You have done your research and you are convinced about the many benefits of automating your organization’s recruitment processes. How do you get the buy-in of your leadership team? Here is a step-by-step approach.
At the peak of the COVID-19 pandemic, job portals saw unusually high activity after midnight. Travel nurses and healthcare workers were logging in after long, grueling shifts to look for their next assignment.
They were open for work, even actively looking, but simply did not have time during the day to pick up calls from recruiters.
If your technology shows you that you’re saving time and money but isn’t reflecting the true return on investment (ROI) of that savings, it’s not holding itself accountable. At Sense, we’ve invested in comprehensive analytics and reporting since day one, so you always have a clear picture of how automation and engagement is impacting your full business.
For years we’ve been talking about the importance of referrals and the best ways to generate more of them. Though often overlooked as a key revenue opportunity, referrals have consistently higher close rates, lower costs of acquisition, and better retention rates. They also generally end up being more loyal to your brand, a characteristic that’s helpful in reducing turnover and increasing redeployment. It’s not hard to see why they’re a valuable asset, but many firms just don’t have the time to create a successful referral engine.
Recruitment marketers are only as strong as the data they have at their fingertips. But so often that data is stale, incomplete, or inaccurate, leading to frustrating inefficiencies and high costs of talent acquisition. We commonly hear from our clients that their marketing teams don’t have the candidate data they need to be successful, but that updating their full database is a project that’s simply too big and too time-consuming.
This year has been, well... challenging. The Covid-19 pandemic has dominated our work lives, forced us to reprioritize, and spurred a digital transformation that’s changed our industry entirely. The future of staffing involves a strategic, nuanced blend between leveraging the latest technology and infusing more humanism into your work than ever before. With remote work reshaping the way we collaborate and communicate, it’s increasingly essential to adapt to new ways of engaging talent, while uncovering more efficient ways to run your business. Simply put, we’ve got to get even better at our jobs and spend less money doing it. (Easy to say, harder to do!)
Saving time is good. Using that extra time to grow your business... well, that’s great. Staffing firms are increasingly turning to technology to stay ahead of the curve, reduce costs, and increase efficiency. And it’s a smart move — automation tools save your recruiters time, grow your data capabilities, and improve productivity across your organization.
This October we brought together a team of industry experts to discuss the present and future of staffing technology. Joined by Jeff Staats of TalentLaunch, Russ Danford of Matrix, and Greg Geering of PrideStaff, we examined the power of next generation automation and how it can impact key business outcomes. Check out our recap of the webinar below, or view the full recording here.
With growing unemployment rates and millions of people on the hunt for a job, technology has never been more important in helping your recruiters rise to the occasion. Today’s most sophisticated staffing firms are going beyond triggered emails and SMS integration to provide a seamless, polished experience throughout the talent lifecycle. If you want to foster better candidate relationships and max out your return on investment, your next superpower might be a conversational AI assistant — also known as a chatbot.
As of August 2020, there are nearly 30 million Americans receiving some form of unemployment insurance. While that number certainly signifies opportunity and talent access for staffing firms, it also sheds light on something that’s underrated yet extremely important.