Category: Talent Acquisition Strategy

PeopleScout Jobs Report Analysis – May 2021

Posted on by nfuqua

The U.S. economy gained 559,000 jobs in May. The numbers improved over April, but still lagged behind expectations. Employers report they struggle to find job candidates, while some economists say that the economy may need time to get into a consistent rhythm. The unemployment rate fell to 5.8%. Year-over-year wage growth was at 2%.

jobs report infographic

The Numbers

559,000: The U.S. economy added 559,000 jobs in May.

5.8%: The unemployment rate fell to 5.8%.

2%: Wages grew 2% over the past year.

The Good

After a disappointing jobs report in April, May’s job gains show a notable improvement. The biggest job gains occurred in the leisure and hospitality sector, as rising vaccination numbers and falling infection rates drove an increase in dining. The New York Times reports that job postings on Indeed were 27% higher in May of 2021 than February of 2020, before the pandemic hit. However, economists predict job growth to vary greatly month to month, as the economy normalizes after a long period of uncertainty.

The Bad

The Wall Street Journal reports that the jobs numbers fell short of economist expectations, and the jobs numbers continue to lag behind other economic indicators, like consumer spending. Some employers report a shortage of job applicants, and economists say there could be several factors contributing – including early retirements, childcare responsibilities, health concerns, low pay and enhanced unemployment benefits. The labor participation rate changed little, indicating that many workers who were sidelined during the pandemic have not yet reentered the job market.

The Unknown

Though economists agree that the economy is on track to continue growing, there are a number of factors that could impact that rate of growth. MarketWatch reports that key material shortages are causing issues in industries like manufacturing and construction. Experts predict that the labor shortage should improve in the fall, as children return to school and propel more parents back into the workforce. Lingering fears over the coronavirus are expected to abate as vaccinations continue to rise and cases plummet

How an Internal Mobility Skills Audit Can Unlock Hidden Talent

Posted on by edyson

One of the earliest and most important steps in the internal mobility process is identifying which employees within your organization should be targeted for internal roles based on skills, experience and willingness to explore new career paths. But, how can you be sure you know the full extent of the skills available within your organization?

An internal mobility skills audit enables you to understand where employee skills lie, as well as direct your employees’ training and development plans and your overall recruitment strategy.

What is an Internal Mobility Skills Audit?

An internal mobility skills audit is the process of assessing your employees’ skills and then identifying potential internal candidates for open positions based on knowledge, experience, skill sets and flexibility. By assessing the knowledge and skills that already exist within your workforce, you can help develop the careers of existing employees while simultaneously improving your retention rates and filling open roles faster.

Common skills include:

  • Technology and digital skills
  • Research skills
  • Quantitative skills
  • Critical thinking skills
  • Analytical skills
  • Soft skills, such as emotional intelligence
  • Project management
  • Business acumen
  • Project management
  • Teamwork

Who is Responsible for the Internal Mobility Audit?

When it comes to an individual employee who is a candidate for an internal role, team leaders or managers should be responsible for conducting the audit of that employees’ skills. However, larger team analysis for multiple roles is usually done by team leaders, HR or external talent advisors.

Data Collection & Analysis

The goal of data collection and analysis in an internal mobility skills audit is three-fold: 1) to analyze which roles are open now; 2) to rate how important each role is; and 3) to inquire about the skills required to perform the role properly. Data collection and analysis activities can include:

1. Developing job profiles and identifying critical skills needed for each job role:

  • Review current job descriptions as a reference for the skills that are needed.
  • Consider the effect of upcoming organizational changes or future work trends (like AI) on the role.
  • Develop a list of competencies that most clearly and accurately describe what is necessary to do the work.

2. Conducting an inventory of skills in your organization leveraging methods like:

  • Position descriptions
  • Job class specifications
  • Performance evaluations and employee assessments
  • Interviews or focus groups with supervisors, managers and employees 
  • Self-assessments

As you might expect, it can quickly become difficult to manually keep track of each employee’s competencies and skill levels. Fortunately, talent technology can help you with the data collection process. For example, PeopleScout’s Internal Mobility can help you access an internal talent pool all in one place so you can quickly source, leverage, promote and reassign talent from within your organization.

Assessing Internal Candidates

Once internal candidates for open positions have been identified, it’s time for your teams to dive deeper and examine a candidate’s knowledge, skills and abilities (KSAs). While the three terms may seem interchangeable, they are actually distinctly different dimensions of a potential internal candidates’ qualifications:

  • Knowledge focuses on the candidate’s understanding of key theoretical concepts important to the role.
  • Skills are the capabilities or hands-on experience needed for the application of theoretical knowledge important for the role.
  • Abilities are the innate traits or talents that a person brings to the role if selected as a successor.

KSAs are the core competencies used when assessing talent and can create a better picture of a potential candidate’s strengths and weaknesses. These are useful in creating your organization’s internal promotion and talent development programs, and it’s essential to develop a KSA profile of each internal candidate to determine whether their attributes align well with a specific role. 

To begin, your internal mobility team can start building KSA profiles by asking these questions:

  • Where does your organization see the role evolving in the next three to five years? What skillsets will be required to evolve with the role? 
  • What unique or specialized competencies are necessary to succeed in the role?
  • What qualities should the internal candidate possesses in order to thrive in the role and meet your organization’s business objectives?

Then, when identifying individual employees as potential internal candidates, consider assessing the following traits:

  • Flexibility and willingness to change roles or work environments
  • Interest in professional development, taking on new projects outside of their duties and learning new skills
  • Good communicators who work well with multiple teams and departments

When completed, the results of a skills audit should be aggregated into a report to obtain a clear view of existing skills and knowledge within your organization. The information you collect during the audit can then be used to support more than just your internal mobility program. It can also be applied to organizational restructuring and internal promotion, as well as help conduct effective succession planning.

PeopleScout Jobs Report Analysis – April 2021

Posted on by nfuqua

The U.S. economy gained 226,000 jobs in April. The numbers fell far below economist expectations, even as vaccinations increase, and COVID-19 cases decrease across the country. The report comes one year after the economy shed 20.5 million jobs in April 2020, at the start of the pandemic. The unemployment rate rose to 6.1%. Year-over-year wage growth was at .3%.

jobs report infographic

The Numbers

+266,000: Employers added 266,000 jobs to the U.S. economy in April.

6.1%: The unemployment rate rose to 6.1%

.3%: Wages rose just .3% over the past year.

The Good

April’s jobs report was largely disappointing. As the New York Times reports, economists had expected job growth as high as one million. However, there are a few bright points. leisure and hospitality, the sector hit hardest by the pandemic, led job growth with 331,000 new jobs. Additionally, labor force participation increased to 61.7% in April, marking the second straight month of growth, and suggesting that more Americans are reentering the workforce.

The Bad

Despite COVID-19 numbers trending positively, the Wall Street Journal reports that many employers are still cautious about ramping up hiring. Additionally, sectors that grew during the pandemic saw some job losses in April, including temporary work and transportation and warehousing. Manufacturing shed 18,000 jobs due to supply chain issues in the auto industry.

Additionally, year-over-year wage growth fell sharply in April, however these numbers come exactly one year after more than 20 million jobs were lost. At that point, wage growth increased drastically, as higher wage workers were more likely to retain their jobs, while lower wage workers were more likely to experience layoffs. That shift caused the average wage to rise, and the trend will impact wage growth numbers for months to come.

The Unknown

Economists disagree on the cause of April’s disappointing report. According to NBC, Treasury Secretary Janet Yellen ascribes the low numbers to the volatility of a recovering economy. Others have argued that enhanced unemployment benefits may be keeping some people at home, while yet another group argues those benefits have been necessary to keeping food on the table for many families. The New York Times reports a more complicated story, particularly in the restaurant industry, as some workers look to change careers for more stable industries, or express health and safety concerns.

Your Guide to Virtual Interviewing Solutions

Posted on by nfuqua

As we move forward in 2021, it’s clear that safety, flexibility and a positive candidate experience are still the most critical factors in the interview process. Additionally, many talent acquisition teams are still running lean, but will see increasing hiring volumes as the COVID-19 recovery continues. Consequently, these factors necessitate an effective technology solution to support the interview process.

When the pandemic hit, many organizations fully transitioned to or increased their use of virtual interviewing technology. But now, just one year later, it’s an essential part of a long-term hiring strategy. Specifically, virtual interviewing solutions speed up the hiring process; provide a great experience for candidates and hiring managers; and save on travel budgets – in addition to the safety benefits.

So, consider this article your guide for designing the right virtual interviewing solution for your organization and the types of roles you’re hiring for.

What is a Virtual Solution?

virtual solution infographic

Before we focus on specific tools, it’s important to recognize where the virtual interview falls in your overall recruitment process. This graphic demonstrates an ideal virtual solution. At PeopleScout, we believe that the candidate experience should be at the core of your recruitment process, and a strong candidate experience should be part of each aspect.

In an all-encompassing virtual solution, we start with recruitment marketing. This is your opportunity to share your employer value proposition and employer branding materials with candidates. For example, you can do this virtually with a tool that allows you to send automated and personalized messages to candidates through email, social media and text messaging.

Then, candidates move to the application. Here, they expect a mobile-first process that can be completed quickly – preferably within just 10 to 15 questions. The mobile-first nature of the application is especially important as most candidates search for jobs on their smartphones and tablets. In fact, one of our clients sees more than half of applicants come in through a mobile device.

Next, consider assessment as an extension of your application or the start of your interview process. One option is to prescreen individuals via text to identify top-tier candidates. Then, candidates can drive the process forward themselves by self-scheduling their interview, which can be completed through a variety of virtual interviewing tools. All of this ends with the hiring and onboarding process.

Virtual Interviewing Tools

There are five main options for virtual interviewing technology, which can be mixed and matched depending on your organization and the types of roles you’re hiring for.

On-Demand Text or SMS Interviews

cell phone

What is it?

Candidates answer a series of yes/no, multiple choice or short-answer questions via text on their own time.

How does it work?

After completing an application, candidates receive a text message or email asking if they’d like to opt in to a text or SMS interview. Then, they’re sent a series of questions that they can answer on their own time. This process is customized and automated to move candidates quickly to the next step of the process.

What is it best for?

We recommend this option for entry-level or hourly roles. It also works well as an initial screener for high-volume roles.

Why should you consider it?

Candidates are unlikely to answer phone calls from unknown numbers – which turns an initial phone screen into a long game of phone tag. Alternatively, text interviews are quick and have high rates of completion, with some PeopleScout clients seeing completion rates as high as 80%.

On-Demand Audio Interview

cellphone recording audio

What is it?

Candidates answer a series of questions by submitting audio recordings on their own time.

How does it work?

Candidates receive a link to complete the on-demand interview, in which they can respond to questions that are simply printed or recorded by the recruiter or hiring manager. Then, when the candidate is finished, they submit their answers to the recruiter for review.

What is it best for?

We recommend on-demand audio interviews for high-volume call center roles, for example, or for positions in which candidates may be currently working in non-typical shifts.

Why should you consider it?

On-demand audio interviews provide more flexibility for both the recruiter and the candidate; there’s no need to schedule a time when the recruiter and candidate are both available.

In the current world of work, it’s even more difficult for candidates and recruiters to complete an interview during a typical 8 a.m. to 5 p.m. window. Alternatively, the on-demand audio option typically takes candidates 15 to 30 minutes to complete and takes recruiters just five to six minutes to review. At PeopleScout, our proprietary talent technology – Affinix – also allows you to calibrate your interview scoring process to ensure the right numbers of candidates make it through. On-demand interviews have a completion rate of between 40% and 60%.

On-Demand Video Interview

cell phone recording video

What is it?

Candidates answer a series of questions by submitting video recordings on their own time.

How does it work?

Similar to an on-demand audio interview, candidates receive a link to complete the interview and answer questions that are written or recorded by the recruiter or hiring manager. Then, once the candidate records their answers on video, they submit them to the recruiter for review.

What is it best for?

We recommend on-demand video interviews for roles in which candidates must demonstrate their professionalism in person, such as customer service roles or flight attendants.

Why should you consider it?

Similar to on-demand audio interviews, on-demand video interviews provide flexibility for both the recruiter and the candidate. Video interviews also allow you to see how a candidate demonstrates their professionalism “in person.” In this way, it’s an ideal choice for customer-facing roles. Much like their audio counterparts, on-demand video interviews have a completion rate of between 40% and 60%.

Live Audio Interview

live audio interview cellphone

What is it?

Similar to a phone interview, candidates speak directly with a recruiter or hiring manager to answer a series of questions.

How does it work?

Think of the live audio interview as a phone interview with extra features. Candidates can dial in, and hiring managers and recruiters can use a conference line to bring in either multiple candidates or a panel of interviewers. The interview can also be recorded. Plus, automated reminders can be scheduled and sent out using the tool so that no one loses the number or shows up late.

What is it best for?

We recommend this for later-stage interviews with top candidates – especially when most of their work will be completed on the phone, like call center or virtual customer service roles.

Why should you consider it?

Compared to a traditional phone interview, you gain extra features and increased privacy for both candidates and interviewers with this option.

Live Video Interview

live video interview

What is it?

A live video interview is the best replacement for an in-person interview. In this situation, candidates speak on camera with a recruiter, hiring manager or panel of interviewers.

How does it work?

A candidate receives a link to the virtual interviewing platform. With Affinix, candidates don’t have to download or install any applications; they simply click to join the interview. Recruiters and hiring managers can also program automated reminders for interviewers and candidates.

What is it best for?

We recommend live video interviews for professional- or executive-level roles, or as a replacement for a final, in-person interview.

Why should you consider it?

With so many safety and travel concerns, live video provides a safe option for a variety of interviews that were previously in-person. In this case, the interviews can be one-on-one; with a panel of interviewers; or with a group of interviewees. Some PeopleScout clients have also used the technology for virtual job fairs. Plus, in the event of multiple participants, it also provides additional privacy protections so that candidates can’t see the contact information of other candidates, for example.

Affinix also includes chat and screen-share options, as well as the ability to record interviews. Going forward, live video interviews also provide an alternative to travel.

Interview Scheduling

While many of these options allow candidates to complete the interviews on their own time, the live options still require the process of scheduling. Fortunately, instead of the time-consuming back-and-forth, candidates can now self-schedule interviews.

An invitation to self-schedule an interview can be automated after an application or SMS interview; it can also be initiated by a recruiter. It works by allowing recruiters and hiring managers to sync their calendars with a scheduling tool or provide certain timeslots for candidates to choose from. This allows candidates to move the process forward themselves, thereby enhancing the candidate experience and saving time for the recruiter.

Putting It All Together

Depending on your organization and the roles you’re hiring for, your virtual interview process will likely include a number of stages and tools. This graphic shows one way that these can fit together.

interview funnel infographic

Implementing a Virtual Interview Solution

At PeopleScout, we recommend four steps for implementing a virtual interviewing solution. The process can be quick; in fact, in some cases, we can set up a virtual interviewing solution in as few as 72 hours.

  1. Evaluate what you need. What portions of your process are already virtual?
  2. Work with your RPO provider to implement the technology tools you need.
  3. Gather branding materials and questions you need.
  4. Train your hiring managers and talent acquisition team.

Once your virtual interviewing solution is up and running, it’s important to keep evaluating the process and testing to find the right workflow for your recruiters, hiring managers and candidates. In particular, your solution should meet the needs you have now, as well as evolve for the future.

Leveraging Technology to Improve Recruiting Efficiency and Candidate Experience

Posted on by jpatel
Leveraging Technology to Improve Recruiting Efficiency and Candidate Experience

Candidate Experience | RPO in Manufacturing

Leveraging Technology to Improve Recruiting Efficiency and Candidate Experience

This multinational manufacturing company turned to PeopleScout for full life-cycle recruiting support and a technology-based solution to hire of hundreds of retail store and service positions across the U.S. and Canada.

4,400 Total Annual Hires
77 % Increase in Annual Hires Across Commercial Service Centers
232 % Increase in Annual Hires Across Manufacturing Plants

Situation 

The client experienced less than desirable outcomes from their previous RPO provider and chose PeopleScout as a partner because of our exemplary reputation and proven winning record in volume hiring in their industry. In addition, PeopleScout provided what had been lacking in their talent acquisition strategy: technology-based solutions, market intelligence and analytics, talent consultation, and standard reporting and compliance protection precautions.

Solution 

Even with a stellar recruiting process, it would take the power of an integrated candidate management technology stack to make sure that hiring targets were being met with fewer human administrative tasks. 

PeopleScout’s proprietary talent technology, Affinix® was implemented to accelerate recruiter efficiency and enhance the candidate experience. The recruiting team leveraged Affinix’s automation capabilties to do much of the repetitive heavy lifting in the process and relied on robust analytics that turned historical data into actionable insights to identify opportunities for process optimization. 

Affinix End-to-End Process 

The Affinix experience begins with a requisition feed from the client’s HRIS, where all hiring needs are approved. 

The jobs are integrated into the Affinix Applicant Tracking System which provides: 

  • An interface to edit the job to prepare it for posting/advertising 
  • The platform that posts the job to the client’s career website built through Affinix and creates a job description and job page to post the job to media 
  • The platform for recruiters to manage all candidates during the hiring journey 

Once posted, jobs are live on the client’s Affinix career website which allows candidates to:  

  • Quickly find the job they are looking for based on keyword, location or job family through intelligent and responsive search technology 
  • Join the talent community by quickly submitting their profile information if they are not ready to complete a job application  
  • Apply for a job through Affinix’s quick apply feature, which captures all required candidate information and consent on one continuous and seamless page 
  • Automatically create a candidate dashboard to update their information, upload a new resume or change their communication preferences   

The Affinix Quick Apply application sends the candidate data to the Affinix ATS and CRM which creates a candidate record. With knockout questions built into the application, Affinix processes candidates who are qualified and sends a text or email message to the candidate inviting them to complete a pre-screen. 

Affinix Digital Interview Managment then sends pre-screen questions by text and email. With hundreds of requisitions open concurrently, the power of automation saves the recruiter the time it takes to pre-screen a candidate before the interview process. Having the option for candidates to answer pre-screen questions by SMS improves submission rate. Additionally, the recruiting team created a sophisticated scoring rubric for the technology to score the candidate based on their response.

Affinix Digital Interview then automatically advances the candidate to be invited to a phone interview if they meet or exceed the score threshold. The event scheduling functionality in the Affinix Digital Interview platform gives invited candidates the opportunity to choose a time on their own from the recruiter’s calendar availability.
Candidate information, activity and status automatically flow through to Affinix CRM. Because of the volume of qualified candidates who do not get hired, recruiters can classify candidates as silver or gold medalists, manage them in pipeline folders, and engage them with robust email campaigns. Some markets or jobs are urgent and when candidate traffic does not happen organically, the recruiters leverage Affinix Talent Matching, a sourcing platform built in the CRM.

Sourcing from hundreds of social and lifestyle sites, Talent Matching unleashes the requisition out on the open web to find relevant candidates whose profiles match the job requirements.

Since this sourcing tool is built into the CRM, sourced candidates can be added directly to pipeline folders. The recruiting team can also quickly build landing pages from Affinix CRM to be used as destination pages for pipeline-building campaigns like diversity and inclusion or new grads.

Affinix Analytics gives visibility to the historic recruiting performance by job class, requisition, location and hiring manager. Most importantly, it provides predictive analysis so that the recruiting team can take action and make corrections if needed.

Results 

The PeopleScout recruiting team meets and exceeds the client’s hiring targets because of how they masterfully leverage Affinix and its one mission—to improve candidate experience and recruiter efficiency. With Affinix:  

  • Candidates find jobs and complete job applications faster 
  • Candidates feel they are being given proper attention by getting quick responses with pre-screen questions and interview invitation, all swiftly done with automation 
  • Recruiters do less administrative tasks with Affinix managing the screening and scheduling process 
  • Recruiters can source, pipeline and engage candidates in the CRM to boost requisitions that are getting slow candidate traffic 

Affinix Success with the Client: 

  • 4,400 Total Annual Hires
  • At 265 Commercial Service Centers:
    • 1,300+ Annual Hires—77% increase from 2019 to 2020 
    • 16,000 Annual Applicants—14% increase from 2019 to 2020 
  • At 19 Manufacturing Plants Across North America:
    • 1,300+ Annual Hires—232% increase from 2019 to 2020 
    • 25,000 Annual Applicants—48% increase from 2019 to 2020 
  • Time from interview to offer decreased from 9 days to 3.4 days 

At a Glance

  • COMPANY
    Tire manufacturer
  • INDUSTRY
    Consumer Goods
  • PEOPLESCOUT SOLUTIONS
    Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES
    4,400
  • LOCATIONS
    265 retailer service centers and 19 manufacturing plants
  • ABOUT THE CLIENT
    This multinational manufacturing client specialized in rubber and tire manufacturing. It has multiple manufacturing plants across the U.S. and Canada as well as hundreds of retail service centers.
Let’s Connect

 

Feedback Loop: The Key to a Strong Employer Brand (That You’re Probably Missing)

Posted on by nfuqua

A good candidate experience is based on a strong employer brand. But, many employers are missing basic steps that can have a drastic influence on how candidates perceive those organizations. In particular, they’re lacking processes to provide feedback to candidates and gather feedback from candidates.

In the recruitment process, feedback should go both ways. Employers should gather feedback from candidates about the experience, but they should also provide feedback – especially to candidates who make it deep into the selection process.

The Candidate Experience Gap

When employers around the globe rate the candidate experience they provide, they often give themselves good scores. However, when candidates are asked to rate their experience, they often have a very different opinion.

For example, in recent surveys by HRO Today and PeopleScout, 65% of companies in North America; 59% in Europe, the Middle East and Africa (EMEA); and 84% in Asia-Pacific (APAC) rated their candidate experience as “good” or “excellent.” At the same time, only 5% of candidates in both regions rated their experience as excellent.

That is a massive gap and, at the end of the day, it’s the candidate’s opinion that matters. That’s because the effect of a bad experience can be severe. In fact, research by Deloitte shows that 80% of disappointed candidates will share their experience – and that has serious consequences for an organization’s employer brand.

Additionally, candidates are consumers. In research we completed with one of our telecom clients, we found that disappointed candidates actually canceled the service of that employer – and the potential impact of this was was worth millions of dollars to the bottom line based on the number of applications received in a typical year.

Finally, a bad candidate experience can also mean that employers miss out on the best talent. If another company offers a strong candidate a better experience, that candidate will likely choose that employer. This gap also illustrates that, while employers need to provide a good candidate experience, they also need the right metrics to determine just how good their experience is. And, where should that data be coming from? Candidate feedback.

Gathering Candidate Feedback

In the same HRO Today and PeopleScout surveys, employers reported significant challenges in capturing candidate feedback. In EMEA, 39% of employers said that one of their top candidate experience challenges was that they had “no formal way to capture candidate feedback.” On the flip side, only 26% of respondents in EMEA always ask for candidate feedback, whereas 44% never ask for it.

In North America, the numbers are only slightly better. In that survey, 31% of respondents rated “no way to capture candidate feedback” as a top challenge. And, while 32% reported that they never asked for feedback, only 21% claimed that they always did.

Similarly, in APAC, 23% of respondents cited “no way to capture candidate feedback” as a top challenge. However, far more employers in the region said they already collected feedback. Specifically, 46% said that they always did, while just 10% reported that they never did.

no formal way to capture canddiate feedback grahp
frequency of measuring candidate experience graph

Why is this so important? At PeopleScout, we work with clients to develop and test authentic employer value propositions and employer branding materials based on research, and a critical component of that research is understanding how candidates perceive an organization. A strong employer brand evolves over time as talent acquisition teams constantly test small adjustments; without candidate feedback, employers won’t know if those adjustments resonate with candidates.

We all know the process for providing feedback in the consumer space. After we get food delivered, we get a pop-up on our phone asking if we liked the food and how the driver did. Likewise, if we purchase a new pair of jeans or a television, we receive an email asking us to write a review of the product. Companies can then use that information to improve their products and services.

In the same way, the practice of asking for feedback should be integrated throughout the candidate experience. This can mean a screen at the end of an application asking the candidate to rate the application. Or, it can be a short text sent to a candidate asking them to rate their virtual interviewing experience after they complete an on-demand interview. It could also be a short questionnaire sent after a candidate completes a final interview – asking if the interviewer was on time and prepared, or if the candidate felt as though they were able to showcase their strengths.

Providing Feedback

As important as it is to gather candidate feedback, the feedback flow can’t just move in one direction. Employers should also provide feedback – especially to candidates who make it to the final round of interviewing. Unfortunately, the likelihood of that is greatly dependent on location.

The HRO Today and PeopleScout survey found that, in EMEA, more than half of respondents made it standard practice to provide feedback after a face-to-face interview, while only 13% of employers never provided it. However, the situation is vastly different in North America, where only 21% of employers reported that they always provided feedback, while 39% never did. In APAC, the numbers landed in the middle, with 38% of employers stating that they always provided feedback and 12% saying that they never did.

feedback to candidates after face to face interviews

This is a significant missed opportunity for employers. By the time a candidate reaches the final interview stage, not only have they invested a considerable amount of time and effort into an organization, but the employer has also poured a considerable amount of time, effort and money into recruiting this candidate. As such, a candidate who has invested so much time and effort into an employer can only feel an even deeper sting from a rejection, as compared to a candidate who failed to advance earlier in the process. Plus, in Europe, one survey found that candidates ranked providing feedback and providing a reason for rejection as two of the top three most important components in delivering a positive candidate experience. The only other factor in the top three was providing a short, easy application.

Additionally, by the time a candidate reaches the final interview, the recruiter and hiring manager have clearly seen potential for that candidate to be a great employee. And, while a candidate who finishes in second or third place in the recruitment process may not be the best fit for that role at that time, the candidate still has the potential to be a great employee at some point in the future. This makes it even more critical to provide meaningful feedback.

More precisely, providing feedback at this point in the process accomplishes two major things for candidates: First, it provides candidates with something in exchange for the time and effort they’ve put into your organization. While the candidate may or may not have received a job offer, feedback that they can use as they move forward in their career is the next-best outcome; often, candidates may receive a generic email or – even worse – no communication at all. Additionally, the feedback provides candidates with actionable steps that they can take going forward if they want to apply to your company again in the future. If the candidate was a close match, the feedback you provide after this interview could help them become the ideal candidate the next time they apply.

Feedback Loop

These surveys reveal critical information about the importance of feedback – both gathering it from candidates and providing it to candidates – at a critical time for employers. With high unemployment across the globe due to COVID-19 and the upcoming “Great Rehire” as world economies recover, employers are already seeing large application volumes and will soon see increased competition for talent.

That combination makes a good candidate experience especially important: When a large number of candidates have a bad experience, it can do significant damage to an organization’s employer brand. Furthermore, the best candidates won’t stay on the job market for long. A poor experience can mean losing out on the best talent at a time when the right people can aid in a strong recovery. Therefore, now is the best time for employers to develop their processes for giving and receiving feedback.

Check out the full report from HRO Today and PeopleScout, How HR’s Response Defines Employer Brand.

Managing Candidate Volumes During the Great Rehire

Posted on by nfuqua

As employers continue their recovery from the COVID-19 pandemic, many face the same two challenges: Applications are up and talent acquisition teams are lean, which leaves a smaller team to sift through mountains of job applications.

At the same time, the pressure to find and hire the best candidate is high. After all, top talent can help speed a recovery. And, while the hiring process needs to be fast, it can’t leave out top candidates. So, let’s examine strategies for managing high candidate volumes that can help employers stand out during the Great Rehire.

HR Outsourcing

Challenge: Our organization needs to scale quickly to make a large number of hires, but our team doesn’t have the bandwidth to handle the volume.

One key pillar of value for HR outsourcing solutions – like RPO; on-demand or project based RPO; or Total Workforce Solutions – is the ability to scale seamlessly as hiring demands shift. Conversely, in an internal talent acquisition team, it can be difficult – if not impossible – to scale up quickly to handle a higher number of hires and then scale back down when hiring volumes shrink. Consequently, many organizations find themselves initially making a large volume of hires to staff up new locations or during a peak season, but then hiring volumes return to normal.

What’s more, businesses in industries hard hit by COVID-19 will see especially high numbers as the economy continues to recover. For these organizations, RPO providers – specifically, on-demand or project RPO solutions – can help fill the gaps by providing focused support based on the needs of individual organizations.

For instance, at PeopleScout, we bring expertise and insights from across our client base, as well as the people needed to handle hiring spikes. Our industry-specialized flex team of recruiters can be activated on short notice, and our global delivery centers provide 24/7 support and recruiting capabilities that enable a faster recruitment process.

An RPO provider can also provide broader solutions – like bringing technology expertise to add automation or virtual interviewing solutions; or providing talent advisory services to improve employer branding, assessments or job posting strategies.

Technology Solutions

Challenge: Our team is too bogged down in repetitive work; the process of screening candidates and scheduling interviews takes too much of our recruiters’ time.

COVID-19 has exposed technology gaps for many employers. In the early days, many scrambled to implement virtual hiring solutions so that they could keep their talent acquisition functions moving. Now, as the pandemic passes the one-year mark, employers face a different challenge: Is their technology built for scale?

When facing high candidate volumes, recruiters can easily get bogged down in repetitive administrative tasks. For example, they might get caught in a game of phone tag trying to schedule interviews; answering simple questions from candidates; sending emails to keep their talent communities warm; and sourcing candidates for hard-to-find skillsets. As a result, that leaves little time for higher-value activities, like communicating with top candidates.

However, robotic process automation (RPA) can lift some of the load. This technology utilizes bots to replicate human actions for time-consuming, but straightforward administrative tasks. And, while it can be used to screen résumés, it can also go far beyond that.

For example, RPA can be used to deploy chatbots to answer simple questions from candidates 24 hours a day. A chatbot can also be used in automated candidate screenings to ask questions about a candidate’s skills, education and experience – either online or via text. Best of all, in addition to saving time for the recruiter, this technology also improves the candidate experience by allowing them to get answers more quickly and feel as though they’re driving the recruitment process forward.

RPA can also be used to automate emails, social media posts and other employer branding campaigns. Right now, many organizations are building candidate pipelines and keeping talent communities warm as they prepare to make hires. In this way, RPA can be used to send messages to these communities – keeping candidates engaged and keeping your company top of mind.

Interview scheduling tools can also prove to be a significant time-saver for recruiters. As an example, with Affinix – PeopleScout’s proprietary talent technology – recruiters can avoid the back-and-forth of scheduling interviews with candidates by automating the process instead. Specifically, a recruiter can sync their calendar with the tool and provide candidates with a link to schedule the interview at a time that works best for them.

These tools can then be combined into a virtual solution that spans from recruitment marketing tools all the way through onboarding. And, as the recovery continues, many employers are finding lasting benefits from adopting these strategies.

Candidate Generation & Assessment Strategies

Challenge: We’re seeing high applicant volumes, but we want to make sure the people we hire are interested in the role for the long-term; we’re worried about high turnover as the economy improves.

As employers hire in 2021, they face a mountain of applications. This includes both candidates who are excited about the role and see it as a long-term step in their careers, as well as candidates who are looking for the role now, but don’t necessarily want to stay in the role or at the organization for the long haul. But, how do you differentiate between the two?

One option is to adjust your candidate generation and assessment strategies to attract and hire the employees with the passion, purpose, and mindset that best match for the organization and the role. For instance, to showcase an honest and authentic employer brand, write honest and authentic job postings. By tailoring your employer brand and job postings to attract only candidates who are truly qualified and interested in the role, you’ll save recruiter time by eliminating the résumés of candidates who aren’t qualified or aren’t excited about the role.

As an example, one PeopleScout client previously wrote job descriptions with an overly positive view of their open positions – without mentioning the more challenging elements. And, although they received a high number of applicants, as those applicants moved through the process, many realized that they didn’t want the job. Meanwhile, others accepted the job, but the turnover rate was high, which was expensive and wasted time for both the recruiter and the hiring manager.

In response, PeopleScout worked with the client to make the job postings more realistic about the challenges, in addition to providing a real preview of what the job would look like. In the end, the client received fewer applicants, but turnover in the role dropped significantly. The client also saved hundreds of hours in hiring manager and recruiter time.

Employers can also adjust their assessment process to identify candidates who can succeed and grow in the role by evaluating their passion, purpose and mindset. This means assessing candidates to find out if the candidate has the enthusiasm for the work; finds purpose in the role and at the organization; and has the right mindset to grow and learn.

Bringing It Together

Combining these strategies in the right way for your organization can help manage the high candidate volumes we expect to continue during the economic recovery from COVID-19. Furthermore, many of these tools and strategies will continue to show their value when unemployment is low. RPO providers and on-demand or project-based RPO can help manage yearly hiring spikes; technology tools will continue to free up recruiter time; and job posting and assessment strategies that guarantee the right cultural fit will continue to result in better talent and higher-performing teams. And, for talent leaders in 2021, solutions that deliver immediate results and lasting benefits will drive success.

Workforce Recovery Strategy: Total Workforce Solutions & the Great Rehire

Posted on by edyson

Human capital is both the most important asset and the single largest operating expense for most organizations. It’s also a constant concern for talent leaders who fear that they don’t have – or can’t acquire – the right mix of top-tier talent.

What’s more, the COVID-19 pandemic has caused employers to increasingly turn to a mix of contingent and permanent labor.

That’s because this allows them to expand their talent base quickly, provides greater cost savings and delivers a more flexible talent acquisition strategies for navigating the Great Rehire.

However, talent acquisition strategies have different meanings depending on whether you’re a procurement professional, talent acquisition specialist or business stakeholder.

These disparate points of view stem from the fact that organizations have largely leveraged distinct talent strategies, systems and processes for different classifications of workers, with each worker classification existing in its own talent silo.

So, how can organizations overcome the complexities of their talent management program to recruit the right mix of contingent and permanent hires they need during the Great Rehire and post-COVID-19 recovery?

In this article, we’ll explore how Total Workforce Solutions (TWS) as a talent acquisition strategy can help your organization: streamline the talent acquisition process for all labor categories, provide greater workforce visibility, improve talent flexibility and drive cost savings.

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What is a Total Workforce Solution?

Total Workforce Solutions provide a centralized view and model for obtaining necessary talent across an organization – both full-time employees and contingent workers (including temporary workers, independent contractors, freelancers and statement of work [SOW] providers).

With a Total Workforce Solution, organizations can improve value and compliance, as well as reduce risk with full-cycle, scalable RPO and MSP programs, or select specific services under each offering to meet specific talent acquisition process needs.

Integrating RPO and MSP talent management into one program also provides organizations with a competitive edge when it comes to understanding their talent needs and their ability to fulfill them.

The Case for TWS as a Talent Acquisition Strategy During the Recovery 

talent acquisition strategies

COVID-19 has altered the calculus for hiring contingent workers, as well as laying off permanent employees.

For example, in the United States, during the months in which the government paid additional unemployment benefits, some organizations hiring for low-skill, blue-collar jobs found that it was more challenging to find talent at the right cost because unemployment benefits could put more money in candidates’ pockets than the job opportunity.

These factors may also be compounded by the uncertainty surrounding COVID-19 going forward, which is forcing many organizations to recalibrate their labor management.

And, with less certainty of future demand, employers are less likely to hire permanent positions; so, they may use contingent and contract workers instead to meet their current labor needs.

Therefore, the case for TWS as a COVID-19 talent acquisition strategy is built upon its ability to view your talent program holistically – rather than by its individual components – which, in turn, provides the following benefits.

Efficiencies Through Standardized Processes

A well-executed TWS program unifies and improves the entire chain of previously disjointed hiring practices for permanent and non-permanent workers alike.

For instance, a TWS provider works with procurement, hiring managers, recruiting teams and stakeholders to piece together a holistic view of your entire talent program.

Then, the information gleaned from exploring your talent ecosystem better enables the TWS provider to design standardized processes for everything from employer branding to posting jobs, interviewing, screening, verifying and onboarding.

Furthermore, the centrally managed talent program designed by a TWS provider concentrates knowledge of talent acquisition strategy, practices and business requirements in one place.

This allows the TWS partner to serve as a dedicated adviser on all sourcing and hiring matters, as well as offer better guidance on standardization and quality practices across the board.

Greater Compliance

When an organization begins to bolster its contingent workforce, it opens itself up to increased compliance and liability risks associated with non-permanent employees.

The most common risks include worker credentialing, worker misclassification, co-employment issues, unemployment claims and workers’ compensation claims.

Without a doubt, avoiding costly compliance violations is essential to recovery as the economic uncertainty from the pandemic continues. 

However, TWS providers are experienced in tackling these compliance issues.

Specifically, TWS providers have proven compliance procedures for independent contractor qualification, worker classification, exempt versus non-exempt policies, Statement of Work management and more.

As a result, organizations that enlist a TWS partner gain instant access to these resources and can better navigate the complex – and often difficult to manage – compliance landscape across multiple geographies.

Improved Analytics & Visibility

employee recruitment strategies

Meanwhile, TWS partners with the right technology can also consolidate your talent tools – such as applicant tracking systems, candidate relationship management systems and vendor management systems – into one view. Integrating these tools into one solution provides views into internally available talent and recruiting needs, as well as the efficiency of hiring and sourcing processes.

Likewise, predictive analytics should be a part of any TWS program.

This technology can process data about time-to-fill, cost-to-fill, quality of hire and more to determine whether the best talent for a role wants to work full-time or as a contingent worker, as well as finding talent and reaching those people.

Similarly, predictive analytics can also provide an early warning system to alert organizations that they may have issues finding a certain type of talent in a certain location.

This is especially valuable for organizations that are short-staffed due to business disruptions brought on by the pandemic.

Better Workforce Planning & Demand Management : Finding Talent

Total Workforce Solutions also drive financial advantages – like cost savings from better workforce utilization, improved demand management, and lower service and vendor management costs – than previously decentralized programs.

Strategic benefits include increased access to global expertise; cross-trained and fully integrated implementation teams; and insights and advice across your entire talent spectrum.

And, because Total Workforce Solutions consolidate permanent and contingent talent pools into one program, organizations are better able to source the right talent in any situation.

For example, a manufacturing company may need data specialists to pinpoint emerging markets.

In this case, a Total Workforce Solutions provider can help with finding talent– as well as determine if the role is best suited for an FTE, temporary workers, or project-based independent contractor or SOW provider.

Employer Branding

When permanent and contingent labor are managed under one program, it’s easier for organizations to portray a cohesive employer brand to all labor categories.

Now, more than ever, this is essential as candidates of all labor types want to know how organizations are handling workplace safety; if employers offer remote work options; and how the overall pandemic response has been.

Plus, a total talent program can help you retain a competitive edge by communicating your employer brand to candidates; improve candidate engagement; and increase brand recognition and reach among in-demand talent.

Strategic Talent Acquisition Brings Greater Workforce Flexibility

TWS providers can also help your organizations adjust and adapt – not only to current changes, but also to unforeseen changes in the future.

COVID-19 has proven that this additional flexibility is crucial as pandemic-related work stoppages and interruptions can be better managed for greater business continuity. 

Moving from decentralized talent acquisition strategies – with siloed decision-making and a lack of visibility across employees and non-employees – to a holistic view of the entire talent spectrum will also allow you to be more flexible and adaptable.

Then, you can engage the talent you need for any role within your organization and decide whether full-time, contingent, freelance, contractor, remote or on-site employees are the best options to get the work done. 

TWS & Talent Acquisition Strategies for Evolving Workforce Dynamics

In response to the pandemic, the global workforce saw an incredible surge in remote work as organizations’ permanent and non-permanent employees looked for safer alternative work arrangements.

However, even prior to the pandemic, full-time and contract employees were already embracing flexible work options that allowed them to work remotely, as opposed to on-site. Now, it’s unlikely this trend will subside as more workers are used to these arrangements.

Meanwhile, in the shuffle of layoffs, reorganizations and remote work following the pandemic, both well-being and inclusivity became priorities.

Stress about health and job security – along with potential 24-hour work cycles due to remote arrangements – forced organizations to become more intentional about the well-being of their workforce.

Consequently, the availability of mental health resources; flexibility for family and childcare; and a focus on communication are now widely practiced strategies for maintaining engagement and productivity across all worker categories.

To that end, organizations now need to ensure that isolated workers don’t fall through the cracks in a physically isolated virtual work environment.

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At the same time, a widespread social and cultural shift toward diversity and social justice has compelled organizations to become more active in building inclusion in the workforce and in establishing a presence in the community.

A TWS partner can assist your organization in meeting these new and overdue shifts in the workplace by: deploying strategic talent acquisition technology to help reduce unconscious bias in hiring; communicating with and engaging all portions of your workforce; and consulting on employer branding to ensure your organization connects with the evolving needs of workers.

TWS represents the next wave of progression in the world of work. In the pandemic talent landscape, it’s not just workers who must be agile and adaptive to stay competitive.

Moving forward, merging permanent and contingent talent strategies will become a priority as more organizations begin to consolidate processes to better compete for scarce workers.

From total talent visibility to the optimization of total labor spend, the multifaceted effect of a Total Workforce Solution program is a powerful concept that represents the future of talent acquisition strategies and process post-COVID-19.

Women in Manufacturing

Posted on by suhlarik
Women in Manufacturing

Women in Manufacturing

A leading manufacturer turned to PeopleScout for a unique, technology-powered candidate attraction campaign to increase women in their workforce.

A PeopleScout manufacturing client operates in an industry that has historically been male-dominated, but the client wants to change that perception. The manufacturer partnered with PeopleScout with the goal of increasing the number of female applicants and hires.

PeopleScout worked with the client to develop the Women in Manufacturing campaign. PeopleScout interviewed nearly 20 women who work in roles across the company and who love their jobs. Using this information, PeopleScout built out candidate personas to target women interested in the industry, and created a campaign featuring real women who work for the client.

Using Affinix®, we built a dedicated landing page and talent community for female candidates. On International Women’s Day, the four-week campaign, Women in Manufacturing, launched to showcase the woman-friendly, inclusive culture at the company. The campaign features employee spotlights, videos and stories to showcase how women are integrated into the culture of the company and integral to the company’s success.

The campaign features profiles of women who work in a range of manufacturing positions.
Employee profiles feature advice and insights for female job candidates.
The customized, targeted landing page was created with Affinix. 
The campaign is featured on the company’s social media accounts.

“To make a lasting change, you need to consider both your stakeholders and the sustainability of your effort. Throughout the process of brainstorming, designing, and executing our Women in Manufacturing recruiting campaign, the team has balanced the technological, brand consistency, and tactical challenges to produce a thoughtful program of materials to support us. Through rapid, data-based decision making, they have quickly adapted to the fluid needs on an ongoing end-to-end recruiting campaign.”

– Matt W.

Director – HR Strategy, Analytics, & Talent Acquisition

At a Glance

  • COMPANY
    Manufacturer
  • INDUSTRY
    Manufacturing & Industrial
  • PEOPLESCOUT SOLUTIONS
    Talent Advisory, Affinix
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Improve Your Employer Brand Using Employer Review Sites

Posted on by jpatel

An organization’s employer brand is often in the hands of its candidates and employees. And, when it comes to employer review sites, the fate of your employer brand is – quite literally – at their fingertips. In fact, according to data from Workplace Trends, 72% of job-seekers share their experience on online employer review sites like Glassdoor. What’s more, recent research from Deloitte found that 80% of candidates who experience an unsatisfactory recruitment process will openly tell people about their experience, and one-third of those candidates will do so proactively.

But, what does this mean for your organization? Unfortunately, negative reviews from both candidates and employees can have a huge influence on your bottom line. For example, per CareerArc, 62% of consumers have stopped buying from an organization that treats its employees poorly. Plus, an Indeed survey found that 95% of workers said that if they were considering a new job opportunity, insight into the company’s employer reputation would be somewhat (33%) or extremely (62%) important. As a result, a poor employer brand reputation could cost your organization millions as productivity decreases due to a reduced candidate pool and consumers stop supporting your business.

So, how can organizations take control of their employer brand and overall online reputation? Well, recent studies from HRO Today and PeopleScout show that organizations globally are planning to invest more heavily in social networking, consistent monitoring of employer review sites, and a greater use of employees as brand advocates.

However, while these steps are important to improve your employer brand, many organizations are unsure of where to start; they may also lack knowledge of best practices for these strategies.

Therefore, in this article, we’ll help you improve your employer brand by outlining how to establish ownership of your organization’s presence on employer review sites like Glassdoor and Indeed; offer best practices for responding to reviews; share tips on how to effectively leverage employee brand advocates; and highlight some popular employer review sites that organizations should be familiar with.

Establish Ownership & Claim Your Employer Review Site Profiles

The first step in establishing an employer brand plan for review sites is to establish who in your organization will own the initiative. Specifically, it may make sense to have your HR team manage the employer review site accounts because they are likely familiar with sites like Indeed and Glassdoor that offer job-posting functionality, in addition to candidate and employee reviews.

However, it can also be beneficial to form partnerships across departments to holistically manage your organization’s employer brand. For example, your communications team can assist HR in crafting responses to reviews that align with your brand standards for tone and voice, as well as provide up-to-date information on awards and accolades. In addition, HR can lean on the marketing team to maintain an active social media presence for your company, as well as work to optimize search results by managing SEO and creating content to combat potentially negative reviews and keywords.

After establishing who will take ownership of the management of employer review sites, claim your profiles. This can be done at no cost by verifying the profile as an employer and creating an employer account to edit and manage the profile.

Plus, with an employer account, you can add valuable information to your profile for candidates to view, such as:

  • Salary and compensation details
  • Explanation of benefits offerings
  • Company mission, vision and values
  • Overview of company culture
  • Logistical information (location, total number of employees, revenue, competitors, etc.)
  • Unique initiatives
  • Remote and flexible work policies
  • Diversity, equity and inclusion programs
  • Photos of employees, events and offices
  • Industry awards and accolades

It’s worth noting that, according to Glassdoor, 75% of active job-seekers are likely to apply to a job if the employer actively manages its employer brand. You can do this by responding to reviews, updating your business profile, and sharing updates on the culture and work environment. Furthermore, building a robust profile on the employer review site will allow candidates to gain a better understanding of who your company is, what you stand for and what it would be like to work for you.

Respond to Reviews – Both Positive & Negative

Responding to reviews is perhaps the most important method in creating a strong brand presence on employer review sites. And, while both types of reviews can be easy to view and dismiss, leaving thoughtful replies is a guaranteed way to show candidates and employees that you care – regardless of whether the feedback is positive or negative. In fact, 80% of job-seekers who read reviews on Glassdoor say their perception of a company improves after seeing an employer respond to a review.

Some best practices to keep in mind when responding to reviews:

  • Address the reviewer by name (for non-anonymous reviews) to establish a personal connection
  • Thank the reviewer for their feedback
  • Acknowledge positive feedback
  • Address any concerns mentioned
  • Offer advice on any relevant next steps

Here are some examples of how to reply to common types of reviews:

Leverage Employee Brand Advocates

While organizations have little control over who will leave reviews – especially reviews with primarily negative feedback – they can proactively build up a strong body of positive reviews by leveraging employee brand advocates. These are employees who advocate for an organization and generate a positive image of the brand via online and offline channels. It’s important to note here that, when encouraging employees to leave reviews, you should emphasize the value of honest, candid reviews; employees should not feel pressured to paint a certain image of your organization.

Consider the following ideas to encourage employees to leave truthful, positive reviews that will help improve your employer brand:

New Hires

New hires are a great place to start when gathering positive reviews. That’s because the application, interviewing, and onboarding process is still fresh in their minds and they recently chose your organization as their new employer. So, ask new hires to leave a review on their hiring experience when they first start, and encourage them to update it after their first 90 days.

HR, PR & Marketing

Another good place to start is by requesting that members of your HR and marketing teams write reviews. Members of these departments already have a good understanding of the importance of employer review sites and are likely willing to leave honest reviews that highlight your organization’s strong points.

Promoted & Awarded Employees

If your organization recognizes employees for outstanding work with awards or honors, these workers can also be an excellent source of positive reviews. The same can be said for employees who have recently been promoted. A good practice is to establish a system that reaches out to these employees with a congratulatory message alongside a call to action to post online about their experience working at your company.

Employee Resource Groups

Employees who voluntarily join employee resource groups in addition to their daily responsibilities are already likely to be highly engaged within your organization. So, tap into these groups of employees and request that they leave reviews based on your organization’s culture and commitment to diversity, equity and inclusion – something Glassdoor provides ratings on and many candidates are interested in.

Regular Requests

Finally, managers should be empowered to regularly encourage their team members to leave reviews. This can become a regular practice during performance meetings, as well as after the completion of a big project or when hiring season is afoot. Likewise, if your organization offers flexible work arrangements or other unique perks, employees should be encouraged to share emotive experiences of how these benefits have affected their lives.

Employer Review Sites to Consider

Because there are a variety of employer review sites out there, it can be hard to keep track of them all. So, we compiled this list of the top 10 you should monitor to improve your employer brand for long-term success.

  • Glassdoor: Current and former employees can anonymously review companies; submit and view salaries; as well as search and apply for jobs.
  • Indeed: Candidates can upload a résumé and browse reviews and salaries, while employers can post jobs, search résumés and more.
  • Comparably: Includes information on employers, brands, salaries and company culture.
  • FairyGodBoss: Women’s career community for career advice, job openings and company reviews.
  • Kununu: Employer reviews, salary data and culture reviews from those who know best: employees and applicants.
  • Google Reviews: Business reviews appear next to your company’s listing in Maps and Search. These can help your business stand out on Google, which is the leading search engine.
  • InHerSight: Here, candidates can find company reviews and ratings; get matched to jobs; and connect with a community of women navigating the workplace.
  • Vault: Known for its influential rankings, ratings, and reviews on thousands of top employers and hundreds of internship programs.
  • CareerBliss: Candidates can find jobs, research salaries and read reviews with a focus on company culture.
  • TheJobCrowd: This UK-based employer review site is focused on helping recent graduates in their early careers.

As recruitment processes and the world of work continue to take digital shifts, employer review sites will become increasingly important in making or breaking a candidate’s decision to join your organization. And, while you certainly can’t control every review, you can be proactive in taking charge of your employer review site presence by regularly responding to reviews, leveraging employee advocates, and monitoring what candidates and employees are saying about your organization online. In doing so, you’ll improve your employer brand by creating a strong employer brand and a positive presence where it counts – and where it makes a difference.