Three Talent Acquisition Takeaways from IAEWS
Our team at GoodHire attended the International Association of Employment Web Sites (IAEWS) Fall Congress this last weekend in Las Vegas, Nevada. This "unconference" is an opportunity for key stakeholders in the talent acquisition industry to meet and discuss the current state of affairs and to collaborate on solutions for our industry's top issues.
Sessions included discussions around programmatic ad buying, the acquisition of special talent, an overview of where the industry stands, and what Mark Stoever, COO of Monster, calls the imminent "golden age of recruiting." Throughout the weekend, three areas captivated everyone's attention: data-driven hiring, mobile first design, and recruitment marketing.
The era of "big data" has arrived. Talent acquisition professionals are facing an unprecedented volume of candidate, employer, and channel data. Like other industries, the key is creating actionable insights from all of the data that can be collected. And, like other industries, talent acquisition is racing to figure out how to do that. Unearthing actionable insights is especially challenging for companies that don't have the resources to build their own data insights platform.
This is not to say there are no solutions available in the market today. Companies like Recruitics have developed enterprise solutions for tracking both the sources and their cost for job views and applies. In a conversation led by Jennifer Baker, associations discussed how smaller players in the space can also take advantage of tracking, analytics, and defining metrics for success in their respective niches.
Mobile First Design
The former Chief Human Resources Officer of Wynn Resorts, Arte Nathan, received rounds of applause as he passionately declared that talent acquisition platforms would be making a huge mistake if they continue to build without thinking mobile first. He was not the only speaker to highlight the vital effort to shift talent acquisition to smartphones and tablets. Lindsay Stanton, Chief Client Officer of Digi-Me, cited that 77% of job seekers use mobile apps in their search.
This makes sense as the volume of new graduates and millennial job seekers is growing. They want mobile experiences, and the talent acquisition process as we know it relies heavily on desktop platforms that are just now being retrofitted to be responsive on mobile. Enterprising companies like ZipRecruiter have launched easy-to-use mobile apps for job seekers, and several other companies are working to make platform and infrastructure decisions that will get them ready for mobile. We still need to find, as several attendees cited, ways to deal with the paper processes, like resumes and forms, that limit how job seekers apply from smartphones and tablets.
One of the most exciting themes to come out of IAEWS was the growing consensus to apply marketing full-cycle practices to the talent acquisition process. A highlight was Stoever's address where he declared that one of Monster's key goals is to "make recruiters into the most sophisticated marketer's possible." Not only do we need to nurture our potential applicants, but we also need to give every employee and candidate meaningful experiences that build the company brand.
This sentiment was shared by another great speaker, Matt Plummer. Citing his work as Vice President at ZipRecruiter, Plummer, too, challenged the audience to "think like digital marketers." From shifting aggregate impressions and click-through rates to more granular job posting levels, to adopting content marketing practices in the verbiage used in job postings, he reminded us all that recruiting does, in fact, need to become as creative and quantitative of a department as an agile marketing team.
It has been humbling to see the amazing collaboration and support we have been able to provide each other, as seen in events like the ReSIs Awards, celebrating true industry champions. But innovation never stops. What do you think are the most important areas for growth in talent acquisition? "‹