With this generative AI, you can expect:

1. Generation for any job: You’re no longer confined to a job description library. Create a unique job description for any role, ensuring you accurately represent your needs.
2. Efficiency at its finest: Say goodbye to spending hours crafting the perfect job description. With our AI tool, generate multiple iterations in less than 30 seconds.
3. Your tone: Your company culture is unique, and your job descriptions should reflect that. Choose a friendly or formal tone to align with your organization’s values and branding.
4. Personalization: Our AI-powered job descriptions take your company’s information into account, incorporating your company name, description, and industry to create a cohesive and relevant job description.
5. Editable outputs: While our AI provides a strong foundation, we understand the importance of customization. Feel free to edit and tailor the generated job description until it’s perfect.

Our AI-generated job descriptions are designed to make your life easier while ensuring you attract the best talent. Simply sign up for a trial and create your first job to give it a try!

Happy hiring!

The post Get a head start: Introducing AI generated job descriptions appeared first on Recruiting Resources: How to Recruit and Hire Better.

We’re thrilled to announce the latest addition to Workable’s suite of integrations is in Open Beta – Slack! As a powerful team collaboration tool, integrating Workable with Slack will help you stay informed and keep the hiring process moving forward.

Stay in the loop with real-time updates in Slack about:

• New candidates
• Internal comments
• Evaluations
• E-signatures and offer letter completion
• Offer letter approval requests
• Completed video interviews

Each user can easily customize their notifications to ensure they receive the most relevant information. This integration not only keeps hiring managers and team members informed but also helps to accelerate the hiring process.

This is a great way to boost your team’s productivity! Workable’s integration with Slack is available now. Head over to your Integrations page to connect Slack with Workable and enjoy a smoother, more efficient hiring experience.

Happy hiring!

The post Keep things moving: Introducing Workable’s integration with Slack appeared first on Recruiting Resources: How to Recruit and Hire Better.

We’re excited to announce the newest addition to Workable’s platform – Employee Onboarding & Management features! These powerful tools are designed to enable more HR processes and help you efficiently manage your team beyond hiring.

Empower your HR workflows with:

• Custom onboarding workflows & e-signatures
• Onboarding dashboard for your team
• Customizable employee profiles
• Company org chart & people directory
• HR document management with e-signature

Combined with Workable’s existing Applicant Tracking System, we now offer a comprehensive HR platform. This expansion of Workable’s capabilities not only helps you manage your existing team but also delivers a customizable onboarding process for new hires.

Workable’s Employee Onboarding & Management features are available now in Beta. If you’re an Admin of a Workable account, simply log in to your account to activate! To learn more or sign up for a trial, visit our new Onboard & manage page.

Happy hiring, onboarding, and managing!

The post Go beyond hiring! Introducing Onboard & Manage features appeared first on Recruiting Resources: How to Recruit and Hire Better.

Resurface Candidates compliments these sourcing features by looking to another source – your talent pool. Resurface Candidates uses Workable’s AI Recruiter technology to read your job description, identify what you’re looking for, and then find the best matches in your account before you even publish your job.

So, how does it work? It matches the candidates based on keywords, prior evaluations, as well as the sentiment of your team’s comments.

Expect to cut down your time to hire and improve your quality of hire with Resurface Candidates.

It’s easier than ever to re-engage and hire candidates that you already know. Start using it.

The post Introducing our new Resurface Candidates tool appeared first on Recruiting Resources: How to Recruit and Hire Better.

The challenge

The solution

• Opening and hiring for a new international office
• Finding and hiring employees who have a passion for solving vision impairment
• Identifying candidates with experience in eye care
• Lack of standardized hiring process, leading to costly inefficiencies and redundancies

• Hire in Pakistan using localized job boards
• Use Workable Referrals to encourage employees to refer like-minded talent
• Source candidates via AI Recruiter that have the exact expertise IrisVision is looking for
• Establish a single-truth system for all recruiters and hiring managers
• Implement a cost-effective hiring solution

According to the WHO, visual impairment is reported as a serious eye health hazard prevalent across the globe. As of 2012, 285 million people were visually impaired worldwide, with 12 million in the United States alone.

For some folks, poor sight may just be a slight inconvenience that is easily catered to with prescription glasses. However, most people who suffer from low vision barely see enough to make it through the day on their own. IrisVision built a team of medical experts and tech workers who together helped materialize the idea of an all-in-one low-vision solution, the IrisVision Electronic Glasses.

This was a challenging feat – not only did this call for employees who share IrisVision’s values of creating a more inclusive world for the visually challenged and legally blind, it also called for a skill set that met the company’s operational and growth needs.

Coupled with plans to expand to international markets, the need for reliable and scalable hiring software became crucial to the success of the company. An unstructured talent acquisition method and time-consuming hiring procedures required a powerful solution.

Instead of manually searching for qualified individuals across several networking sites, IrisVision needed a tool that would help streamline the entire hiring process, from attracting top-tier talent to onboarding the selected few – minus the hassle of maintaining the candidate pipeline or manually looking for candidates who fit the job role.

IrisVision’s vision now in sight

When IrisVision signed up with Workable, it gradually overcame the above talent acquisition challenges. First off, Workable’s automated hiring process simplified the tracking of the candidates’ pipeline – including those who had applied for multiple positions.

“The referral feature on Workable was a game-changer for us. It really helped us make the most of our company’s existing resources as more people poured in!”, said Khayyam Jafri, IrisVision’s Content Marketing Manager.

Workable’s AI sourcing tool was also valuable for IrisVision’s users, enabling members of the hiring team to look up suitable candidates and find those who best fit the job description. This helped IrisVision get the best hires possible, ensuring better employee performance and greater job success in the long run.

Optimization is the way

Another core value of IrisVision is customer satisfaction, which it believes to be at the very heart of the company’s success. Its ultimate goal is to help visually impaired people regain their vision and their independence in daily life.

Because of this, the company requires capable and highly skilled low-vision coaches who can help customers get acquainted with IrisVision glasses, personally guiding and training them to make the best use of IrisVision’s breakthrough technology.

Again, Workable’s software proved to be invaluable, with IrisVision onboarding a number of key low-vision coaches and ensuring a top-quality user experience for customers.

“Workable deserves the credit for equipping us with comprehensive recruitment features that smoothed out the process of searching, identifying, and onboarding new talent,” said Khayyam. “Alongside many others, Workable helped us onboard one of our most talented team players in Brian Murphey, who was appointed as the Director of Sales with 18 years of experience in the eye care and ophthalmic products space.”

And it has a great ROI

Workable became IrisVision’s preferred choice because it offered a cost-effective solution to their recruitment needs. AI-powered sourcing, along with other popular recruiting and HR tools, was a one-of-a-kind package in its price range that turned out to be crucial in making IrisVision’s HR processes even more efficient.

IrisVision is set out to build a team of visionaries to improve eye healthcare and transform thousands of lives, and Workable is supporting IrisVision in achieving this every day.

The post IrisVision grows a team of visionaries with Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

Now imagine doing that when the talent is over 7,000 miles and multiple time zones away. That’s Singapore. Of course there’s local talent, but Singapore serves as the Asia Pacific headquarters of companies including Facebook, Netflix, Oracle, and SAP. With competition like that, imagine sourcing talent for your local startup.

Where would you turn to find candidates for specialized positions? Perhaps to the same markets that are already so oversubscribed—to London, Boston, NYC, Silicon Valley.

Sourcing tech talent in Singapore

I met with our Workable customers in Singapore and Dubai in late March and early April, to speak with the heads of recruitment at their headquarters. I also spoke to startups scaling in both locations.

TenX, based in Singapore, is an innovative new company with a focus on blockchain and virtual currencies. With a top floor office, an unobstructed view of Marina Bay Sands, interesting work and a great working environment, I figured it would be easy to attract talent for their teams. After speaking with them, I realized that this is just how they retain talent.

Attracting it is a bit more difficult.

Using an ATS with a built-in sourcing tool

It was People Search, Workable’s built-in sourcing tool that was the deciding factor in choosing new recruiting software for TenX. They proactively source around 50% of their candidates for every role—which is certainly higher than many customers I speak to in the US and UK.

People Search enables TenX to run their own Boolean searches for specific skills, universities, and markets, something they hadn’t seen in an Applicant Tracking System (ATS) before. In addition, there’s the Workable Chrome Extension. Using this means they can look up candidates anywhere online, including social media sites and specialist online communities. In one click, they can add potential candidates straight to their Workable hiring pipelines, with details including resume, social profiles, contact details and more.

Attracting talent to a new location

There’s no doubt People Search helps you identify talent faster. But that’s just half the challenge. The other half is persuading your best candidates to move to a new location.

Our guest speaker, Hung Lee—author of the popular recruiting newsletter, Recruiting Brainfood, and founder of Workshape.io—picked up on this during the event. His point was that, while you might start out searching for talent, suddenly you’re also a recruitment marketer. Only this time you’re not advertising the benefits of working at your company, you’re marketing your city or your country.

If you put yourself in the mind of a candidate being contacted by a company in a foreign location, what’s the first thing you’d want to know? Is it the salary? Your job title? The direction of the company? Probably none of these things.

“Why would I want to move to there?”

This is usually the first question. Moving continents isn’t a decision you can take based on the potential of a great office view and some excellent snacks.

The questions that follow are usually something like this:

“What’s it like?”
“Where would I live?”
“What language do they speak?”
“Would I fit in?”
“Can my family live there?”

Anticipating questions in the overseas job hiring process

Hung Lee suggests using sites like Expat Arrivals to understand and prepare for the types of questions a candidate might ask. Include this information on your careers page and make it less about job listings and more of a relocation portal. Being knowledgeable about what candidates need to know during the overseas job hiring process, builds your credibility from the start.

Including your employees’ own relocation stories and encouraging candidates to speak with them during an international recruiting process also builds trust. It can be the difference between unanswered passive outreach and your next software developer.

This type of thinking is beneficial for companies at every level, whether you’re hiring someone 7,000 or 70 miles away.

Learn how Workable can help you in recruiting for overseas jobs.

It’s not all ‘passion’ and ping pong

Your career page and initial outreach can focus on so much more than the new ping pong table, a catered lunch or your specialist coffee selection. There’s more to say about your organization than everyone’s ‘passion’ for working there. There’s an entire city and your culture to display.

Even if your candidates are only moving a short distance, it’s always worth thinking ‘What are you going to do to make the transition easy for your latest hire?’ When the best international tech talent is being snapped up fast, if your organization isn’t thinking in this way, you can bet the competition is. Think about the bigger picture for candidates, and make sure they’re getting the best possible view.

The post Recruiting for overseas jobs: Tips for sourcing and securing tech talent across continents appeared first on Recruiting Resources: How to Recruit and Hire Better.

But where do you start? If you’re like many of the Workable users I engaged with on a regular basis during my two years in account management, you’re looking for clear reports and numbers. Keeping a spreadsheet with all the hires you’ve made or all the interviews your team conducted doesn’t really portray your work. That’s because a spreadsheet is hard to maintain manually as your company is growing and, also, it doesn’t give you complex information, such as the bottlenecks of your hiring process or comparisons between different quarters and departments.

For this type of information, you need a system in place that will make all the calculations for you, so that you focus on analyzing the outcomes, improving your processes and building a case for new tools or new hires. When you come to me with this kind of request, I’ll usually show you my favorite recruiting reports – the ones that customers across all industries visit and interact with the most.

How to measure recruitment effectiveness

Recruiting reports: Most Visited

1) Current Pipeline Report

Why?

The Current Pipeline report is your recruiting snapshot. Similar to the Dashboard that you see right when you log in to Workable, this report shows you what’s going on with each job. How long has it been open for? Is the pipeline full? You can even break down each position by stage to gather more specific information: Where are the bottlenecks and what are the holdups at each stage? What areas do you need to focus on?

For example, by looking at your Current Pipeline Report, you can learn that 20 candidates have applied for the Software Engineer role, but nobody from your hiring team has screened them yet. So, you might want to emphasize on that stage now.

Here, you can view the aggregate of your pipeline stages across specific jobs or departments:

In the above screenshot, you can see that there are 193 candidates in the phone screen stage. This could be a hint that you might want to speed up this part of your hiring process, by using, for example, an auto-scheduling tool.

Who is this helpful for?

This recruiting report is especially useful if you are – or if you report to – the head of talent or HR at a large company. You’ll get a pulse on the current hiring process. Knowing this kind of high-level overview helps you shift your team’s focus to specific areas and identify priorities and opportunities for optimization.

Tip: Nearly all recruiting reports can be exported to PDF. This can prove to be incredibly helpful collateral at those quarterly meetings where your boss or someone from Finance wants an update on the hiring process and current open roles.

2) Candidate Breakdown Report

Why?

The Candidate Breakdown report is among the most exported recruiting reports. It allows you to take all of your candidate data out of Workable in a CSV file where you can do a number of things:

• Manage data by yourself on Excel, Google Sheets, etc.
• Create a mailing list to keep past candidates updated on your company
• Track and report on specific candidate information that matters to your company, such as salary expectations, years of experience, etc.

Who is this helpful for?

If you’re a Talent Acquisition or People Management specialist, you’ll find that the Candidate Breakdown report allows you to build an offline database for safekeeping. You can also derive datasets that may be used in larger scale reports.

Note that when you export and store candidate data, you need to make sure you comply with data protection regulations, including GDPR and your company’s privacy policy.

Recruiting reports: Most Interacted With

1) Historic Pipeline Report

Why?

The Historic Pipeline report has always been my favorite report to show. That’s because it measures the effectiveness of the recruitment process. Our Time to Hire report shows how long it takes you to hire for a position, but the Historic Pipeline shows you why it takes that long.

Let’s see how it works. You have probably organized your hiring process into stages. Each stage is supposed to identify the best candidates and dismiss the others. Here’s what the Historic Pipeline report looks like:

The darker section of each bar represents the number of candidates who have been left at that stage. The lighter section indicates the number of candidates who’ve been disqualified in that stage. When you only reject, for example, 10% of the candidates from one stage to the next, you’re not much closer to a decision – you’re just delaying the time to hire for a few days. In a war for talent, this delay might just cost you your next hire.

So, going back to the above example, you should probably ask yourself: is the test you’re using (personality, aptitude, etc.) hard or relevant enough? Maybe it’s time to reevaluate this test and use alternative assessment methods to screen candidates more effectively.

2) Candidate Sources Report

Why?

The Candidate Sources report explores your recruiting mix. It’ll tell you where your candidates are coming from as a whole. However, as an HR professional, you’re often more keen to dig deeper. You want to know: where are most engineering candidates coming from – and even better – where are the successful ones coming from? Are we finding engineering talent via LinkedIn? Which avenues are working and which are not? You can get these answers from the Candidate Sources report:

If you notice that your best candidates usually come from a certain job board, maybe it’s worth investing a bit more through premium postings or direct sourcing on that site. Likewise, if your referrals are not successful, you should consider beefing up your employee referral initiatives.

You can also drill down by data range and job to do some A/B testing and get interesting insights. Does rewriting your job description or changing the job title drive more candidates?

Tip: You can use the job shortlink to post your open roles anywhere on the web (niche sites, industry forums, etc.) and Workable will automatically track that source, too.

Something for everyone

These recruiting reports and metrics are useful to everyone who, one way or another, is involved in hiring: from the head of talent and the finance team to hiring managers and recruiters. Using the data you get from these reports, you can make strategic decisions based on facts, rather than impulse or out of habit; you can compare your hiring goals with the actual results, spot areas for improvement and see how your recruitment process gets more effective over time. This way, you’ll decide where your team should be spending time and resources.

These are the most popular reports among Workable customers and often the first reports that I’ll show to new users. They’re a great place to start if reporting is a priority for you. However, it’s always good to outline your company’s KPIs first. You can see a great example from one of our customers, ZeShaan at Onfido, here.

If you know exactly what you’re looking for, Workable can create it for you. I’ve worked with dozens of customers over the years to create specific custom reports. We can even connect you to all of your live data too! For more information, contact our team and we’ll walk you through our reporting suite.

If you’re in tech and want to see how your numbers stack up against the average in your region, check out Key Hiring Metrics: Useful benchmarks for tech roles.

The post Workable’s most-used recruiting reports and how to use them appeared first on Recruiting Resources: How to Recruit and Hire Better.