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industry: Recruitment (any industry)

Tactics for attracting gen z candidates

Resources: Guide

3 must-know Gen Z Hiring Tips.

Generation Z consists of those born between 1995 and 2009, and makes up 25.9% of the United States population, according to The Huffington Post. Gen Z also contributes $44 billion to the American economy and is expected to make up one-third of the U.S. population by 2020. Here are 3 must-know Gen Z Hiring Tips.

77% of Generation Z (ages 14 to 21) stated they’re already earning money through freelance work, a part time job or earned allowance. This shows Gen Z, who is made up mostly of pre-teens and teens are exhibiting a solid initiative to make money at a young age. What’s interesting is this rate is the same as the Millennials that were surveyed, and they’re ten years older. We can hypothesize that Gen Z’s propensity towards self-reliance and their exposure to work from a young age will heavily benefit them in the working world.

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Using Oleeo Technology.

Attracting Gen Z employees can be done by speaking to this specific characteristic within your recruitment messaging on social job ads, in the job advertisement itself and even throughout the screening process and interview. Make sure to share examples of how the role incorporates an autonomic managerial style or let the Gen Z candidate see the career trajectory towards leadership or departmental head positions. Highlighting how the employee can feel like they’re running their own business within yours can give them the sense of entrepreneurial freedom they seek, but with the security of being a part of a larger operating organization.

Elsewhere, communication (57%) and problem-solving (49%) are the top two skills believed to be most important for succeeding in the workforce, according to Gen Z respondents.

Use this insight to your advantage and attract problem-solving savvy Gen Zers with online videos. Videos have taken over internet content with about 1 billion hours being spent on YouTube per day by our entire population. Videos dominate social newsfeeds as well (we all know a BuzzFeed Tasty video can stop you in your tracks!) So why not put this to use in your recruiting initiatives?

Promote your paid internship program

Problem-solving videos, polls, quizzes, situational challenges are all over, and you can create your own that relate to your company’s industry or specific jobs. Don’t want to create a riddle? 85% of Gen Z stated in the report they watched at least one online video in the past week to learn a new skill. Have your team put together videos that give tips on getting through your interview process or do a “skills dive” into the top qualities you look for in candidates. Throw in some humor to show you’re a “fun work environment” and watch those applications rise!

And paid internships are the perfect attraction tool for Generation Z because they combine their aspirations to work during college and their inherent need to earn money from a young age. Generation Z wants the work they do to be beneficial towards their career goals and they want to be compensated for it too. However, they still desire the flexibility to focus on their school work as well. Promote your paid internship program through channels most likely to reach your target audience. Click the buttons below to read more or talk to us today about how we can assist.

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Student recruiting trends in the USA

Resources: Guide

USA Student Recruiting Trends.

In this report, we set out to get a real grasp of what we can expect for USA student recruiting trends. Our goal was to figure out exactly how recruiters can be more adaptable to upcoming trends by identifying them, addressing challenges and offering innovative techniques to mitigate them. We reviewed anonymous application data from 3.8 million candidates. These candidates were applying to graduate programmes in business across finance, government, professional services, advertising, engineering and retail. 

In conducting this study, we took the following into consideration:

  • Numbers of applications versus numbers hired and numbers screened out
  • Levels of candidates self-withdrawing from application processes
  • Gender and ethnicity balances among those who are hired
  • Overseas interest in graduate roles in the US and levels of success
  • What candidates declare as their source for choosing to apply
  • If Ivy League universities have prominence among candidates hired by employers
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Using Oleeo Technology.

With the help of Universum, we also used extracts from the 2018 Talent Insight reports series. Specifically, we concentrated on responses from 6,692 business students and 5,841 engineering/IT students across the UK. This is what we took into consideration:

  • Student aspirations for what they want to do next after graduation & career goals
  • Characteristics that define the attractiveness of an employer among students
  • Favoured communication channels for employer messaging
  • Prominence of social media for employer messaging

We reviewed anonymous application data from 3.8 million candidates applying to graduate programs in business across finance, government, professional services, advertising, engineering and retail. Here are three noteworthy findings and analysis:

The average number of applications for graduate programmes in the US is on the rise. Financial and professional services firms can expect an average of 250,000 while the other sectors had averages of 50,000. This is being driven by US students now considering an average of 29 employers to work for when applying to graduate schemes according to Universum data.

Another 50% of all applications are screened out before any further assessments or interviews – employers are setting tougher pre-screening criteria to make selection more agile.

There’s still a gap in gender hiring between male and females. Overall, there is still a gap in gender hiring, but the gap is smaller as time goes on. Recruiters will need to be conscious of the industries that are struggling the most to close this gap.

Full report findings

The findings of the full report show just how tough competition is to hire the best talent in graduate recruitment. Candidates are more empowered than ever before and employers have to work extra hard to secure the candidates that will prosper in their organization and help deliver business growth. 

Getting a hire wrong isn’t only costly, poor hiring can lead to lower productivity, reduced levels of employee morale and engagement and ultimately more attrition. It is a vicious circle. Knowing what worked well in the past can help to fine-tune the types of candidates that carry high favor within a firm. Click the buttons below to access the 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!

Student recruiting trends in APAC

Resources: Guide

APAC Student Recruiting Trends.

In this report, we set out to get a real grasp of what we can expect for APAC student recruiting trends. Our goal was to figure out exactly how recruiters can be more adaptable to upcoming trends by identifying them, addressing challenges and offering innovative techniques to mitigate them. We reviewed anonymous application data from 1.7 million candidates. These candidates were applying to graduate programmes in business across finance, government, professional services, advertising, engineering and retail. 

In conducting this study, we took the following into consideration:

  • Numbers of applications versus numbers hired and numbers screened out
  • Levels of candidates self-withdrawing from application processes
  • Gender and ethnicity balances among those who are hired
  • Overseas interest in graduate roles and levels of success
  • What candidates declare as their source for choosing to apply
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Using Oleeo Technology.

With the help of Universum, we also used extracts from the 2018 Talent Insight reports series. Specifically, we concentrated on responses from 6,692 business students and 5,841 engineering/IT students across the UK. This is what we took into consideration:

  • Student aspirations for what they want to do next after graduation & career goals
  • Characteristics that define the attractiveness of an employer among students
  • Favoured communication channels for employer messaging
  • Prominence of social media for employer messaging

Where data is collected, 82% of all hires in APAC declare themselves as ‘Asian’ and 16% do not declare or say Other. This leaves just 4% for White, Asian or Mixed despite high numbers of international workers starting their career in the Asia-Pacific region.

Competition to be hired is stiffer in 2018 than it was in 2017. In our last report, 2% of applicants went on to accept offers whereas in 2018 this has slightly fallen. Finance and professional services average at just 1% success (hired) rates.

Overseas hiring also remained broadly similar to 2017. Canada, USA, UK, France, Canada and Italy consistently appear in top countries outside of the APAC region where applicants want to be based in Asia-Pacific for a first job – with around 10% successfully being hired and moving to the continent. APAC employers appear able to entice overseas interest in different working lifestyles combined with the philanthropic and tourism opportunities available across the region.

There’s still a gap in gender hiring between male and females. Overall, there is still a gap in gender hiring, but the gap is smaller as time goes on. Recruiters will need to be conscious of the industries that are struggling the most to close this gap.

Full report findings

The findings of the full report show just how tough competition is to hire the best talent in graduate recruitment. Candidates are more empowered than ever before and employers have to work extra hard to secure the candidates that will prosper in their organization and help deliver business growth. Getting a hire wrong isn’t only costly, poor hiring can lead to lower productivity, reduced levels of employee morale and engagement and ultimately more attrition. It is a vicious circle. Knowing what worked well in the past can help to fine-tune the types of candidates that carry high favor within a firm. Click the buttons below to access the report or talk to us today about how we can assist.

Download Now
Talk To Us Today

Tell me Everything

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

Student recruiting trends in the UK

Resources: Guide

UK Student Recruiting Trends.

In this report, we set out to get a real grasp of what we can expect for UK student recruiting trends. Our goal was to figure out exactly how recruiters can be more adaptable to upcoming trends by identifying them, addressing challenges and offering innovative techniques to mitigate them. We reviewed anonymous application data from 3.8 million candidates. These candidates were applying to graduate programmes in business across finance, government, professional services, advertising, engineering and retail. 

In conducting this study, we took the following into consideration:

  • Numbers of applications versus numbers hired and numbers screened out
  • Levels of candidates self-withdrawing from application processes
  • Gender and ethnicity balances among those who are hired
  • Overseas interest in graduate roles in the UK and levels of success
  • What candidates declare as their source for choosing to apply
  • If Russell Group universities have prominence among candidates hired by employers
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pmn

Using Oleeo Technology.

With the help of Universum, we also used extracts from the 2018 Talent Insight reports series. Specifically, we concentrated on responses from 6,692 business students and 5,841 engineering/IT students across the UK. This is what we took into consideration

  • Student aspirations for what they want to do next after graduation & career goals
  • Characteristics that define the attractiveness of an employer among students
  • Favoured communication channels for employer messaging
  • Prominence of social media for employer messaging

We reviewed anonymous application data from 3.8 million candidates applying to graduate programs in business across finance, government, professional services, advertising, engineering and retail. Here are three noteworthy findings and analysis:

The average number of applications for graduate programmes in the UK is on the rise. Financial and professional services firms can expect an average of 250,000 while the other sectors had averages of 50,000. This is being driven by UK students now considering an average of 29 employers to work for when applying to graduate schemes according to Universum data.

Another 50% of all applications are screened out before any further assessments or interviews – employers are setting tougher pre-screening criteria to make selection more agile.

There’s still a gap in gender hiring between male and females. Overall, there is still a gap in gender hiring, but the gap is smaller as time goes on. Recruiters will need to be conscious of the industries that are struggling the most to close this gap.

Full report findings

The findings of the full report show just how tough competition is to hire the best talent in graduate recruitment. Candidates are more empowered than ever before and employers have to work extra hard to secure the candidates that will prosper in their organization and help deliver business growth. Getting a hire wrong isn’t only costly, poor hiring can lead to lower productivity, reduced levels of employee morale and engagement and ultimately more attrition. It is a vicious circle. Knowing what worked well in the past can help to fine-tune the types of candidates that carry high favor within a firm. Click the buttons below to access the report or talk to us today about how we can assist.

Download Now
Talk To Us Today

Tell me Everything

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

Intelligent Recruitment Automation infographic

Resources: Infographic

A guide to automation in recruitment.

In order to make sure a business attracts quality as well as quantity; recruiters need to use the data they gather more efficiently. Recruitment Automation and automated processes enable employees to filter the best candidates quickly to the top, so they can report on ‘real people’ not just numbers.

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Using Oleeo Technology.

What is Recruitment Automation? Far from being dehumanised, a basic definition of automation in recruitment can be summarised as processes that facilitate:

Identifying people with targeted keywords within their social media profiles.

Helping recruiters focus their maximum attention and time on qualified candidates using early CV screening software

Ensuring dedicated time for employers to support greater candidate experiences and issuing bespoke communications

Streamlining the fluency of the application process and where possible the speed to hire and any onboarding processes that can be done online.

What are the benefits of recruitment automation? Used well, recruitment automation turns best practice into common practice by providing structure, consistency and fairness to recruitment activities and systems. Benefits on offer to recruiters include:

  • Staying in constant contact with potential hires throughout the process and ensuring increased candidate interaction.
  • Ensuring structured human interaction using CRM tools or pre-set reminders,
  • Being able to progress large volumes of candidate applications quickly and reliably, saving time and money.

Why now?

In cases where volume recruitment is occurring, an e-recruitment system that incorporates automation can help recruiters find the right candidates for the right roles, quickly. It removes human error and bias, whilst encouraging human interaction when appropriate and necessary. Organisations that have not incorporated automation into their recruitment systems are in danger of being left behind and losing the best talent to competitors.

The key to attract, engage and hire the right diverse teams

The power to make a positive impact in the world is infinitely more possible when you assemble diverse teams of people with the right skills and shared motivations. The key to attracting, engaging and hiring the right diverse teams is removing bias and unleashing recruiting potential by breaking the sources of talent wide open. If you continually source talent from inside your comfort zone, you’ll miss out on the diverse thinking required to innovate. So we’ve uncomplicated the process of attracting, engaging and hiring talent from anywhere through the use of intelligent automation.

Algorithms are smarter (and faster) than we are. While humans are great at forming relationships, we’re not so great at forming unbiased decisions. When we let machines use data to make prescriptive recommendations we are free to spend more time on the high touch, human side of talent acquisition – nurturing great relationships. With intelligent automation, talent acquisition teams gain the efficiency they need to break the sources of talent wide open to quickly attract, engage and hire the diverse talent they need to drive innovation. Click the buttons below to access the infographic 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!

Tell me Everything

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

Campus Recruiting and early careers brochure

Resources: Brochure

Oleeo for Campus Recruiting/Early Careers Recruiting.

Oleeo for Campus Recruiting/Early Careers Recruiting offers an end-to-end talent acquisition system for hiring candidates in the early stages of building a career. Recruiters can track the best candidates and speed the time to hire with Oleeo. Oleeo has over two decades of experience providing recruitment technology to support campus recruiting and early careers programmes including the likes of CohnReznick, Evercore, LEK, Morgan Stanley and Nomura. We offer a modern, affordable, innovative and functionally-rich student recruitment solution from a world leading provider. Further, this has Intelligent Automation: Intelligent Attraction, Intelligent Engagement and Intelligent Selection built in – to speed up the process and deliver competitive edge.Interview evaluation is easy -simplify follow up and gather structured feedback from everyone on the interview team.

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Recruit datasheet

Resources: Datasheet

Introducing the Oleeo ATS: Recruit.

The Oleeo ATS is your next generation ATS, Oleeo Recruit streamlines sourcing, selecting, and hiring, with data- and AI-driven automation, dynamic workflows, and bulk processing capabilities.

Built for ultimate flexibility, Oleeo ATS – known as Recruit – helps you design and deliver experiences candidates, recruiters and hiring managers love.From flexible workflows built on the fly to prescriptive recommendations that drive better hiring decisions, recruiters enjoy a prioritized list of candidates they should engage and fast track for an interview. Candidates enjoy a simple, personalized experience from any device and hiring managers can fill their roles in half the time. Everybody wins.

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Using Oleeo Technology.

It includes a dynamic workflow builder to design hiring workflows around each unique talent strategy. An application form builder using pre-built templates or quickly design something unique to meet your requirements in just a few clicks. A background check workflow enables you to track progress and get status alerts instantly and compliance workflows to simplify complex hiring requirements and don’t let anything fall through the cracks – it also includes disclosure question sets to  boost compliance with pre-built application questions.

Oleeo ATS is candidate-centric and includes a candidate hub to keep candidates informed of their status with a private communication portal built just for them. A branded experience end to end lets you protect your employer brand with applications that match the look and feel of your career site. Optimized job searches will help candidates search by keyword, radius/location and all relevant opportunities and a career navigator helps candidates discover new opportunities by instantly matching their skills and potential to relevant roles.

With Oleeo, Social apply makes applying easier by encouraging candidates to apply with social profiles such as LinkedIn, Facebook, and Google and automated reference collection takes the work out of reference checks with automated requests and tracking.Pre-employment questionnaires can also gather key employee data early, avoid repetitive questions and make day one amazing from the start.

Oleeo ATS comes equipped with actionable dashboards & meaningful metrics to help recruiters stay focused on high value activities with prioritized candidate short lists and instant visibility into the source of their best hires. This includes anonymous screening to reduce bias and focus on quality by hiding protected data such as name, gender, school name and location. An assessments feature also helps recruiters focus on the most qualified talent with the largest partnership of integrated third party assessments and our bespoke candidate shortlist features help recruiters zero in on the right talent to fast track with prioritized candidate scoring and prescriptive hiring recommendations.

Access the Oleeo ATS Datasheet

Interview evaluation is easy -simplify follow up and gather structured feedback from everyone on the interview team. You can also benefit from headcount planning to quickly tie jobs to annual headcount targets to keep track of progress against strategic goals – and an onboarding checklist to make sure employees, managers and teams have what they need to be productive from day one. An agency portal also lets you expand sourcing expertise with dedicated agency portals or employee referrals to give employees the power to be your best source of talent with a dedicated portal that helps them easily see the status of their referral. 

Click the buttons below to access the Oleeo ATS Datasheet 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!

Recruiting enablement factsheet

Resources: Datasheet

Recruiting Enablement: A factsheet to explain it all.

In this factsheet we explore how when done well, Recruiting Enablement can help recruiters design highly configurable workflows that allow for specific, more relevant content to highlight unique role value propositions told from a more inclusive perspective, thereby improving culture fit and driving success around performance indicators like retention, offer & acceptance ratios and culture fit.

Recruiters can address pressing talent acquisition challenges by seeking to adopt new tools and strategies that expand diverse talent pools, enable tailored employer value propositions, improve decision making, mitigate bias, and speed up the alignment of recruiting with the desired business outcomes regardless of strategy, complexity and volume.We call this Recruiting Enablement and this video explains more. By automatically rooting out bias during every stage of the recruiting process — from debiasing job postings to attracting more diverse candidates to serving up more inclusive content to using intelligent selection to more fairly rank candidates on skills and competencies – Recruiting Enablement helps recruiters ensure every interaction, regardless of final hiring outcome, remains personal, inclusive and unbiased, protecting the employer brand. At the highest level, the Recruiting Enablement process is about empowering recruiters to make the best possible hires every day, as efficiently and effectively as possible. This factsheet explores how tailored Recruiting Enablement technology will alleviate these burdens.

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Using Oleeo Technology.

Talent Acquisition is once again at a crossroads and the most competitive businesses must adapt by adopting digitisation to enable recruiting teams to deliver on more diverse and inclusive recruiting strategies without risk of bias.  Recruiting Enablement is key as described in this video. The phrase was first conceived by Talent Attraction, Candidate Experience & Recruiter Enablement Leader Holland Dombeck McCue of Delta Airlines.

It’s no secret that recruiting is becoming more and more challenging. Technology must be more innovative, empowering recruiters to continually test and support diverse and inclusive strategies through multiple configurable workflows. We are putting that into place at Oleeo with a Recruiting Enablement platform that uses cutting-edge tools to ensure the alignment of recruiting with the desired business outcomes regardless of strategy, complexity or even volume. Such innovations are needed to help recruiters around some of their biggest challenges including talent shortages, rising competition, candidates casually applying for vacancies and shortlisting later and corporate pressures around diversity & inclusion levels.

Recruiting Enablement includes:

Designing, testing, and configuring workflows that support diverse and inclusive recruiting strategies – at scale

Automating processes to serve up relevant content to candidates and to fast track qualified candidates

Streamlining administrative tasks such as interview management and gathering hiring committee feedback to identify qualified candidates more quickly

Leveraging data throughout recruiting processes to make better, evidence-led decisions

Access the Oleeo Recruiting Enablement Factsheet

With intelligent automation, configurable workflows and data-driven recommendations, Recruiting Enablement is poised to help recruiters and the organizations they serve achieve a recruiter experience that does what recruitment marketing has done for the candidate’s experience – make it more effective, ]more relevant and most importantly – more human again. Click the buttons below to access the factsheet 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!

Top 8 questions to look for in an ATS

Resources: Datasheet

8 Killer Questions You Must Ask for ATS Selection.

ATS Selection – or Applicant Tracking System Selection – can be a tough task. Employers must seek technology that can offer exceptional efficiency and effectiveness gains for recruiting functions — even more so today, with the advent of Recruiting Enablement.

Just as Sales Enablement allowed enterprises to become better at reaching customers and hitting sales goals, Recruiting Enablement allows employers to achieve improvements in recruiting efficiency, candidate experience, diversity and inclusion, and quality of hire. However, to achieve these outcomes, Recruiting Enablement platforms must be automated and data-driven, empowering recruiters to support diverse and inclusive strategies at high volumes and through multiple configurable workflows.

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Using Oleeo Technology.

This document is an 8 step checklist for choosing a next-generation ATS — your Recruiting Enablement platform! It includes key elements that should be checked when seeking an ATS provider. These include:

How does the Recruiting Enablement platform leverage automation?

At the highest level, Recruiting Enablement is about empowering recruiters to make the best possible hires every day, as efficiently and effectively as possible. This includes automating processes to serve up relevant content to candidates and to fast-track qualified candidates; streamlining administrative tasks such as administering assessments, interview management, and gathering hiring committee feedback; and managing optimum postings to job boards. When choosing a solution, find out what automation is supported and how you can improve recruiting efficiency with it.

How does the Recruiting Enablement platform support bulk processing?

Just as automation helps to reduce recruiter workload, bulk processing capabilities enable recruiters to complete their work more efficiently. This can include the bulk movement of candidates from one stage in a recruiting process to another, the bulk creation of virtual interviews with a list of candidates, the bulk sending of nurture emails to candidates, and more. When choosing a solution, find out what bulk processing is supported, and if there are any limitations to it.

How does the Recruiting Enablement platform allow you to have multiple recruiting workflows, tailored to different candidate types and scenarios?

Instead of taking a “one-size-fits-all” approach to recruiting, Recruiting Enablement platforms allow recruiters to leverage highly tailored workflows that include steps and content unique to specific scenarios. This allows you to engage, select, and hire more effectively - fast tracking superstars and nurturing talent pools. When choosing a solution, find out what level of workflow configuration is supported.

How does the Recruiting Enablement platform improve candidate selection?

Whether you are competing for top talent or needing to filter through a deluge of candidates for each role, a well-designed Recruiting Enablement platform is analytics-driven, and will be able to leverage your relevant data to understand what “quality of hire” looks like for each role at your company. The platform will then use machine learning algorithms to score candidates, while also ensuring steps are taken to remove any human bias from the equation. The results include accelerated candidate selection, reduced bias in candidate selection, and improved quality of hire. When choosing a solution, ensure it can put your data to work to streamline candidate selection.

How does the Recruiting Enablement platform enable a great candidate experience?

In both strong and weak economic times, candidate experience is a top concern. During times of hypercompetition for talent, candidate experience is key to attracting, engaging, and hiring the best. In times of hiring slowdowns and freezes, it is critical to protect your employer brand and future-proof your talent pipeline. When choosing a Recruiting Enablement solution, find out how it helps recruiters ensure that interactions, regardless of final hiring outcome, remain personal, inclusive, and unbiased.

How does the Recruiting Enablement platform enable decisive hiring managers?

According to Gartner, while typical managers spend 70% of their total hiring process deliberating over decisions, decisive hiring managers spend more time engaging with the right candidates and whittle decision time to just 30%. This more strategic use of time pays off: decisive hiring managers hire 10% more high-quality candidates and 11% fewer low-quality candidates than typical hiring managers. A great Recruiting Enablement platform supports decisive hiring manager behaviors by automatically ranking high volumes of candidates against the most meaningful decision criteria, enabling recruiters to fast-track a ranked shortlist of qualified candidates for hiring managers to focus on. A strong platform will also automate interview scheduling and facilitate gatherin manager feedback on candidates. When choosing a Recruiting Enablement platform, find out how it can enable more decisive hiring managers.

How does the Recruiting Enablement platform enable inclusive recruiting practices that mitigate risk and help achieve Diversity and Inclusion goals?

Recruiting Enablement is about empowering recruiters to expand their reach, articulate a more inclusive employer value proposition, build meaningful relationships with diverse talent, and make the right decisions faster than their competition -- all more efficiently and effectively than traditional recruiting systems. Recruiters should be able to engage with diverse talent pools at scale, leveraging automated workflows that support diverse and inclusive recruiting strategies. Critical to success in D&I is to hardwire insights into recruiting processes. For example, a strong Recruiting Enablement platform will allow recruiters to leverage tools to debias job postings, inside the platform; will include candidate selection machine learning algorithms that reduce bias; and provide data-driven insights that show you your D&I baseline and how to improve it. When choosing a Recruiting Enablement platform, learn how D&I is hardwired into the system.

How data-driven is the Recruiting Enablement platform?

Key to success in Recruiting Enablement is to leverage data and analytics to inform decision making and intelligently automate steps and tasks, reducing recruiter workload while improving outcomes. Operational reports and metrics are not enough. The most successful recruiting functions are analytics-led and strategic. When choosing a Recruiting Enablement platform, find out the scope of their use of data and analytics, and how this can help drive better outcomes for you.

The most competitive businesses enable their recruiting teams to deliver on more diverse and inclusive recruiting strategies, while simultaneously protecting the brand and providing better decision support for hiring managers. Whether in a hyper-competitive talent market, or dealing with hiring slowdowns, employers who succeed do so by leveraging Recruiting Enablement technology to be their recruiting force multiplier.

Configurable workflows and data-driven recommendations

The most competitive businesses enable their recruiting teams to deliver on more diverse and inclusive recruiting strategies, while simultaneously protecting the brand and providing better decision support for hiring managers. Whether in a hypercompetitive talent market, or dealing with hiring slowdowns, employers who succeed do so by leveraging Recruiting Enablement technology to be their recruiting force multiplier.

With intelligent automation, configurable workflows and data-driven recommendations, Recruiting Enablement is poised to help recruiters and the organizations they serve achieve a recruiter experience that does what recruitment marketing has done for the candidate’s experience – make it more effective, more

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Brandon Hall Group Solution Provider Profile

Resources: Datasheet

Oleeo as the Answer – Brandon Hall Group.

Oleeo’s Solution Provider Profile from leading analyst Brandon Hall Group presents Oleeo as the answer for talent acquisition leaders looking for recruiting innovation. 

Brandon Hall writes: “Their products were purpose-built for recruitment and have been continuously refined over nearly 30 years of expertise and drive. Oleeo has a combination of employee tenure, client retention that is more than double the industry average”

This profile offers an impartial view of how Oleeo can work with in-house recruiters around the world to transform their talent acquisition processes. First published in April 2024, it includes information on Oleeo, screens from the products, snippets from case studies across the Oleeo customer portfolio and a full overview of Oleeo’s value proposition.

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Brandon Hall

Using Oleeo Technology.

Authored by Matt Pittman, Principal Analyst, Brandon Hall Group and Michael Rochelle, Chief Strategy Officer and Principal HCM Analyst, Brandon Hall Group, the profile highlights key strengths of the Oleeo platform to meet the needs of talent acquisition professionals globally – namely, “a clear, accurate view of the current state of the hiring landscape and their current pipeline, allowing organizations to see that improvements made to their processes are having a positive effect.”

Extracts from the report of particular notability include:

240BEE18-52A6-49D6-9EF7-74E69D09A75C

"A data focus ensures that throughout the recruitment lifecycle, TA teams are able to make data driven decisions."

Matt Pittman, Principal Analyst, Brandon Hall Group

240BEE18-52A6-49D6-9EF7-74E69D09A75C

"Starting from the simplicity of the design to the robust features in each of the core applications and the smart integration of AI, Oleeo delivers a custom solution without requiring a custom investment. Nearly every part of the process is configurable to your workflow and preferences and can be configured down to the job/candidate level as necessary.

Matt Pittman, Principal Analyst, Brandon Hall Group

240BEE18-52A6-49D6-9EF7-74E69D09A75C

"Oleeo has a combination of employee tenure, client retention that is more than double the industry average (12 years) and a very clear sense of purpose in every application and enhancement they add to the ecosystem. Oleeo is the recruiting platform that you have always wanted but never heard of. In short, it works the way you hope it will.”

Matt Pittman, Principal Analyst, Brandon Hall Group

About Brandon Hall Group

With more than 10,000 clients globally and 25 years of delivering world-class research and advisory services, Brandon Hall Group is focused on developing research that drives performance in emerging and large organizations, and provides strategic insights for executives and practitioners responsible for growth and business results.

With intelligent automation, configurable workflows and data-driven recommendations, Recruiting Enablement is poised to help recruiters and the organizations they serve achieve a recruiter experience that does what recruitment marketing has done for the candidate’s experience – make it more effective, ]more relevant and most importantly – more human again. Click the buttons below to access the document or talk to us today about how we can assist you with Oleeo as the answer.

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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!

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