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Avature CRM boosts Monster's Worldwide hiring

Monster Worldwide uses Avature cloud-based software for recruitment analytics and as a platform to manage Monster's own tools for finding and hiring top talent.

Monster Worldwide uses Avature recruitment management software and a variety of other tools to dramatically improve its ability to attract and keep talent.

The employee recruitment company, which owns the global online site for employment ads and sells recruitment software, hires up to 2,000 people a year. The company, last year, more than tripled its number of applications for jobs. In addition to Avature CRM, Monster Worldwide uses HRSmart for applicant tracking, an array of its own recruiting tools and SurveyMonkey to question job applicants and managers. Monster Worldwide also has given Talent Q psychometric tests to applicants for sales jobs and is launching LifeGuides to allow employees to use video to share information about their jobs with potential candidates.

Matthew Doucette, director of global talent acquisition at Monster Worldwide, based in Weston, Mass., said he uses Avature CRM for reporting and analytics and to serve as a platform for his company's recruitment tools.

"It was to have that single platform to leverage all of Monster's tools at the same time, to make them talk better together and to create the synchronization between all of our sourcing products," Doucette said.

Avature CRM is a platform for such Monster Worldwide tools as:

  • TalentBin, a massive database of potential hires that allows users to reach passive candidates who might not be actively searching for a job, but who possess the skills for an opening.
  • Talent Gateway, which helps a company attract candidates via branding and then direct them to the right job.
  • Monster Power Resume Search, which allows people to find candidates to match hiring needs.
  • TwitterCards, which automates the distribution of a company's jobs to its Twitter followers.
  • Monster Social Job Ads, a social recruiting tool that allows people to target jobs to possible candidates who use Facebook and Twitter.

Analytics vital for finding better candidates

Doucette said the data and analytics in the recruitment management software helps predict how to find better candidates and set better expectations. Avature analytics help to find gaps in the hiring process and improve on it. "Avature has a great reporting tool and analytics engines," he said.

By using the recruitment management software and other tools, Doucette said, Monster Worldwide increased the number of applications by 350%, from 21,000 in 2014 to 77,000 in 2015. The company also reduced the time to fill a job by 30% because recruiters understand better how to navigate the process.

Analytics bolster recruitment management software

Avature CRM provides important analytics and functions for recruiters and managers.

Agustin Donati, director of product marketing for Avature, said that a popular tool in Avature integrates hundreds of job boards and provides recruiters with one place to search across several sites.

Avature, a provider of cloud-based human capital management software for talent acquisition and talent management, also allows recruiters to determine the source of job applicants. If a job hopeful sees an opening on, for example, and then applies for that position, a recruiter can see that the applicant came from, helping a recruiter understand which job boards might be providing the most candidates. The tool will also track how far the applicant goes in the process.

Avature's reporting framework provides many out-of-the-box reports and custom reports that allow users to measure things like the health of a talent pipeline, he said.

A report will tell a recruiter how many people have passed through each stage in the application process -- including application and interviews -- to understand and manage a pipeline. It might indicate that a recruiter needs more leads, for example.

Through reports, users can also measure the efficiency of collaboration between hiring managers and recruiters. Users can keep track of key performance indicators such as the time it takes for a manager to respond to a candidate recommended by a recruiter, offers accepted and rejected for each department, and which sources are working better for each of the managers.

Depending on the year, the company hires between 1,200 to 2,000 people annually, including software engineers, product marketing, customer service, sales and finance.

The company uses HRSmart, owned by Deltek, for applicant tracking, offer letters and orientation, he said.

Personality tool reduces turnover

The company also uses psychometric assessments to improve hiring in sales. To create a profile of a top performer in telesales, the tests were first given to current employees, Doucette said.

Since using the tests in telesales, he said, about 70% of the people hired in the past year were rated as high to medium performers, compared to 35% previously, and the intra-year turnover rate was reduced to 5.5% from close to 35%.

For a personality tool, Doucette said the company has used Talent Q, which is owned by Korn Ferry/HayGroup.

He said Monster Worldwide has also used other personality assessment tools, including Predictive Index, and is currently in negotiations for a final vendor going forward.

In combination with a career mapping tool and performance management, the assessment tests give salespeople a clear path to advance, he said. The company can manage people based on their personalities, core competencies and culture fit.

"We have many different ways to weigh someone's performance outside of, 'Did you hit quota or not?'" he said at the Human Capital Institute strategic talent acquisition conference in Boston.

SurveyMonkey, LifeGuides also key tools

Monster Worldwide also uses SurveyMonkey to closely track the recruiting process, and collect data from everyone involved, Doucette said.

All applicants receive a link to a survey, as do people who are interviewed and people who are hired, he said. Surveys are also sent to hiring managers.

Among other benefits, the surveys can help the organization take steps to improve candidate experience, which is critical, Doucette said. He cited statistics that 42% of candidates with a poor experience will never apply again, 22% won't refer friends or family to apply and 9% won't buy the company's product.

"I work at Monster. If 10% of the people that apply to Monster -- my jobs -- don't end up using the product because we gave them a poor candidate experience, I guarantee you that head of products will come to my office to have a quick conversation."

Doucette said branding is also critical in attracting candidates.

Monster uses its own tool -- Talent Gateway -- and will be launching LifeGuides for branding. "Employee generated content is probably the most impactful to someone looking for a job," Doucette said.

Finally, technology is important, but it does not work without a good recruiter behind the scenes, he said.

"We are the ones that actually make the recruiting process successful," Doucette said. "We are the ones that help hiring managers make good decisions. Without that level of knowledge, partnership and expertise, the recruiting process is not going to work. Robots can't do our job yet -- maybe someday, not today."

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