iHire Releases State of Online Recruiting Report
Inaugural report addresses challenges and opportunities for bridging the gap between employers and qualified talent
iHire announces its inaugural State of Online Recruiting report, highlighting the results of a survey of more than 1,650 U.S. employers and job seekers across more than 50 industries.
As employers and job seekers struggle to find the right talent and the right careers, respectively, this report identifies the challenges and opportunities for bridging the gap between these two groups.
The top survey findings detailed in iHire’s State of Online Recruiting 2019 report include:
- The quest for qualified talent is heating up: 53.5% of employers are not receiving applicants who meet their needs. When asked to cite their No. 1 challenge when recruiting through an online job board, website, or community, employers’ top two responses included: “I receive too many irrelevant applicants” (30.9%) and “I receive too many underqualified applicants” (22.6%).
- Stronger two-way communication is needed between employers and candidates: 26.4% of job seekers said their top online job search challenge was not hearing back from employers after applying and/or interviewing. However, this ghosting in the hiring process goes both ways: 5.8% of employers surveyed said “being ghosted by candidates” was their top challenge, while 4.6% cited “reaching out to applicants and not hearing back.”
- Job seekers and employers aren’t aligned on the importance of company culture: 62.6% of job seekers said they are more likely to apply to an ad if it includes company culture information, yet less than half of employers (46.1%) said they include this information in their ads.
For more insights search the keyword ihire on recruitingheadlines.com to read more
Zoho, a global, privately held company that offers the most comprehensive suite of business software applications in the industry, announced its forward momentum with more than 45 million users across 180 countries, at a revenue growth rate of 39 percent year-over-year.
This global upswing includes the addition of offices in Singapore, Mexico, United Arab Emirates, Australia and the Netherlands. The company also announced plans for a new 375-acre campus in Austin, which entails aggressive hiring plans and the expansion of Zoho University, a Zoho-funded technology school for high school graduates based in India, to the United States.
“As a private company that’s been in operation for more than 22 years, we are invested in long term growth and crafting the very best business solutions for our customers,” said Sridhar Vembu, CEO and Founder of Zoho. “Without the pressures of shareholders, we can grow with purpose. It is our imperative to invest in our employees and the communities we are in, while making sure our software remains accessible to every type of business, from small to large, whether they exist in yet-to-be-developed, emerging or fully developed markets.”
Zoho’s Global Growth Continues:
- Zoho has more than 45 million users located in more than 180 countries around the world.
- The company has experienced a revenue growth rate of 39 percent year-over-year.
In Creating a New U.S. Campus:
- Zoho has purchased 375 acres of land in south-east Austin to build a 100,000 square foot campus.
- Zoho plans to hire hundreds of employees in the Austin area in the years to come, with a focus on finding and training local talent. It will not require its employees to have a four-year degree, due to its in-house technology program, Zoho University.
Loxo, a leader in the emerging web 3.0 era, today introduced a stunning new version of their artificial intelligence recruiting platform while also announcing a completely free plan.
Loxo is a best-in-class enterprise recruiting SaaS company that specializes in using AI and machine learning to help drive better recruiting decisions. The Loxo platform also creates a unified and seamless experience by combining the features that recruiters need on a daily basis such as: ATS, CRM, email automation, SMS texting, VoIP calling, personal contact information and candidate sourcing automation.
“If Salesforce, IBM Watson, SalesLoft/Outreach.io, and the world’s most comprehensive professional directories were to combine forces and launch a recruiting technology company in 2020, the end result would be Loxo,” said Matt Chambers, Founder and CEO of Loxo. “The modern recruiting organization requires a much more sophisticated technology stack to stay competitive, however technology’s only job is to increase productivity. We are obsessed with solving our customers problems in the most efficient and simple way possible.”
Among its many features are;
- AI Enhancements: Users can adjust the criteria in their own private database and receive recommendations for the best candidates. The AI can be custom tailored for each organization on the Enterprise plan.
- Email Automation: Drip marketing campaigns to nurture talent communities, engage passive talent, manage recruitment marketing, or generate new business development and top of funnel sales pipeline.
- SMS Text Messaging: Send SMS text messages directly from the platform as standalone messages, as part of integrated text and email campaigns, or both.
Bay Area-based Mom Relaunch is announcing a partnership with Boston-area firm TechScreen to help experienced mothers return to the workforce in IT and HR/Recruiting roles. Diversity and Inclusion programs have become major initiatives for so many tech companies, so this partnership will help accelerate what many firms are already doing.
The two firms have highly complementary capabilities that would help increase the chances of enabling more moms to return to work. Mom Relaunch offers a comprehensive program to ensure that tech companies are getting talent that are ready and relevant. They provide a thorough career assessment to returners and partner with training companies to help women get reacquainted with the skills they used in their previous professional capacities or expose them to new technologies to pick up new talents. Mom Relaunch also provides the opportunity for women to gain hands-on experience with their LaunchPad program that has women working in teams on projects to further fine-tune their technical skills before being placed in jobs.
“Our mission is to help as many moms as we can to return to the workforce so that they may gain financial independence. Our partnership with TechScreen empowers our mission as it gives us the ideal tools to select the most suitable candidates for each role. Companies can also be assured that each candidate is thoroughly vetted to ensure that their skillset best matches the requirements of the role. With our team of skilled moms, we will be able to help tech companies bridge the diversity gap” said Reena Gupta, Founder and CEO of Mom Relaunch.
TMP Worldwide, a global leader in talent acquisition technologies, today announced the release of Priority Score – a proprietary machine learning model for predicting and acting upon job performance.
The new technology quickly identifies openings that are lacking necessary or receiving an inordinate amount of candidate flow and automates alerts and actions across the TalentBrew platform and into search, social and programmatic media channels.
Built on top of TMP’s job classification engine, Priority Score leverages hundreds of millions of interactions to forecast an expected performance for individual and groups of openings by using information from similar jobs in the same market. Signals are then utilized to automate steps aimed at boosting traffic for jobs at risk of underperformance and reallocating funds and effort for those jobs that are over performing.
“Incorporating predictive AI into process automation carries risks that can only be mitigated if the dataset is both extensive and carefully governed. Due to the depth and quality of our data, we’re excited to release another industry leading feature available exclusively to users of TMP’s TalentBrew platform,” explains Todd Maycunich, Vice President, Product Innovation. “Automating actions designed to drive candidate flow to jobs that need it takes pressure off sourcers and recruiters and can help save money and reframe how talent acquisition teams spend their time.”