Ongig

• Ongig transforms clients’ “visuals and text to create remarkable and effective job descriptions that attract top-tier talent and diversity.” Unfortunately, it has not shared its priding information and requires potential users to request a DEMO.
• Its software optimizes job descriptions for SEO, Mobile, Google, & Artificial Intelligence (A.I.) and identifies the best traffic sources. Ongig analyses job description text to address gender bias, racial bias, and legal-sounding descriptions.
• The platform helps transform client career sites and job postings with A.I. based site job search, dynamic job descriptions, and recruiting resources.

BeApplied

• Applied aims to make hiring fairer by simplifying the hiring process and eliminating bias in hiring. It claims that traditional hiring processes leak 60% of the best candidates from under-represented backgrounds.
• In this regard, Applied uses blind recruitment software to hire the most qualified candidates. The online-based recruitment platform helps employers to “attract, assess, and interview candidates” while eliminating opportunities for bias.
• Applied platform pricing starts at $299 per month and is based on company size. Three feature tiers are provided, 'Starter with 12 features, Pro with 19, and Enterprise with 26.'

Helpful Findings

• Textio is an augmented writing platform that “helps businesses enhance documentation by highlighting errors and suggesting better words.” It claims to help boost company talent brand, job posts, email, career sites, and employee blogs. Textio helps employers deliver writing that is inclusive and on-brand by providing robust language guidance for every stage of the hiring funnel.
• Textio pricing information depends on the number of open jobs available at the time of subscribing. No pricing information is provided on-site and users are advised to contact Textio for pricing information.
• TalVista is a “conscious inclusion decision support platform” that helps users eliminate bias with data-driven hiring ensuring employers hire a diverse and inclusive talent pool and workforce.
• TalVista provides four pricing tiers
• Pilot Proof of concept — $5,000 to $35,000 (Based on hiring volume + 5-15 users)
• Enterprise Annual Software license — $15,000 to $150,000+ annually (Based on estimated number of annual hires with unlimited users)
• Implementation & Training — $10,000 to $60,000 (Based on scope of project)
• ATS/CRM/RMA systems integration — Starting $10,000 (Based on scope of project)
• TapRecruit provides inclusive hiring services with augmented writing, job description software, recruiting analytics, job description compliance, and recruiting process for diversity services. The solution also provides smart salary estimates, avoids biases like (gender, racial, tone, etc.), and a robust recruiting analytics suite for hiring teams.
• Overall, more details are included in Columns E, F, & G, of the attached spreadsheet.

1. Cost of Hiring

• The cost per hire metric provides insights into how much money the employer is investing into the recruitment process and is an efficient way to allocate hiring spending. Examining this cost allows the employer to identify where to make cuts without affecting the hiring experience.
• These costs include — cost per client and cost per applicant. Cost Per Client is the total cost the client incurs for marketing divided by the total number of new clients. Cost per applicant refers to the “total cost of applicant marketing divided by the number of new applicants.”
• Experts assert that it is vital to check the outcome of investing in the hiring process. The cost metric helps in determining the ideal spend and cost of hiring a candidate to help businesses spend the lowest amount possible. Thus, employers can try different platforms, change their targeting preferences and ad formats to optimize the cost per acquisition (CPA).
• Overall, the cost KPI helps to identify the total recruitment time costs, how much the business is spending on hiring managers and the employees involved in the process, and the administrative costs linked to the new employee onboarding and training.

2. Traffic and Sources of Traffic

• Identifying the primary sources of traffic for a job description provides insights into the strong and weak sources of traffic. This knowledge, can help businesses optimize the channels with the most traffic and adjust their marketing strategies for sources with poor traffic.
• Traffic acts as a fair indicator of how valuable a job description and brand are to third-party advertisers. Tracking the monthly changes in traffic can help assess monthly changes in the performance of job boards. Measuring traffic allows employers to investigate sudden increases and decreases in traffic to identify processes that can be halted or initiatives that can be implemented.
• Data regarding sources of traffic supports key marketing decisions, such as where to look when searching for top talent. While candidates rely on numerous digital channels to find job ads, smart recruiters deploy ads on multiple channels, including social networks, LinkedIn, advertisements, among others.
• Companies can use the knowledge of their core sources of traffic for job ads to focus their spending on those channels that help onboard qualified candidates that are also interested in working for the company.

3. Time to Hire

• The time to hire KPI fosters stability within a business through measuring the time it takes to completely hire a new employee. Tracking the time spent enables managers to understand the duration for filling vacant roles.
• The time to hire indicator can help organizations adjust their recruitment process to reduce the time to fill gap, while maintaining the quality of the process. The metric also measures the effectiveness of the hiring process and the multiple steps involved, i.e., applications, interviews, screening, etc.
• Time calculations reveal major problems within the hiring process, especially those relating to time. Once recruiters determine how long it takes their hiring process to extend an offer, they can consider how much time they would want to invest in screening, interviewing, or even in decision-making.
• A slow rate to hire falling outside the industry average of 14 to 63 days can impact business productivity, revenue, brand, and hire quality. In a slow process, top candidates can drop out of the application process if they feel their time and skills are being wasted.
• Overall, the time metric provides vast and in-depth insights into the time consumed in the hiring process, including how many candidates complete the application process start to finish, giving employers data to help them hire faster and provide a great hiring experience to the candidates.