
The NACE study found that companies have increased diversity efforts by 24% from last year. Those who have implemented a diversity effort have targeted specific schools as a technique of doing so. Historically Black Colleges and Universities (HBCUs) are a great source of diverse talent for companies. In fact, such companies have favored HBCUs with 83.5% doing so.

Professional Networking Events

Professional networking events can be the best way to attract passive candidates. Whether an event is hosted at your company, a restaurant or at your local chamber of commerce, there are many key benefits to attending these events:

1. Develop great professional relationships.
2. Boost the awareness of your brand.
3. Open up your business to new opportunities.
4. Leverage the experience of industry leaders.

Benefits: Networking events are great for boosting your employer brand, but that only comes with making the experience unique and enjoyable for your guests. Candidates love the opportunity to speak with real hiring managers and employees and it can serve as a slightly informal first interview when done properly. Consider that an event where the focus is not just on one person may be a better option for introverts or those who suffer “test anxiety” when they head to one-on-one interviews. Webinars can also be powerful event opportunities, in some cases, Oleeo data shows these actually helped to produce more hires per event than regular presentations.

Open Houses

Open houses let your subject matter experts (SMEs) showcase what they do. These are also great for bringing in potential employees so they can get a feel of the atmosphere and culture of your company. It is important to stage your event as if you were showcasing a home. Providing a hands-on tour can give the candidates the opportunity to see themselves working at your company.

While being courteous throughout the event, it is just as important to follow-up. When candidates get to the event, you should have an application to secure their information. Encourage your guests to provide a phone number or an email address. This will allow you to reach out and stay connected with people you meet! If you sense the crowd is not quite ready for that, ensure your social media presence and career site addresses are easy to find.

Benefits: Having an open house allows your current employees to invite friends, family and individuals from their network into a comfortable environment to learn more about your company. According to the 2016 Sources of Hire report, referral hires remained the top source for hires with 30% overall and 45% internally. Open houses are a great way to kickoff your referral program by giving current employees an incentive to invite others. Not only are referrals quality workers, they also have better conversion rates from interview to hire.

Hackathons

Hackathons have become a great source for computer programmers, coders and developers. Techopedia defines a hackathon as a “gathering where programmers collaboratively code in an extreme manner
over a short period of time.” These 24-48 hour events are not just for startups. It is a great source for collaboration and innovation because coders come together and create something new. Major organizations such as the National Basketball Association have used hackathons as a recruiting technique.

Benefits: These unique recruiting events can help showcase the potential of candidates as well help your company find a solution to your business problems or find errors in a process you may have had in place for years. An attractive prize can also help pull in participants from different diverse backgrounds helping to increase the diversity of your talent pool.

Offsite Recruiting

This trend is borrowed from retail marketing and sales, where it has proven to be exceptionally effective. Offsite recruiting can include setting up a booth at nearby commuting locations, malls, public events or near a bar/restaurant your target market may frequent. Using candidate personas and data to indicate where your top talent may be is a great way to think outside the box and bring in those passive candidates.

Benefits: Offsite recruiting is an approach to set you apart from competitors and let your target market know you’re serious about finding the best individual for the job. Going to the extent of basically creating your own type of recruiting event at one of these different types of locations let’s you recruit on your own terms rather than at a specific event.

Geolocation

Geofencing technology (another form of proximity recruiting) allows a firm to send automated recruiting or other mobile phone messages to those who enter a designated geographic zone. This can be done through various social networks as well. You never know who will be close to your facility.

Benefits: If you are in a bind, geolocation applications can help solve any time crunch hiring situation. Another benefit for geolocation is the ability to increase visibility and boost brand awareness. Placing ads or promoting an event through ads or phone messages when people are close to your office can help increase attendance at your event!

TRADITIONAL RECRUITING EVENTS AND HOW THEY'RE CHANGING

High Volume Hiring Events

High volume recruitment represents many different challenges for recruiters. Typically this refers to hiring for a large number of open positions in a given time frame, which can range from hundreds to thousands of positions a year. Common in industries such as healthcare, hospitality and retail, the need for a large volume of new hires can be due to expansion or seasonal hiring. Events specific to this can include industry specific or local career fairs.

Another form of high volume work for recruiters is not related to the number of positions but rather the number of applications. While having a large number of applicants can be a positive thing it also results in a large amount of sorting, screening and analysis for recruiting teams. By implementing intelligent automation and using a ATS and CRM this process can be managed. This is a challenge recruiters face when an event is successful.

Lastly, interviews can be large volume of work for recruiters. Super Days or other high volume interview events like career fairs can be extremely challenging. To overcome this technology can simplify the interview experience for candidates and interviewers. Critical pieces are mobile self scheduling, automated high volume itineraries, collaboration and feedback.

The following sections describe different types of these events in detail.

General Career Fairs

General career fairs allow your company to reach a lot of people from many different backgrounds. You can also build connections with different local business owners and passive candidates who are interested in your company. Engaging with these prospects can help you diversify your talent pipeline. They can be hosted in many different venues such as community event centers, convention centers, hotels, local universities, etc.

How They’re Changing: General career fairs are largely local and have a wide variety of positions offered from entry-level to management. Often sponsored or underwritten by local media, savvy companies may want to explore how they might partner on a niche specific career fair, a speaking engagement or feature article regarding the company. General career fairs are also an excellent choice for a company moving to a new location or just opening up. These career fairs can be considered a long-tail expense because employees may not immediately apply with your firm, but they will likely remember a conversation or keep a card given to them. Ensure you capture information and have benefits information and all open positions easy to access at your booth, whether you have a technology partner that offers mobile ready applications, or a link on a card you give out.

Campus recruiting efforts are a great way to target college prospects for entry-level positions. In fact, 74.9% of employers that responded to a 2018 NACE study had focused their recruiting efforts on U.S. colleges. On average, employers attended 41 college fairs last year and 88.8% of these said identifying talent early is extremely or the most important through internships or co-ops. Career or job fairs were used by 97.1% of respondents as a branding technique and was ranked first as the most effective technique by 80%.

How They’re Changing: Using a blend of the traditional campus career fair combined with fresh ideas will help you yield the best results. New ideas include: 

  • Curriculum extensions
  • Meet and greets on campus
  • Retargeting around the schools you visit
  • Technology support to help you capture information about your entry-level and student prospects, before, during and after the event is a must now-a-days. Ideally, you should select a system that has up-to-date Events Management capabilities like a fully functioning mobile app, real-time data aggregation that integrates with your ATS and CRM, on-site self check-in and intelligent automation for optimal candidate engagement

It’s important to set expectations as to what you will gain from a career fair. For example, Oleeo data has identified that the most successful career fairs can be as little as just six of the 100+ career fairs – producing aroundeight eventual hires. While this may seem like a low number, take into consideration the exposure your company is gaining as well. Keep a tally of the amount of candidates spoken to and the contact information gained. Building your employer brand is also part of the recruiting event process. Typically, candidates are likely to attend more than one event so it is good practice to run many events and then measure success at the end of the campaign.

RECRUITING EVENT TRENDS

Once you’ve determined which kind of events are right for you, it’s time to make it incredible. These emerging trends for before, during and after the events will help you rise above the competition and make events one of your primary recruiting channels.

Before the Event

Trend #1: Engage Recruiting Event Attendees via Text Recruiting

According to Trumpia, 97% of text messages are opened and millennials usually send 67 text messages per day. Undercover Recruiter found that 89% of job seekers believe that a mobile device can be critical to your job search as a tool with 45% of people searching daily. Nexxt discovered 68% of millennials, 73% of Gen Xers and 75% of baby boomers said they are willing to receive a job opportunity over text.

Today’s candidates want you to text them. Texting is a fantastic way to remind job seekers of your events, help them know what to bring, answer questions about what the event will entail and to engage and nurture them once they’ve walked out the door. While email addresses might change with a new job and home phones rarely get answered, texts are undeniably read and responded to.

Even better than using SMS within your recruitment and event strategy? Use one that integrates with your ATS or CRM. There are tons of platforms now that will allow you to automatically manage multiple texts from candidates, write out standard answers to FAQs and add to a candidate record if a phone number changes.

Trend #2: Email Automation

The use of automated marketing is an effective way to spread the word about an upcoming recruiting event. 40% of event marketers believe that email automation is the best outlet when promoting an event. Having an automated channel allows your recruiting team to be more prepared for the event with less work. Candidate engagement and logistics are managed on cruise control. Your firm can also track metrics such as open rate and if they followed a link within the email in an attempt to predict whether they are going to attend your event or not.

Trend #3: Use of Online Platforms (Social Media and Career Sites)

LinkedIn researchers found only 30% of possible employees are actively searching for a job, which means CRM efforts must be expanded. Expansion of your program can reach current, past and potential future candidates. Using tactics like text recruiting, email automation and Internet based platforms can coax passive candidates into attending your event. In fact, SHRM found that 82% of companies use social media to attract these passive candidates.

94% of companies use social media to network before their events and post job listings. Furthermore, 59% of employees said they were attracted to that company because of its social media presence. Promoting your employer brand via Snapchat and other social media networks has become increasingly popular in terms of recruiting and distributing content. There are 173 million users worldwide with 3 billion snaps sent daily. Snapchat can be used to promote events, stream events and disseminate blogs and other information about your company. The sheer reach of social media alone has become an ideal form of promotion for your recruiting events.

Many companies use their career sites as well. Posting to event reminders or adding popups to these sites produces rich and engaging content to attract already interested individuals to your event.

Benefits: With 61 million Gen Zers entering the workforce, social media can help attract the future of your company. Gen Z enjoys having constant communication and instant answers for questions they have. In fact, 90% of candidates that are between the age of 18-29 are on social media, which makes promoting your event via social channels is ideal. Gen Zers want immediacy in communications. Therefore texting and communicating consistent messages and values via Twitter and other social media outlets can be beneficial for your company!

During the Event

Trend #1: Have a Mobile Application On Hand

Using an events mobile app, can help your talent acquisition team manage recruiting events on the go. According to the State of Mobile Event Technology Report, 91% of event planners have seen a positive return on investment from event apps. Gone are the days of the business card fishbowl. Today’s recruiting events offer mobile devices integrated with HR technology, so crucial pieces of information don’t get lost.

  • If you have a link for participants to use on their phone, you have the information to retarget them. In addition, by giving candidates the ability to use their own device, companies can provide a stronger, more engaging experience for them.
  • By entering their information at the event, your system can go to work matching and using predictive analytics right away, so you can identify top talent and accelerate them using a high touch experience.
  • Having complete records of a candidate’s information allows you to tag them with special notes you might otherwise forget.
  • Intuitive self-service tools can give candidates control and free up booth attendees to focus on conversations.

Did you know that SHRM found that 60% of applications are abandoned when they are filled out on a mobile device? Avoid candidate attrition by offering quick and easy guidance through your process. Leverage social platforms as a way of speeding up the application process. Break your application process into smaller, bite size chunks for a more mobile-friendly experience and greater candidate engagement.

Another bonus for busy recruiters is by having candidates place their information into an app, they can easily sift through the hundreds of applications they’re likely to receive at an event much faster than manually sifting through resumes, CVs or business cards. AI tools can also help focus recruiters’ attention on top talent first.

Glassdoor found that 69% of active job seekers are likely to apply to a job if the employer actively manages its employer brand. The tools and solutions you use are a direct reflection of your company, your brand and even your culture. Integrating intelligence-based recruitment is a surefire way to make your process easier and see the best results when it comes to recruiting and hiring that new talent.

Trend #2: Candidate Segmentation

Researchers have found 86% of HR professionals believe recruiting has turned into recruitment marketing. Much like creating customer personas, companies must begin making candidate personas to help with candidate segmentation. As with any hiring initiative, implementing a recruiting event strategy requires a deep understanding of the unique candidates you will be meeting. Whether you’re targeting a diverse segment, a specific veteran group or college students, it’s crucial you have an idea of the values they hold and the messaging that will resonate best with them. Additionally, you should have an idea of how they want to communicate with your recruitment team.

Candidate Segmentation Steps

1. Identify the key individuals and groups that you will be interacting with who have the skills you want to acquire.

2. Build a profile or persona of your current employees and top candidates to use as a guide in messaging.

Hint: Using your top performers will make this a more discerning baseline!

3. Research challenges and learn the barriers of the specific group and address these with company policies and messaging. This could mean adjusting how you communicate benefits, photos on career sites or which company programs you highlight.

4. Build relationships with individuals and groups that represent the candidate segment to better understand what resonates with them. While you may not always hire these people right away, they can be great resources to understand where your messaging is right on target and which elements should be changed or eliminated altogether.

5. Develop partnerships through your firm to benefit specifically targeted talent pools to show candidates your firm’s support. Whether you decide to underwrite a specific scholarship or sponsor a series of events the group is holding, ensure you speak with them about what this alignment means and how you anticipate being involved.

6. Eliminate or minimize barriers that may prevent your candidate segment from applying to the position. For example, if you’re targeting working mothers in an industrial area, check to ensure public transportation is available, focus on local school schedules and alter shifts if they conflict with either or your target talent pool will potentially feel unsafe. If you cannot alter schedules, consider providing safe transportation or a childcare subsidy.

7. Offer specific services and resources that align with the issues and interests of the candidate segments. In the example above, a company shuttle for late-night workers, or subsidizing a local after school program could be the difference between an engaged and loyal workforce and severe turnover and retention issues.

Identify prominent trends in the segmentations you’re targeting, then address how your company solves for these within your recruitment messaging and include these in follow ups to attendees. From there, you can select where to attend or host your candidates.

Trend #3: Integrate Augmented & Virtual Reality

By next year, there will be 171 million virtual reality users. With that many users, implementing this technology at your events is a must. Virtual reality (VR) and augmented reality (AR) are technologies that have been applied to everything from video games to real estate, so it’s no wonder the recruiting industry has started adapting their own uses. These two forms of digital experience can both garner interest in your upcoming event and enhance the candidate experience and your employer branding during.

For example, creating a VR tour of your company’s offices will help potential applicants place themselves in the environment they might work in. It is a great way to sho your candidates a virtual tour and also a day in the life of employees at your company.

Companies are also using AR and VR technology to impart meaningful employment to future employees. In many cases, it’s hard to show the impact of work within a cafeteria or hotel (where many events are held), but if an agricultural giant can show how modified crops are helping to feed those in need or a mutual fund can “offer a tour” through the high-tech investments they support, prospects are more likely to understand how their work will impact the world around them.

This technology can also help career event attendees see company benefits like corporate philanthropy initiatives, what work from home looks like or meet with their future colleagues across the globe!

Because AR can use mobile location technology, it is a great tool for day-of attendees. For instance, your team can build a geolocation social app filter for an in house event which will allow attendees to share their experience with followers in an engaging way. Or, even an interactive map can help candidates easily find your location within the event space.

Trend #4: Social Media at the Event

Social media can be used at all stages of recruiting events. With 92% of companies tweeting at least once per day, Twitter has become a great way to advertise and promote. 68% of adults use Facebook, making it the most popular social media platform by far, with Instagram second at 21%. How can you use these platforms at the event?

  • Facebook and now Instagram allow you to livestream video, so streaming speakers or contests at your event can help generate attention to your booth and social media channels.
  • Creating a catchy hashtag can help boost awareness and engagement during the event as well which can then be used across Twitter, Facebook, Instagram and even LinkedIn.
  • If you are promoting a sweepstakes contest or giveaway at your booth, you can announce your winners via social media during the event or let attendees know how they can enter.
  • You can utilize Snapchat by creating and sponsoring specific geofilter for attendees to use and share at the event.

After the Event

Trend #1: The Use of Your ATS and/or CRM

Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) systems are frequently used by recruiting teams. The difference between ATS and CRM includes an ATS’s ability to track submissions of those who have applied and a CRM services the relationship between the company and the applicant. According to Capterra, 75% of large companies use an ATS, therefore this is an extremely popular trend. However, effectively tracking candidates with an ATS is the problem. If used correctly, these systems can save a company thousands and thousands of dollars! For example, a company with eight people can save $10,000 and it only increases when the companies get bigger. ATS software is capable of providing the user experience needed to keep candidates engaged after the event as ended. Maintaining constant communication will also help your talent pipeline and eventually your workforce!

Trend #2: Automate Your Follow-Up

Trends important in the “Before the Event” stage can also be implemented when the events are over.

Text Messages: Texting is a great way to keep in touch with your candidates. In fact, with 81% of adults texting regularly, any form of outreach via their smartphones is a great tactic. Some questions you can ask can be about their experience at the event, if they had any further questions or if their opinion of your company has changed after the event. Using text messaging to follow up after the event also makes your event more personal and capitalizes on one of the key things you need in today’s candidate driven market – speed!

Imagine having a wonderful hiring event on Friday and calling and emailing throughout the following week to try to schedule an interview, just to find out your dream candidate accepted a job elsewhere. Instead, you can send an SMS Monday morning to schedule an interview and be his or her next employer in days. Texting not only optimizes your recruiting event spend, it allows you to cut your time to hire significantly, saving you internal resources as well.

Social media: Social media such as Twitter and Facebook can be used to post information about what candidates need to do after the event. Companies are also using it to field questions candidates have about an interview question or where to find information.

Email: Email automation is another highly effective and popular medium companies use to remind candidates of steps they need to take about the application process.

Trend #3: Measuring Data and Metrics From Your Event

The use of applications and on-site software can allow you to collect data and analyze it for future events. From the data based on attendance and applicatio submissions (to name a few), you can determine ROI, turnover rate, interviews per hire at each event, how many application submissions you receive per event and the cost per hire. Taking this all into consideration can help you measure the success of your last event campaign and plan for your next one so your not wasting precious recruiter time.

Using these trends, it’s time to evaluate your own recruitment program and the areas that could be improved upon. A few questions to ponder include:

1. Where are you looking?

2. Do you prefer a smaller in house event or larger campus event?

3. How can you make high volume hiring events more effective?

4. What tools do you use at your events?

5. What kind of data do you collect from your candidates?

6. How often do you follow up with candidates?

7. What tools do you use to follow-up with your candidates?

8. How important is maintaining a relationship with your candidate after an event?

CONCLUSION

Are you currently doing enough to keep up with current trends and the changing environment of the candidate-driven market? If you’re ready to beat out the competition for top talent at your next recruiting event, download the Oleeo Event brochure to learn more about how our product allows events to be less stressful and more eventful.

From informing your candidates about upcoming events and giving them the ability to RSVP, upload information and check-in on the mobile app to allowing event staff to see assignments, automate follow-up and more, Oleeo Event Management can help you attract, engage and hire the right diverse talent faster than ever before.

What is Offsite Recruiting .

Offsite recruiting is an approach to set you apart from competitors and let your target market know you’re serious about finding the best individual for the job. Going to the extent of basically creating your own type of recruiting event at one of these different types of locations let’s you recruit on your own terms rather than at a specific event. These unique recruiting events can help showcase the potential of candidates as well help your company find a solution to your business problems or find errors in a process you may have had in place for years. An attractive prize can also help pull in participants from different diverse backgrounds helping to increase the diversity of your talent pool.

Click the buttons below to access the Recruiting Events Guide or talk to us today about how we can assist.

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