Brazen is helping top employers convert more candidates at the top of the funnel by offering candidates the option to chat in addition to the traditional apply now. Watch our video to learn more about how this works.

[Transcript] In the past few videos we’ve talked about your recruiting challenges and why conversations are the future of recruiting. Today, we’d like to take that one step further and dive into Brazen’s platform to show you how you can use it to attract more quality candidates.

Traditionally, recruiters have limited the number of interactions on the career site to just one. Apply Now. But passive candidates expect so much more.

The future of recruiting requires that you offer your candidates more than apply now. With Brazen’s platform you can offer your candidates the chance to chat online with your recruiters. By doing so you are improving the candidate experience and increasing the number of options the candidate has to interact with you.

Our customers are attracting twice the number of quality candidates by using Brazen. More quality candidates at the top means more quality hires at the bottom.

P.S. Can we send you an email with our awesome talent acquisition content every week or so?

We won’t overwhelm you and we’ll make it easy for you to unsubscribe if you ever choose to do so.



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Tap into some of the world’s best talent at MIT with online career fairs – Brazen







































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It’s practically impossible to tell if a candidate is going to be a good fit, based on their resume alone…that’s why many of my clients tell me they (used to) invite all the seemingly “quality” candidates to a phone interview. Why is phone screening upfront a bad idea?

Let me count the ways:

1. It increases your time to hire: Did you know phone interviews typically add 6 – 8+ days to your hiring process? (source: Glassdoor).  This may sound surprising, but think about how long it takes recruiters to first scan through multiple applications and resumes & decipher which candidates are possibly worthy of a phone screening. Then, there’s the inevitable back-and-forth via email to coordinate a time to chat, followed by hours spent conducting all those phone screens.

2. It’s not scalable: The best way to quickly identify if a candidate is a good fit is to talk to them, but that’s not always feasible–especially if you receive a high volume of applications every week or are simply short on time. Since phone interviews can take anywhere from 15-40 minutes per candidate, there’s only so many phone interviews you can realistically schedule in one day or week. (Have you ever found yourself “stuck” on the phone, talking to a candidate who you knew within the first few minutes of the call, wasn’t a good fit? Unfortunately, you can never get that time back.) This also means that…

3. It leaves candidates on the table: On top of any quality candidates that recruiters may have already missed in their resume scan (yes, good candidates can have poor resumes), there may not be time to reach all of the remaining “good” candidates quickly.  When you don’t follow up fast enough, you lose quality candidates to your competitors. According to Careerbuilder, 66% of job seekers said they would wait only two weeks to hear back until they consider the job a lost cause and move on to other opportunities. Add in the fact that the best candidates are off the market in less than 10 days, and you can quickly see how adding more time to your process is dangerous for your business. Becoming a “resume black hole” creates a terrible candidate experience, to boot…

This isn’t to say that recruiters should get rid of phone screens altogether, but it’s time to dump the inefficient “scan resume, then schedule phone screen” rinse and repeat process.  It’s not the best use of your time, and candidates would appreciate a faster, easier way to connect with you upfront, in a personalized way.

That’s exactly why we built our chat platform, so that recruiters could eliminate steps from their process and engage with candidates faster. Want to learn more? Check out how recruiters are revolutionizing their processes to reach more candidates personally and at scale, to make hires faster:

Click here to learn more about Brazen.

P.S. Can we send you an email with our awesome talent acquisition content every week or so?

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Last month we invited 50 recruiters to our office to hear what challenges they are facing and ways they are overcoming those challenges. We also spent some one on one time with a select few to capture some sound bits for a video that we created so that we could pass on the learnings from our event to the rest of the recruiting world. Watch our video for some of the key takeaways from the #HRTX event and let us know if you are facing some of the same challenges in the comments below.

Transcript

[Joe] Two of the most interesting things Ive heard today.
[Brian] Two of the most interesting things Ive heard.
[Jason] One of the challenges talent acquisitions professionals face.
[Joe] The talent that organizations need right now is very technical
[Jason] Oh my god, how do i find that data science candidate
[Susan] I recruit primarily for IT and I find it very challenging to find qualified people for some of my openings.
[Joe] Organizations are really struggling to connect and engage with passive candidates. And this all stems from the fact that the labor market is really tight right now and candidates are in the drivers seat and this is really putting a strain on talent acquisition professionals
[Jason] How do you find those individuals because its actually a walk in the park once you know how to do it.
[Brian] The number one pain point my clients are experiencing right now is process. Like what the recruiting process should look like. They don’t necessarily have a defined process. You’re flying a plane at 30,000 miles per hour and as unrealistic as that sounds you’re also trying to repair the plane mid flight
[Joe] So I think there is this huge opportunity in the industry to find ways to get recruiters outside this maintenance that they are doing. And i would say the other thing that compounds the problem is that recruiters and these professionals in talent acquisition are spending a lot of time with some of the more maintenance level tasks that come along with recruiting and talent acquisition so reviewing resumes and sending follow up emails.
[Joe] I think the challenges that recruiters and talent acquisition professionals are facing every day is something we’re working on with our clients every single day. It’s the same issues. And I’m hearing this over and over again at this event. And so I feel Brazen is really at the forefront of these challenges and helping recruiters, just like the people that are at this event, overcome.



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6 reasons employers should attend an online career fair or host their own online event to find top talent – Brazen





































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Check out our video explaining how traditional recruiting is broken and why online chat software for recruiting is helping talent acquisition professionals find more quality candidates and speed up the hiring process.

[Transcript] Thank you for joining me today to learn about why conversations are the future of recruiting. But instead of me telling you why I thought I should show you so I brought in some special guests to help. In this first scenario, we see how candidates and recruiters currently communicate. Not much going on. Looks like the candidate is moving on. And the recruiter just sent an email. Just a bit too late. Now lets see what recruiting looks like when candidates and recruiters use a platform like Brazen to facilitate meaningful online chats. Well, it looks like this time the candidate and the recruiter are chatting with each other via Brazen’s chat software. And just as I say that it looks like this candidate is inching closer to the recruiter, open to hearing more. You see, the magic happens when you allow candidates and recruiters to chat online. Which leads to faster hiring. And that’s why conversations are the future of recruiting.

P.S. Can we send you an email with our awesome talent acquisition content every week or so?

We won’t overwhelm you and we’ll make it easy for you to unsubscribe if you ever choose to do so.



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I spoke with 50 recruiters last week about their challenges and recruiting strategies and here is what I learned – Brazen





































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“I hope that recruiters really start to optimize their day and get the most out of what they do best which is to assess candidates through having conversations” says Joe Matar at the #HRTX event in D.C. last week. Check out his full video on attracting passive candidates:

[Transcript] “I think two of the most interesting things I’ve learned today is that organizations are really struggling to connect and engage with passive candidates. This all stems from the fact that the labor market is really tight right now and candidates are kind of in the driver’s seat so this is really putting a strain on talent acquisition professionals. But even with all that being said, I hope that recruiters really start to optimize their day and get the most out of what they do best which is to assess candidates through having conversations.”

If you’re looking for more ways to find, attract and engage passive candidates, check out our blog post on “Top 10 ways to source passive candidates.

P.S. Can we send you an email with our awesome talent acquisition content every week or so?

We won’t overwhelm you and we’ll make it easy for you to unsubscribe if you ever choose to do so.



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This got me thinking. If the best places to work are based on the people that work there then naturally the key to creating a winning environment is finding, attracting and hiring great people. So while Glassdoor ranks companies based on what they are doing within their walls, I thought I’d look at what these great companies are doing outside their walls in terms of hiring the best people.

So I went on an exploration that lasted me a couple weeks to truly understand what recruitment marketing strategies these amazing companies were implementing. I looked at their talent acquisition technology, their career pages, their content like video and even their employer brands. Through my search and analysis, I created some charts, compiled some observational data and most importantly I extracted meaning. And this meaning is outlined in this post to hopefully give you and your team a glimpse into what top companies are doing to hire amazing talent and give you a leg up on your competition.

And for a list of the companies we analyzed, you can visit Glassdoor’s Best Places to Work.

Note: If you’re interested in the details of my methodology you can see the end of this post.

Recruitment Marketing Lessons from the Top 25 Companies

Talent acquisition tech stack

Amongst the top 25 best places to work, the type of technology that is used for talent acquisition is plentiful, which is not surprising since there are hundreds of technologies in the space. Have you seen the HR Technology Landscape Infographic? If not, I added it to this post. If you’re interested in a viewable version you can go directly to Capterra. In any case, I think you can get a sense of the overwhelming landscape by just glancing at the splattering of logos.

At least it’s not marketing technology…

marketing technology landscape

When I looked at the top 25, however, there were a few talent acquisition technologies that stood out.

Oracle, used by 38% of the top 25, leads the way, although this number combined their recruiting, applicant tracking and talent management systems. The other stand out was Recruiterbox which appeared in a quarter of these companies. Recruiterbox was more prevalent than Jobscience, iCIMS, Jobvite, Cornerstone and Greenhouse which are all well-known in the space.

Once you get past the ATSs, CRMs and recruitment software, you’ll see video interviewing software (HireVue) and event management software (etouches) pop up.

What this list doesn’t include is all the candidate engagement tools like chat, texting and AI although inside information tells me that Brazen does work with a few of the companies on this list.

Let’s take a look at career pages.

Career pages

Whereas the results of the TA technology analysis showed no major winners, the findings on the careers pages of the top 25 companies in Glassdoor’s Best Place to Work list showed some promising insights. Some of the themes were so overwhelmingly common amongst this group that if you’re not currently doing them, they should jump to the top of your priority list immediately. To make it easier to discuss the career page themes I decided to break the careers page down into 5 dimensions: video content, employee stories, employer brand, the apply now button and, as extra credit, whether or not they listed the Glassdoor award.

Video content

Video content on the careers page is turning into a megatrend with 56% of the companies in the analysis producing and publishing video. However, not all video is created equal. The better produced video content included everything from employee interviews to life at the company to why one should join the company. In contrast, some of the poorer produced videos talked too much about what the company does which felt more like a video for the about page than for the careers page.

I will also add that from a user experience perspective, some of the videos were way too long (3+ minutes!). The best companies made shorter videos but made more of them. For example, HubSpot did employee interviews with employees from specific departments. It made it more targeted, more relevant and more impactful for the candidates looking to join a specific team or department.

Employee stories

As an extension of video, employee stories were also very common on the career page. Of the Glassdoor Top 25 Best Places to Work, 64% were creating some sort of employee story in myriad forms (my methodology for this data point was very loose. I was very lenient in the way in which I defined “employee story”).

On one end of the spectrum, there were employee testimonials. On the other end there were actual articles or write ups of employees from the company describing a day in the life. Obviously, this end of the spectrum was much more compelling and offered a deeper view into the company and culture.

But the point is, these companies are creating a perception around their company that moves well beyond the job description which leads to the third dimension I reviewed on the career page.

Employer brand

I think the previous two dimensions naturally lead to this third category: the employer brand. And the one thing all 25 of these companies had in common was a strong employer brand that lived on their career pages. Like before, the clarity of the employer brand varies, but all of these companies talked about their mission and vision or their core beliefs or their culture on the careers page.

For example, Facebook talked about how two of their core values are “Move Fast” and “Be Bold.” In addition to describing what these mean, they are supported by employee stories and videos. The ‘find a job’ portion of the site is hardly the focus. Facebook would rather you learn who they are and what motivates their employees, think about if this aligns with your own values and beliefs and then and only then give you a path to apply. By having you qualify yourself, it allows Facebook to only invest in top candidates that are a fit for Facebook. No wonder they were rated the best place to work.

Apply Now

The penultimate category I analyzed was the prominence of the ‘Apply Now’ button on the careers page and what I found should not be a surprise. Only 12% of these companies weighted the ‘Apply Now’ button over the employer brand, the videos or the employee stories.

I think this speaks to the fact that really savvy and successful companies realize that the actual ‘apply’ part of the process is secondary or even tertiary to humanizing the brand. I think the smart companies are finding more and better ways to engage with candidates sooner in the funnel which is necessary given that talent is so hard to come by these days.

But one thing that I did notice is that almost all these companies still rely heavily on the online application and the resume once a candidate is ready to apply. They almost all required me to create an account and that was usually step 1 of 10 of the grueling obstacle course that has become the application process.

I believe there is opportunity for even the best companies to further improve (or, even better, an opportunity for your company to get a leg up on the best of the best). One way to do this is to use chat or messaging platforms to chat with candidates online at specified times. At Brazen, we call these chat events and you can watch our awesome one-minute video on chat events to learn more. In short, chat events rely on a communication method that billions of us already use in our day-to-day: chat and messaging services like Facebook messenger and Slack. Plus, these chat events help you sell your company and show top talent that you’re humanizing your brand in the purist sense of the word.

Key takeaways

The top 25 companies that I analyzed over the past couple weeks all share one thing in common: they hire some really great people. And the people make the company a great place to work, not the other way around. If I had to distill all of this down into a couple key takeaways, here’s what they would be:

Humanize your brand

If your job is to hire people in order to replicate what these amazing companies have, then the first key takeaway is that you must humanize your brand. This is supported through the contents of the career pages. Video, employee stories and deemphasizing the Apply Now button will support the humanization of your employer brand. But that is just the start.

Change the way you engage with candidates

I think the other key takeaway from this analysis is less about what I found and more about what I didn’t find and that is that companies have a huge opportunity to change the way in which they engage with candidates. Yes, we saw that the Apply Now button is being relegated and replaced by great content. But if you truly want to humanize your brand, you must bring the human into the conversation.

Extra Credit: Glassdoor

I bet you thought I forgot about our extra credit. Well, I didn’t, so here ya go.

The last thing I looked at was whether or not these 25 companies that won this prestigious award indicated as much on their career site and surprisingly only 32% of the companies did. I think an award of this magnitude can only help attract more great talent, build momentum and make the best even better. It’ll be interesting to see the movement of these companies on the list next year.

Methodology: For the most part, I combed through the career sites of the top 25 companies listed on the Glassdoor Best Places to Work. For the technology analysis, I leveraged DiscoverOrg which is able to provide a comprehensive list of HR technologies by company (although this list is likely not exhaustive).

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If you’re on this page, you’re probably wondering, what the heck is a chat event? I’m sure you can guess that it involves some sort of online messaging or chat and that it takes place at a scheduled time similar to an in-person event. But who would use a chat event, how does it work and what value does it bring?

Good questions.

As any good entrepreneur or marketer would do, let me start with the problem.

The war for talent

In recruiting it is no secret that there is a serious war for talent. Back in April, 2017, the American Staffing Association reported that there were only 1.17 unemployed job seekers for every job vacancy. This compares to 6.65 people per job opening in July 2009.

So it’s a candidate-driven market, to say the least. And that’s a problem for many organizations and recruiters trying to find, attract, engage and hire really great talent.

We also know that the behavior of people has changed dramatically over the last 5 years in terms of the way in which they communicate. Messaging apps like Slack and Facebook Messenger dominate the way in which we communicate with family, friends and coworkers.

But even in the midst of this obvious paradigm shift, few recruiters have adapted the way in which they recruit.

Enter chat events.

Meet me on my turf

Whether its selling, dating, negotiating or recruiting, the surest way to convince someone to start a conversation is to meet them on their turf and abide by their rules.

For candidates, their turf is online and their rules are chat.

“So what’s with the ‘event’ part?” you may be asking.

Well, for recruiters, inviting top candidates to an online chat event allows the recruiter to have multiple conversations at once. It’s a more efficient way to manage your pipeline.

Okay, so we’ve identified the problem, explained how candidates prefer to engage with recruiters and talked briefly about how a chat event works. Now the results.

Chat events provide value and some

First, really hard-to-find talent is twice as likely to come chat with you than they are to simply submit a resume. I mean, it makes sense after everything we just walked through, right?

Secondly, chat events are significantly speeding up the hiring process by as much as 60% in some cases. Again, this should come as no surprise since the event structure of the platform plus the chat feature allows your recruiters to have meaningful conversations with multiple top candidates all at once.

And what about that all important number that justifies an investment in chat events? Well, all this adds up to a lower cost per hire.

And the best part is that candidates, recruiters and hiring managers love using chat events. Awesome candidate experience, anyone?

Here are some quotes from actual customers:

“Brazen is cutting our time-to-fill substantially.”

“I was setting up interviews with candidates immediately!”

“I could never have reviewed so many candidates so quickly!”

“It was fun! It was awesome! We got really good candidates!”

So there you go. Chat events are the new way to engage your most difficult candidates.

P.S. Can we send you an email with our awesome talent acquisition content every week or so?

We won’t overwhelm you and we’ll make it easy for you to unsubscribe if you ever choose to do so.



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