iCIMS Releases "Strategies to Improve the Recruiter and Hiring Manager Relationship" eBook
- Leading cloud-based talent acquisition software provider presents analysis of hiring data across 2,300+ companies, highlighting roadblocks and offering solutions to improve the recruiting process -
MATAWAN, N.J., Oct. 28, 2014 /PRNewswire/ -- iCIMS, Inc., a leading provider of Software-as-a-Service (SaaS) talent acquisition software solutions for growing businesses, announces a new research eBook designed to provide dynamic data insights into the functional relationship between recruiters and hiring managers. "Strategies to Improve the Recruiter and Hiring Manager Relationship" is currently available for complimentary download on Hire Expectations Institute™.
"Although hiring managers and recruiters share the same goal – to fill open positions with high-quality candidates as quickly as possible – their working relationship can often become tumultuous, or worse, hinder the hiring process altogether," said iCIMS Chief Marketing Officer, Susan Vitale. "Frustrations can arise due to differing perspectives and approaches, but creating a strategy that reduces confusion and encourages thoughtful communication can turn the partnership into one of mutual support and success."
Through the analysis of more than 2,300 companies and 400,000 jobs and a survey of 375 hiring managers and 600 recruiters, iCIMS collected data on bottlenecks that arise in the hiring process and determined feasible solutions to reduce or eliminate them altogether. Some of the key findings from the research eBook include:
- Seeing Candidates through the Hiring Manager's Eyes: An analysis of the activities regularly performed by companies that reported a lower-than-average time-to-fill demonstrated that 79% of these successful hiring managers and recruiters formally discuss the job's requirements and 67% prepare screening questions and/or interview questions together.
- Smart Social Recruiting Reduces Time-to-Fill: Forty-two percent of hiring managers wish recruiters would build a pool of talent for future positions, so the company doesn't always need to start from scratch and rush to fill open requisitions or backfills. Social recruiting technologies enable organizations to gather nuanced information about candidate behaviors, preferences, and personality to inform better employment matches down the line.
- Utilize Technology to Increase Clarity and Understanding: Since 51% of recruiters said hiring managers "should do a better job communicating what they are looking for in a candidate" and "provide relatable examples," video screening can also be useful in reducing ambiguity in desired characteristics. Video screening may also significantly reduce manager review time and eliminate the costs involved for onsite meetings with candidates who are not best-fit talent.
- The Interview is the Bottom Line: Organizations with a shorter time-to-fill demonstrated significantly less time spent in hiring manager review (32% of the overall process vs. 42%) and double the proportion of time spent in interviewing stages (30% of the overall process vs. 15%).
"Even though this partnership's challenge is interpersonal to an extent, technology can play a major part in improving processes that ultimately ease tensions within the organization and lead to greater success," Vitale added. "Innovative approaches to recruitment marketing can help get both parties focused on building talent pools ahead of a requisition. Winning today's war for best-fit talent means using new techniques while also refining basics like communication. Organizations need to use a solid Applicant Tracking System as the system of record, paired with recruitment marketing automation tools and video screening technology. In a world where technology is changing how we interact, we continue to see that these methods are critical to attracting, engaging, and hiring the right people at the right time."
To view the full "Strategies to Improve the Recruiter and Hiring Manager Relationship" eBook visit iCIMS Hire Expectations Institute. iCIMS' thought leadership site offers the latest information about industry trends and best practices for employers along with related content specific to job seekers, including the iCIMS research eBook series.
About iCIMS, Inc.:
iCIMS, a leading provider of innovative Software-as-a-Service (SaaS) talent acquisition solutions, is an Inc. 500 and Software Satisfaction honoree focused on helping businesses win the war for top talent through the implementation of easy-to-use, scalable solutions that are backed by award-winning customer service. iCIMS' Talent Platform, the industry's premier candidate management solution, enables organizations to leverage mobile, social, and video technologies to manage their entire talent acquisition lifecycle from building talent pools, to recruiting, to onboarding all within a single web-based application. With more than 2,300 clients worldwide, iCIMS is one of the largest and fastest-growing talent acquisition system providers with offices in North America, UK, and China. To learn more about how iCIMS can help your organization, visit http://www.icims.com or view a free online demo of the iCIMS Talent Platform.
©2014 iCIMS, Inc. All rights reserved.
Trademarks and registered trademarks contained herein remain the property of their respective owners.
Media Contact:
Raquel Fleig
iCIMS, Inc.
732-520-7082
[email protected]
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SOURCE iCIMS, Inc.
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