Ashby’s Post

The Costs Of A Poor Candidate Experience - Your cost per hire could further skyrocket if your poor candidate experience negatively impacts potential hires, causing them to decline offers. Even those qualified candidates who don’t get your offers and have a poor recruiting experience will choose to not ever apply again, refer others, have any brand affinity, and for consumer-based companies, to not be paying customers. And then there's candidate resentment.. Get the full business case on measuring your #CandidateExperience and making changes today using our confidential and anonymous benchmark research program here: https://hubs.li/Q02q9GMk0

Let's sort this out #TalentAcquisitionVacancies ... I have seen posts saying - there are green shoots, things are looking up, and things are still not too good and numerous people looking for work. So who's right? Below is a graph of this years advertised TA roles versus 2023. It's tough out there. You can't paint it differently. It's a knock on effect of less jobs across most markets - so less TA people needed and marginal gains for external recruiters to be had. If you want some insight as to where the jobs are for TA folks, then DM me. The graph is via the stats I can analyze via my good friends at Vacancysoft

✨ HUMAN POTENTIAL! ✨ Check out this article where our CEO at HireVue shares his take on the latest jobs report, consumer confidence, and what it means for hiring overall. 🤸🏼♀️ #hrtech #hiringtrends #humanpotentialintelligence

Myth: It’s only possible to get a job in today’s market through a referral. Reality: New data shows that inbound applications are rising as a source of new hires. Ashby just dropped their latest Talent Trends Report on the topic of Offer Acceptance Rates. Despite theories online about which sources lead to getting hired or even land an interview, we found some helpful answers in the data that refute such assumptions. When looking at the composition of source channels behind accepted job offers, we found: 💡Most hires come from inbound applications, growing even faster since Q1 2023 💡The fewest hires come from internal, agencies, and external job boards 💡Sourcing efforts and referrals sit in the middle as solid contributors In the comments, I’m debunking two additional myths and replacing each with tips for candidates applying to open roles. And check out our full report on OAR here: https://hubs.li/Q02ys8nW0 #ats #talentaquisition #recruiting #talentstrategy #recops #talentdata

Much more than just a CV (in fact, not even a CV) Insights™ is a unique hiring process designed to drive out waste, reduce the overall cost of hiring, improve retention, and create excellent candidate and client experiences. Insights™ goes beyond technical skills and qualifications to scientifically compare skills, knowledge, and behaviour against the role and assess the candidate's fit with the manager, team and organisation culture. Our innovative recruitment platform Insights™ employs a multi-layered, science-driven process, prioritising data over emotion. Our skills, knowledge, and behavioural approach ensure optimal matches for lasting success. INSIGHTS™ is the science behind securing and retaining top talent. #recruitmentexcellence #talentacquisition #talentmapping #retentionstrategies #recruitmentleaders #hiring2024

Cracking the code to an outstanding candidate experience can sometimes feel like unraveling a mystery. But fear not, as the journey begins with a crucial first step: understanding your company's current candidate experience baseline. Dive into exploring key metrics that offer a snapshot of the candidate's journey. Examine metrics like Offer-to-Acceptance rate, Withdrawer rate, and gender parity withdrawer/reject rate. Don't forget Survey/Post-Interview NPS and Feedback Sentiment. And, of course, keep a close eye on the promptness of hiring manager feedback—ideally within 24 hours post-interview. Also, note your company rejects more applicant than they hire what is their feedback? Once armed with these metrics, go beyond the surface to unravel the story they tell. Once you know where you are at you can start setting your Northstar! In the posts ahead, join me on a journey through the cornerstone pillars of the candidate experience. I'll provide valuable insights to help you refine your approach and cultivate an unforgettable candidate journey. Stay tuned for a wealth of knowledge, and let's collectively elevate your candidate experience. On a personal note, I'm currently available for immediate opportunities, both contract and permanent. Let's connect and explore ways to enhance your team! #CandidateExperience #HRMetrics #RecruitmentStrategies #Opportunities"

✨ It's here! ✨ The 2023 Candidate Experience Guide breaks down the top issues candidates are facing today and what you can do to address them. Better communication, upward mobility opportunities, & DEI all matter more than ever to both candidates & recruiters!  #hrtech #hiringtrends

74% The Indeed-commissioned Harris Poll survey (2024) found that 74% of hiring managers would prefer to match with qualified talent based on skills and relevant experiences instead of manually searching for them. Talents ASCEND has been matching qualified talent based on skills and relevant experience since 2018. Our Concierge Acquisition service also includes a recruiter to review the matches and initially engage with candidates. We do this so small business owners can focus on their business. The more time you spend searching for applicants, the less time you have to focus on what you need to be doing: connecting with the right people with the right skills - quality candidates. What would you rather have? A full bouquet of beautifully bloomed roses or a bunch of dried out stems that you have to waste your time getting through the thorns? Can your small business afford to keep paying the behemoth monsters who will indeed take your money without care for the results? Talents ASCEND is the best sourcing tool for small business. Unlimited careers. Unlimited candidates. Concierge recruiter. When you are ready to let skills-based matching work for your #smallbusiness, we are ready to serve. #technology #innovation

I am seeing Layne Box's post for the very first time today. Apparently he's been posting for what will be a year next week. Week #51 of unemployment is what caught my eye. I only saw this because someone I'm connected to reposted. What's the point?? Support looks like tagging, sharing, reposting, introductions, etc. It's action oriented. It doesn't just look like posting nice words with lots of emojis 🗣💥🙌🏽🍬🧚♀️👑🐶🐥🦚🌺 ANYWHO..... Can we get Layne back to work??? I really don't want him to have to post episode #52. I know I have people in my network who need Layne in a contract role hitting the ground running before the end of the year. Think of what an awesome story that will be 💭 Your employer brand will get so much love. Who's with me??? Let's see how the power of network effect works in real time 💥 Like, Share, Tag someone who needs Layne now. If Richard King says "Layne Box has an incredible background in Talent Acquisition (TA). His IQ and EQ are off the charts!! Want to raise the talent bar at your company....hire this human!!" then I believe it to be true!! #getlayneboxhired #recruiters #jobseekers #hiring #talentacquisition