- Solutions
- Products
- Community
- Resources
- Company
Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
Learn moreCommunicate effectively and efficiently with the candidates that can drive your business forward.
Learn moreSelect the right candidates to drive your business forward and simplify how you build winning, diverse teams.
Learn moreHelp your best internal talent connect to better opportunities and see new potential across your entire organisation.
Learn moreCommunicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.
Learn moreAccess tools that help your team create a more inclusive culture and propel your DEI program forward.
Learn moreRebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.
Learn moreAccelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.
Learn moreAttract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.
Learn moreSimplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.
Learn moreYour business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.
Learn moreBuild an engaging, high-converting talent pipeline that moves your business forward.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreDeliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.
Learn moreThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesCombine behavior-based marketing automation with AI insights to build talent pipelines, engage candidates with multi-channel marketing campaigns, and automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn moreStreamline and centralize your HR tech stack with configurable, flexible, secure and reliable integrations.
Learn moreHow PRMG attracts 50% more applicants for niche finance roles with the iCIMS Talent Cloud.
Learn moreThousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.
Learn moreTogether we’re creating the world’s largest ecosystem of integrated recruiting technologies.
Learn morePartner with our global professional services team to develop a winning strategy, build your team and manage change.
Learn moreExplore our network of more than 300 certified, trusted third-party service and advisory partners.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreStay up to date with the latest terminology and verbiage in the HR software ecosystem.
Learn morePartner with iCIMS to build the right strategies, processes, and experience to build a winning workforce.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreWatch the recording of our latest webinar looking at key findings from a recent study and explore short-term and long-term solutions for the talent crisis in 2022 and beyond.
Watch on-demandView press releases, media coverage, and the latest hiring data. See what analysts are saying about iCIMS.
Learn moreiCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce.
Learn moreGet to know the award-winning leadership team shaping the future of the recruiting software industry.
Learn moreWe believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreThe combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Learn moreOur partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
Learn moreLet’s get in touch. Reach out to learn more about iCIMS products and services.
Learn moreThe average member of the workforce is well aware that today’s job hunt looks very different than it did just a few years ago. Now, virtually all applications must be completed online, and there’s usually an opportunity to populate applications with social media profile data, upload video cover letters, and even complete the entire process within minutes on your phone. All of these advancements in the candidate experience have made recruiting technology an area of intense innovation, and it all came to a pinnacle last year with the arrival of Google for Jobs.
For over a decade, more than 70 percent of job searches started on Google, according to CareerBuilder. That means the lion’s share of directly-sourced job applicants (who did not come as the result of an employee referral) were finding potential employers by entering a simple set of search terms in the world’s most popular database. As obvious as this may seem, job seeking remained under the radar in lieu of Google’s other search experience priorities such as indexing travel, restaurants, stores, etc.
As a result of turning a blind eye to the job seeker community for so long, Google unwittingly created a multi-billion-dollar recruitment advertising industry led by job boards and job aggregators like Monster, Indeed, and even LinkedIn – essentially serving as middlemen within the hiring process. Companies paid these middlemen, often at great expense, to post their job openings and index them in a way that won the Google SEO battle for prominence.
By filling the chasm between the initial search and the actual job application with their own content, job boards were consistently able to deliver the highest number of candidates from Google. But besides costing employers enormous sums of money to access a database of candidates who wanted to directly apply to their jobs in the first place, job aggregators also take job seekers down a winding, more confusing path to eventually get into the company’s recruiting system of record, the applicant tracking system (ATS).
When a candidate is brought to a job board listing instead of the actual career site, the potential employer is losing out on an extremely valuable asset – the applicant and their data. As job seekers are pushed to create profiles on these sites before applying to a specific role, they are handing their data to these middlemen as an asset, which can then be sold to other organizations looking for similar talent.
This creates two very important consequences: First, it muddies the usage and pathing of the applicant’s personal data, creating concern around candidate data rights and security. And second, it adds an extra, unnecessary step by forcing applicants to enter their data into multiple systems before being able to apply to the employer they are actually interested in. Both results lead to a pretty terrible candidate experience.
Now, Google is working to index the world’s jobs by getting near real-time job data from as close to the source – the employer – as possible. This means working directly with the company’s recruiting system of record, the applicant tracking system (ATS), to empower candidates with greater visibility and easier access to relevant job data and rich supporting content.
By allowing candidates searching on Google to find jobs directly from the employer’s recruitment platform – which are now also enhanced by Google’s AI and machine learning engines – rather than being sifted through a middlemen community of job boards and job aggregators, candidates can get a much cleaner and improved job search and application experience. There’s no confusion regarding where to find the job or how to apply to it, and no need for duplicate data entry.
This is a new world for employers who had been pouring their dollars into recruitment advertising software. But more excitingly, it is a new world for job applicants with significantly less frustration than the past. By overcomplicating the job searching experience, we in the recruiting industry had inadvertently widened the barrier between job seekers and employers.
Traditionally, LinkedIn hasn’t been able to expand far beyond white-collar industries and candidate profiles. Nonetheless, the highest volume hiring typically takes place in retail, services, and manufacturing, where a wider recruitment funnel is crucial to maintain a steady pipeline of candidates. It’s important to recognize that workers in these roles aren’t necessarily used to being behind a desktop, maintaining complicated spreadsheets, or regularly switching between software systems, and many are far more receptive to engagement via text message than traditional email. As such, they may become quickly frustrated or intimidated by having to create multiple online profiles just to apply to one job – a hindrance no one should have to encounter.
In many ways, and especially within the job hunt, Google is the great equalizer. Almost everyone on the planet knows how to “google” something, so much so that it’s become its own verb. The beauty however, is in its innate accessibility. If everyone can start at the same search point, and be served accurate, direct information, the job search becomes infinitely more manageable – and fair – for the average person. That’s a world that Google believes in, and that employers across the board should believe in, too.