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Success.Hiring StatisticsIn early 2018, there was a record high of 6.6 million job openings from 50% of US employers in early 2018. (Washington Post, 2018)By the 2nd half of 2018, 63% of US employers mass hired permanent employees. (CareerBuilder, 2018)The key success metrics for recruiters are the quality of hire (31%), retention rate (23%), and time-to-hire (21%). (Jobvite, 2018)To better attract applicants, many employers offer employee discounts (31%), remote work arrangements (25%), and extra paid time off (22%). (CareerBuilder, 2018)Going back to 2018, the top investments for growing an employer brand are social media (47%), and company career website (21%). (Jobvite, 2018)Also for that year, the most-used channel for recruitment efforts is LinkedIn (77%). Facebook (63%) is in second place. (Jobvite, 2018)Likewise, 25% of recruiters are using Instagram in their recruitment activities. (Jobvite, 2018)In the next 10 years, tech jobs will continue to grow, including software developers (30%), statisticians (33%), and mathematicians (29%). (BLS, 2020)In early 2019, 45% of employers were expected to have increased starting salaries for new job offers. (CNBC, 2018)In 2020, millennials were predicted to compose 50% of the entire US workforce. (MRI Network, 2020)Hiring Issues29% of employees say that their company was able to properly onboard them, which they think is essential in helping them be better prepared to start their new jobs. (CareerBuilder & Silkroad, 2019)Similarly, 63% of candidates are not contented with how most employers communicate with them. (Talentegy, 2019)In 2017, employer response time was what 69% of candidates would most like to see improved. (Career Arc)In 2018, 74% of recruiters predicted that hiring will be more challenging in the years to come. (Jobvite, 2018)In the same year, 72.8% of employers were having a difficult time finding skilled candidates. 45% of employers were concerned about finding employees with the necessary talents. (Manpower Group, 2018)A

Longer to fill than others? Questions like these are easy to answer when you have reporting at your fingertips.Customize as needed. Lots of people need insights from recruiting data, but they don’t all require the same level of detail. Recruiters need to see open requisitions, applicant counts, and hiring cycle progress — with the ability to drill into candidate profiles and resumes. Execs, on the other hand, want high-level visibility into things like time-to-fill and budget status.Recruiters in manufacturing are always looking for ways to be more effective and get a jump on the competition. As talent needs shift, manufacturers need to get creative in order to plug the skills gap and attract the highly skilled workforce that can propel their companies into the future.With a little innovative thinking and the right tech, you can find answers to these critical challenges. And Jobvite is here to help. To see how manufacturers are recruiting smarter with Jobvite, take a look at our Case Studies page — just filter by industry and choose “Manufacturing.”Reach out to our team today to schedule a custom demo of our applicant tracking system and learn how our advanced ATS can help you achieve your manufacturing hiring goals.Share This Post

Respondents cited company culture and reputation as the top contributor (36%) to employee morale, followed by flexibility and work/life balance (23%) and job security (22%). The bottom of the list included advancement opportunities (4%), benefits (5%), or compensation (9%).Well over half of employees (60%) said their employer successfully built and maintained a positive employment brand through good communication and quality management practices.“These results prove that employees are happier and more likely to stay with their companies due to the quality of their management,” said Burton M. Goldfield, president and CEO of TriNet. “Companies that develop the skills of their leaders boost employee morale, which then positively contributes to the company’s overall employment brand.” How do you think the recession has impacted employee morale at your company? Over the past year, has it improved, remained steady or declined? Please leave a comment and let us know how your organization is handling it. Social recruiting grows popular among recruitersWe may still be in a recession, but many companies still have open positions to fill and the most preferred method for finding promising candidates is shifting. Instead of spending their time on job boards like Monster and CareerBuilder, many HR pros and recruiters are turning to social networking sites.Social networking sites like Facebook and Twitter are quickly becoming top sources for recruiters searching for candidates, according to the results of the second annual Jobvite Social Recruitment Survey.The survey also found that employers are more satisfied with the quality of candidates from employee referrals and social networks than those from job boards. The majority of those surveyed are planning to invest more in social recruiting in the coming years, according to the Jobvite survey of more than 400 human resource and talent management professionalsYou have to complete a quick registration from Jobvite to get the full survey results, but here are some of the highlights:68% of companies use social networking or social media to support recruitment effortsThe most popular social networking sites for recruiting are LinkedIn (95%), Facebook (59%) and Twitter (42%)66% of companies have successfully hired a candidate through an online social networkCompanies are investing more in employee referrals (76%), social networks (72%) and corporate career sites (64%)The New York Times recently covered how both unemployed workers and employers looking for a low-cost recruitment method have found success using social networking sites. From the article:Gladys Stone, a corporate recruiter in San Francisco, says

Low-skilled worker supply had compelled 56% of US firms to offer signing bonuses to new hires. (GMAC, 2018)Meanwhile, 60% of recruiters cited implicit bias as a pressing problem in the US workforce. (Careers International, 2018)Unfilled positions will cost a company $1,400-$2,300 for experienced or highly skilled roles. (Ropella, 2018)Candidate ExperienceOnly around 1 in 3 new hires are satisfied with the learning and training programs that their current employers offer. (CareerBuilder, 2019)Likewise, around 32% of new hires are contented with career growth opportunities offered by their companies. (CareerBuilder, 2019)Further, around half of employees cite the lack of training and development opportunities in their current companies that will enable them to advance in their careers. (CareerBuilder, 2019)As such, 73% of employees who do not have training and development opportunities outside their work schedules say that they would likely join once such programs are offered. (CareerBuilder, 2019)Meanwhile, 75% of recruiters find Glassdoor reviews to have some value to their hiring activities. (Jobvite, 2018)In addition, prior experience (55%) and conversation skills (49%) most likely can influence hiring decisions. (Jobvite, 2018)Moreover, an effective onboarding experience had been found to improve new hire quality by 70%. (Glassdoor)Hiring Diversity & InclusionAccording to Glassdoor, 67% of candidates want to join a diverse team. (Glassdoor)The same perception is true among employers as 69% of executives consider diversity and inclusion as important issues. (Deloitte)In fact, 78% of recruiters and hiring managers say that diversity is the main trend influencing their hiring practices. (Careers International, 2018)However, only 30% of recruiters have particular objectives and policies that address racial and gender diversity hiring. (Careers International, 2018)In 2017, only 25% of businesses set gender diversity targets. (LinkedIn)Nonetheless, 37% of recruiters were planning to actively engage with more diverse candidates in the same year. (Fit Small Business)57% of recruiters also say that they focus

Needs of different organizations and recruitment workflows. For example, users highlight the flexibility in setting up custom application forms and pipelines, which allows for a more streamlined and efficient hiring process. However, JobAdder is not without its drawbacks. Some users have reported issues with the platform's user interface, finding it less intuitive than competitors like Workday or Greenhouse. Others have expressed frustration with limitations in reporting functionality, making it difficult to extract meaningful insights from hiring data. Despite these criticisms, many users appreciate JobAdder's comprehensive feature set and its ability to integrate with other HR tools. This makes it particularly well-suited for small to medium-sized businesses that require a powerful yet affordable ATS solution to manage their recruitment efforts effectively. Show more we're gathering data ApplicantStack Breezy HR Bullhorn CEIPAL ATS Greenhouse iCIMS JazzHR JobDiva Jobvite Lever Manatal SmartRecruiters SuccessFactors Recruiting SuccessFactors Talent Management Taleo WE DISTILL IT INTO REAL REQUIREMENTS, COMPARISON REPORTS, PRICE GUIDES and more...