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Unlocking your workforce: The internal mobility advantage

Talent acquisition (TA) is no longer just about bringing new people in. It’s also about keeping great people. Internal mobility is a powerful lever for organisationsorganizations faced with rising hiring costs, shrinking external talent pools, and a workforce that needs continuous development to keep up with evolving skills.

For TA leaders, the mandate has shifted from simply filling roles to building resilient, future-ready workforces. Internal mobility is no longer just HR or L&D’s domain; it’s a shared priority. TA plays a crucial role in making it visible, accessible, and aligned with business needs.

With the right approach and technology, internal mobility isn’t just a program – it’s your competitive advantage.

Redefine the role of TA: from recruiters to talent strategists

Talent acquisition teams are increasingly seen as strategic partners in workforce planning. This starts by working closely with HR and business leaders to anticipate future skill needs and identify where internal talent can be developed or redeployed.

Success relies on shared accountability. TA leaders should align with L&D and People & Culture to define common goals and track metrics like internal fill rates, promotion velocity, and internal application volume. Clear metrics will help drive alignment and enable progress.

Where systems and policies allow, TA teams should partner with HR to gain visibility into performance, development, and succession data. These insights can help identify high-potential employees early and ensure they’re considered alongside external candidates. When internal talent is visible and part of the hiring conversation from the start, it leads to more balanced, future-ready hiring decisions.

Build a skills-first internal talent marketplace

A growing number of organisationsorganizations are shifting away from rigid job titles and moving towards more fluid roles. Skills-based hiring and development initiatives focused on upskilling and reskilling have taken off. Skills are now the currency of mobility, and employees want to understand where their current capabilities can take them.

To support this shift, working with L&D and HR teams to map existing skills across the business and encourage employees or managers to maintain up-to-date skills profiles. Use that data to drive smarter internal matches, enabling people to see and pursue realistic career paths within the organisationorganization.

A talent marketplace should offer more than full-time jobs. Include project-based work, secondments, mentorships, and stretch assignments to provide flexible and meaningful growth opportunities. This helps foster a culture of ongoing development, connecting employees with internal roles or projects that fit their strengths and ambitions.

Make internal hiring as streamlined as external

The internal candidate experience often doesn’t receive the same attention as the external one. This presents an opportunity to increase engagement with internal talent throughout the hiring process.

Start by reviewing the entire internal mobility journey. Is it easy for employees to find open roles? Are they encouraged to apply? Do they receive timely responses? Internal applicants should feel valued and prioritisedprioritized, because they are already invested in your organisationorganization.

Consider appointing dedicated internal recruiters or mobility coordinators to support internal applicants through the process. Track how many internal candidates apply, how far they progress, and where they drop off. This data helps identify roadblocks and ensures internal talent is not overlooked.

Promote internal growth like you do externally

Your external talent campaigns are built to attract, inspire, and engage. But how much of that same energy and creativity is directed inward?

Run internal campaigns that spotlight real growth stories, showing employees that careers can evolve in many directions. Launch events, webinars, or career weeks that focus on internal opportunities, skills pathways, and what’s possible beyond someone’s current role.

Make sure your internal career hub is easy to access, visually engaging, and always up to date. With PageUp, you can create dynamic, branded internal mobility hubs that feature employee stories, upcoming roles, and personalisedpersonalized recommendations, helping people see themselves in new roles before they start looking elsewhere.

How Flight Centre is reimagined mobility

In a tight talent market, Flight Centre was focused on three priorities: recruit, retain, and return. The team doubled down on high-impact sourcing channels like internal mobility, referrals, and alumni, while also supporting staff with clearer growth opportunities.

The impact? Over 40% of hires now come from internal movement and referrals, with internal roles taking just six applicants to fill, compared to 95 via job boards.

Armed with the data, the team wanted to fine-tune their recruitment strategy – using job boards to primarily recruit for high-volume entry-level roles, and more senior roles through people movement. Keeping top performers engaged with new opportunities, and delivering ROI for the business.To support this, they launched an internal careers hub, Australia’s Got Talent, making it easier for employees to explore and express interest in new roles.

“It is one of our preferred channels (internal mobility) — you know what you’re getting. The ROI is already created – they’re onboarded, and it’s easier to backfill a more junior role than a senior role.” – Allisa O’Connell, Flight Centre Travel Group

Read the full story

Shift mindsets of hiring managers

Hiring managers play a pivotal role in bringing internal mobility to life. When they embrace it, they help unlock growth not just for individuals, but for the entire organisationorganization.

Encouraging internal movement gives teams access to fresh ideas, broadens business capability, and builds a reputation as a great place to grow. By embedding mobility expectations into leadership KPIs, you can recogniserecognize and reward those who actively develop, champion, and share talent across the business.

Storytelling is a powerful tool here. Share examples of teams that have grown stronger through internal moves, where individuals have stepped into new challenges and their former teams have thrived by building a strong pipeline behind them. Helping leaders reframe internal mobility as a sign of strong leadership, not loss, can shift the culture from protection to progression.

Final thought: internal is the new external

Internal mobility is no longer just a retention tactic. It’s a full-blown talent strategy. TA leaders who embrace this shift will futureproof their organisationsorganizations and create more meaningful careers for the people already on their teams.

Start now. Shift the lens. Re-recruit your top talent before someone else does.

Discover how PageUp can drive your mobility strategy and request a demo today.

Using AI to engage multigenerational talent

We’ve all heard the saying, “age is just a number”, but for today’s workforce it carries new weight. For the first time, five generations are working side by side: the Silent Generation, Baby Boomers, Gen X, Millennials, and Gen Z. With each generation bringing diverse experiences and varied preferences to the table, talent acquisition teams need to personalisepersonalize experiences to enhance engagement.

Let’s dive into how you can use AI-powered technology to engage multigenerational talent at scale effectively.

Unlocking the power of a multigenerational workforce

A multigenerational workforce brings a wealth of experience, perspectives, and skills. When organisationsorganizations create opportunities for employees of different generations to collaborate, they unlock innovation, drive engagement, and strengthen workplace culture. Encouraging knowledge sharing helps businesses retain critical expertise while fostering an environment where employees learn from one another.

SSE, a PageUp Clinch recruitment marketing client in Scotland, has embraced this by offering mentoring and reverse mentoring programs. These initiatives pair early-career employees with seasoned professionals, creating a two-way exchange of insights. This fosters collaboration, strengthens team dynamics, and enhances overall organisationalorganizational performance.

Understanding generational preferences

With such a diverse workforce, organisationsorganizations must ask: Are we effectively attracting, engaging, and retaining talent across all age groups?

Different generations have distinct communication styles, motivations, and approaches to work. Gen Z, for example, values career growth and purpose-driven work, while Baby Boomers may prioritiseprioritize stability and benefits. Millennials often seek flexibility, and Gen X looks for leadership opportunities. Understanding these differences helps organisationsorganizations craft better candidate experiences.

Managing these nuances manually is no longer practical. Success requires technology that aligns with the values and expectations of each group, delivering automation and personalisationpersonalization at scale.

Using AI to engage talent across generations

Recruiters and talent teams are increasingly turning to AI to manage the complexities of engaging a multigenerational workforce. AI-driven tools streamline hiring processes, reduce administrative burdens, and enhance personalisationpersonalization at scale. These solutions help teams connect with candidates more effectively while ensuring a seamless, engaging experience for jobseekers.

Clinch’s AI Chatbot Assistant provides an always-on engagement channel that boosts efficiency by handling repetitive tasks. Candidates can join talent networks, search for roles, and get instant answers to common questions. The chatbot also integrates with content management systems to share employee-generated content, offering insights from the people candidates trust most – your employees.

For digital-native candidates, especially Gen Z, real-time engagement is an expectation. AI-powered tools personalisepersonalize the candidate experience, offering tailored job recommendations and content that keeps candidates engaged.

Meeting candidates where they are

Beyond sharing content on your career site, consider how you connect with different generations on social media. Facebook appeals to mid-to-late-career professionals, while TikTok and Instagram attract younger talent. AI-powered content assistants can help tailor messaging to resonate across platforms.

Effective multigenerational hiring starts with understanding your audience and meeting them on their terms. AI and automation enable this at scale, helping you build a diverse, empowered workforce.

Balancing AI and human-first recruiting

Alongside AI’s efficiency, the human element remains essential in recruitment. Decision-making should always stay in human hands. While AI can screen candidates and identify strong matches, hiring managers and recruiters must evaluate authenticity and fit. Personal interactions provide candidates with insight into company culture and career growth opportunities.

Research from Gallup shows that beyond salary, candidates accept job offers based on factors like company culture, career development, and personal connections. Interviews with hiring managers and key stakeholders are the most impactful part of the hiring process.

Candidates who experience meaningful personal interactions are 3.2 times more likely to feel connected to company culture and three times as likely to be highly satisfied with their work. OrganisationsOrganizations that meet or exceed candidate expectations throughout the hiring process maintain a stronger talent pipeline and improve retention.

OrganisationsOrganizations that use AI strategically free up time for meaningful candidate interactions. This balance ensures AI enhances, rather than replaces, the recruiter’s role in building strong connections and guiding candidates through critical hiring decisions.

PageUp’s AI-powered talent acquisition platform enables human-first recruiting while optimisingoptimizing hiring processes. Book a demo to see it in action.

Grow your talent community with recruitment events

Recruitment events have become a powerhouse for talent acquisition. Whether you’re hosting an event, attending a career fair, or holding sessions online, events give you direct access to talent in a way job postings can’t. Walk away with new relationships and gain top-notch additions to your talent pool.

With today’s hiring dominated by digital applications and rising applicant volumes, events cut through the noise and offer a rare opportunity for authentic connection. They bring back the human touch – something increasingly valued in a digital world.

Let’s break down why recruitment events should be part of your hiring strategy and how you can make the most of them.

Why events belong in your recruitment strategy

1. Connect with passive, hard to reach talent

Attracting passive talent (candidates who aren’t actively looking for a job but could be open to the right opportunity) is key to successful recruitment in a competitive talent market. Recruitment events let you connect with these individuals in a more personal way. Instead of posting a job and waiting for applicants, you can engage with talent directly, build rapport, and position your organisationorganization as an employer of choice.

Events are especially powerful for building trust and awareness with niche communities, specialist occupations, early career talent, or underrepresented groups who may not engage through job boards alone.

2. Easily capture candidate information

Talent pipelines are the most efficient way to hire and are 18 times more effective than job boards. Events provide a low-friction environment to collect valuable candidate information, in person or online. You can gather resumes, contact details, and information like candidate preferences at scale. Capturing meaningful insights in real time, creating not just a contact list but a qualified talent community. With the right tools, this will enable greaterpersonalisationpersonalization and candidate engagement down the track.

3. Showcase your employer brand

Recruitment events are not just about filling roles; they are an opportunity to showcase your employer brand. They give candidates a real feel for your company’s culture, values, and what it’s like to work with you. Demonstrate your commitment to diversity, work-life balance, and career development to help set you apart in a competitive job market.

When candidates meet your people face to face (or even via a webinar) they’re more likely to remember you. It’s a chance to create an emotional connection that job ads can’t replicate.

4. Deliver high ROI in a competitive market

While recruitment events require investment, they often deliver stronger long-term ROI than paid job ads. You leave with a rich pipeline of warm candidates, plus the added value of brand exposure and relationship-building. When supported by automation and follow-up workflows, events can continue delivering value well beyond the day they happen.

What to consider when planning your recruitment event

Event format that matches your hiring goals

Not all events are created equal – and that’s a good thing. Different formats align with different recruitment goals and who you’re trying to reach. Understanding the purpose behind each event type helps you build a more targeted and effective strategy:

Campus recruiting events: Ideal for attracting early career talent and interns.
Virtual webinars: Expand your reach to remote, national, or global candidates without geographic barriers.
Niche meetups and conferences: Great for hiring specialist roles in tech, finance, healthcare, and other competitive fields.
Diversity-focused events: Build connections with underrepresented groups by partnering with community networks.
Internal talent showcases: Open up opportunities for internal mobility and employee referrals.
Live chat hiring events: Perfect for high-volume roles. These real-time, text-based events allow recruiters to connect instantly with multiple candidates, answer common questions, pre-screen interest, and direct talent to apply.

Selecting your event format that aligns with your hiring goals will ensure you can reach and engage the right talent that meets your needs.

Set your team up for success: Prep for event impact

The best recruitment events start well before anyone walks through the door. Internal readiness is key to delivering a seamless, high-impact experience.

Brief your team: Make sure recruiters and hiring managers are aligned on messaging, event goals, and what success looks like.
Equip your people: Provide key talking points, highlight priority roles, and give them real-time access to your CRM or lead capture tools.
Align follow-up plans: Who’s responsible for follow-up? What’s the timeline? When this is planned ahead of time, post-event engagement is faster and more personalisedpersonalized.

Strong internal alignment ensures that every candidate conversation is consistent, valuable, and memorable.

Designing an event experience candidates remember

First impressions count. Whether your event is in person or virtual, candidate experience should be front and center.

Make it easy to engage: Use pre-event email reminders, mobile check-in, and QR codes to streamline access.
Create two-way conversations: Let candidates meet hiring managers, ask questions, or see behind-the-scenes culture videos.
Close the loop: Follow up after the event with personalisedpersonalized messages and relevant next steps – whether it’s joining your talent community or applying for a role.

When candidates feel seen, heard, and valued, your brand stands out.

Measure what matters: Tracking event ROI and impact

To prove the value of your recruitment events (and improve them over time) you need to track what works.

Key metrics to measure:

Number of attendees
Qualified leads captured
Conversion to application or hire
Engagement with landing pages and follow-up emails
Cost per lead or cost per hire

PageUp Clinch makes this easy by tying all activity back to your CRM. With real-time tracking and reporting, you can see what’s driving results and optimiseoptimize your strategy for the next event.

Power up your recruitment events with PageUp Clinch

Makes running standout recruitment events simple and scalable with Page Clinch recruitment marketing platform. From capturing candidate info to post-event follow-up, it’s built to drive results:

Capture on the go: Use Clinch’s iOS or Web Kiosk to collect resumes and details instantly, right into your CRM.
Smart segmentation: Automatically tag candidates by skills, role, or criteria to fuel targeted talent pipelines.
Event landing pages: Launch branded, no-code pages to promote events, capture interest, and convert visitors.
QR code integration: Let attendees scan and connect on the spot – boosting real-time engagement and traffic.
Custom CTAs and forms: Create tailored forms that capture the data you actually need.
Post-event nurture: Trigger automated, personalisedpersonalized follow-ups to keep candidates warm and moving forward.

Customer highlight: PagerDuty’s success at RenderATL

PagerDuty’s hiring team knocked it out of the park at RenderATL – powered by PageUp Clinch event capabilities. Their approach was seamless – designed to build relationships with top talent from the moment they walked through the door.

At the heart of their strategy was a dedicated landing page, featuring custom, targeted content that resonated with the event’s audience and showcased PagerDuty’s employer brand. But they didn’t stop there: to bridge the gap between in-person interactions and their online presence, they placed QR codes on their booth – and even on giveaway cookies! Making it fun and effortless for attendees to engage with PagerDuty, explore their tailored landing page with open roles, dive deeper into their culture and a CTA to join their talent community.

The team kept the conversation going with automated email blasts during the event, encouraging booth visitors to stay connected. Candidates were then placed into automated workflows, ensuring ongoing connection after the event.

This strategic combination of Clinch’s event features and automation tools helped PagerDuty engage both active and passive candidates. In short? Recruitment events (done right) can truly transform the hiring process.

Recruitment events are more than just opportunities to fill open positions – they’re a chance to grow your talent community, engage with passive candidates, and showcase your employer brand. In a time when digital outreach alone isn’t enough, events help you stand out and create meaningful moments of connection.

Transform your recruitment events into seamless, impactful experiences. Learn how PageUp Clinch can help you take yours to the next level. Request a demo today.

6 steps to mastering critical skills

More and more, talent acquisition and talent management teams are joining forces. They’re building connected processes where recruiting, onboarding and development all work together. The goal is simple: focus on the skills that matter most for business success and employee growth.

Identifying the right skills isn’t always simple. Roles are evolving rapidly, new technologies keep emerging, and the skills your people need today could look very different from what they’ll need tomorrow.

That’s why building a clear, skills-first approach has never been more important. Let’s dive into how to master critical skills within your organisationorganization.

Why identifying critical skills matters

Critical skills are the capabilities your business relies on most. They’re not just hard, technical skills. Think soft skills that are often harder to learn – like adaptability, leadership and creative thinking. These skills fuel performance, innovation and growth.

In today’s market, skills are the backbone of talent acquisition and management strategies. They are being used to navigate top HR priorities including:

Upskilling and reskilling in employee development
Skills-based hiring in talent acquisition
Internal mobility to unlock talent from within

When you know what your critical skills are, you can make better decisions about how to hire, develop and retain your people. This lets you move forward and be more confident that your workforce is ready for what’s next.

1. Align skills with business goals

Start by getting clear on what your business is trying to achieve. Are you entering new markets? Launching new products? Improving customer experience?

Every big goal needs skills to make it happen. Once you know the goals, work with business leaders to map the skills needed to get there. Make this a regular conversation – as business priorities shift, your skills needs will too.

2. Understand your skills gap

Next, take stock of the skills you already have, and the skills you’re missing.

Use a skills gap analysis to see where you stand today. Look at employee assessments, performance reviews and feedback data. Tap into managers’ knowledge of their team’s strengths and where there are gaps. This will reveal where to focus your hiring and development efforts.

According to Mercer, 33% of organisationsorganizations are now actively investing in employee skills development and better talent assessment. Understanding where you stand today is the foundation of smarter, future-focused decisions.

3. Connect talent acquisition and talent management

Recruitment and employee development are working side-by-side more than ever. Hiring managers and talent teams should work together to find people with the skills and potential to grow. Look beyond what’s on a CV – focus on skills, mindset and capacity to learn.

This is the heart of skills-based hiring, which is being increasingly adopted as more organisationsorganizations rethink traditional recruitment practices. Korn Ferry calls this shift “retaining by training” – bringing in people with potential, and then giving them the tools to thrive.

Once people are part of the team, keep building on those skills. Create clear pathways for growth and a culture of ongoing learning. Offer stretch assignments, mentoring and learning opportunities that build on the skills you hired them for. This will help candidates and employees see a future with your business, whilst helping your business stay ahead.

4. Build a skills framework

A skills framework is your guidebook. It outlines the key skills needed across different roles, teams and levels. This is often where teams can get stuck. Our advice – keep it simple. Keep it flexible. And keep it evolving.

A good framework helps recruiters find the right people. It helps managers have better development conversations, and helps employees understand what’s expected of them and what’s possible next.

5. Make internal mobility part of your culture

When you know what skills exist in your business, you can create real opportunities for people to move and grow internally. Internal mobility helps you fill skill gaps faster and is 12 times more effective at finding the right person than hiring through job boards. It shows employees that they don’t have to leave to level up, and it makes the most of the talent you already have.

49% of organisationsorganizations are improving their workforce planning to better inform whether they should buy, build or borrow talent. Internal mobility plays a big role in that strategy.

Make it easy for people to explore internal moves with a dedicated careers page for employees. Share success stories. Encourage managers to have honest career conversations, and create pathways that support skills development across different roles and teams.

6. Embed skills across the employee experience

This is where it all comes to life. The best skills strategies show up in everyday moments.

Recruiting: Write job ads that focus on the skills that matter most and incorporate skills based assessment to assess candidates.
Onboarding: Set new hires up with the tools and learning modules they need from day one.
Development: Offer training, mentoring and opportunities that build the skills your business needs.
Performance: Give regular feedback on skills growth, not just task delivery.
Career paths: Show people how building new skills opens doors to new opportunities.

Upskilling and reskilling your existing workforce will enable you to stay ahead in a fast-moving market. It helps you enhance employee engagement, retain top talent and respond quickly to change. Because no matter how roles evolve or technology shifts, you’ll have a workforce that’s ready to learn, grow and adapt.

Final thoughts

Identifying and defining critical skills is one of the smartest things any business can do. It forges a vital link between talent strategy with business strategy. And it lays the foundation for the kind of workplace where people and performance thrive.

This isn’t just about filling today’s roles. It’s about future-proofing your workforce for whatever comes next. Get the skills right, and the rest will follow.

Get TA & HR tech approved: How to build a winning case

Top healthcare recruiting challenges and how to solve them

How to attract stronger candidates by fine-tuning your application process

Gone are the days of dreaming of more applicants. As recruitment teams are flooded with resumes, today’s challenge is to get to the best candidates quickly before they slip away. So, how do you cut through the noise and get top talent to not only apply, but stay engaged? The key lies in fine-tuning your application process. When every moment counts, a smooth, candidate-centric experience can be the difference between securing top talent and losing them to the competition.

What’s behind the rise in applications and drop in quality?

Before fixing the funnel, it’s important to understand what is impacting applicant quality.

Technology has made it easier than ever for jobseekers to apply with minimal effort. One-click applications and AI-generated resumes mean candidates can send out dozens of applications in a matter of minutes, often without a second thought into whether they are the right fit.

Economic shifts are also influencing application behavior. Many professionals are exploring new roles to future-proof their careers, sometimes applying outside their usual industry or experience level. This may present an opportunity for companies to look at candidates with transferable skills who may not have previously considered a role in their field.

The way job postings are structured plays a major role. Clear and engaging job descriptions help attract candidates who are the best fit, while generic or vague postings may result in a broader applicant pool that requires more filtering. Companies that highlight their unique culture and value proposition are more likely to draw in high-quality candidates who are genuinely interested in what’s on offer.

By understanding these shifts and optimising the hiring process, organisationsorganizations can turn this influx of applications into an advantage—engaging the right talent while ensuring a smoother, more efficient recruitment journey.

1. Write targeted job ads that attract the right candidates

Your job post is often the first impression a candidate has of your company, so it needs to be clear, compelling, and targeted. Poorly written job descriptions are the top candidate frustration in their job search. A well-crafted job advertisement does more than list responsibilities; it ensures the right people apply while discouraging unfit applicants.

For more effective job descriptions:

Use clear and specific language to describe responsibilities and required skills.
Avoid broad or generic job titles that may attract the wrong audience.
Focus on must-have skills needed to succeed in the role and outline any mandatory qualifications.
Highlight the soft skills that would help someone thrive in the role.
Showcase your company culture and values to attract candidates who align with your organisationorganization.

A well-structured job ad helps filter out unsuitable applicants before they even hit “apply,” saving time and effort down the line.

2. Turn to your CRM to invite talent to apply

Before publishing your job advertisement across multiple job boards, turn to your recruitment CRM. Sourcing candidates through existing relationships is 18X more effective than job boards. Inviting qualified talent can keep your talent pool smaller, save time and resources.

To get the most out of existing relationships:

Send a personalisedpersonalized email to invite talent to apply and align with their skills.
Identify silver medallist candidates who are strong contenders for the role.
Invite them to join talent pools or networking events to maintain engagement.
Ask for referrals from those who aren’t currently open to opportunities.

By nurturing relationships, recruiters can build a pipeline of high-quality candidates who are ready to step into future roles.

3. Use smart screening to filter out unqualified applicants

Not every applicant will be the right fit, but that doesn’t mean recruiters should waste valuable hours sifting through irrelevant resumes. With the right screening methods, you can quickly pinpoint aligned candidates while filtering out those who don’t meet the basic requirements.

Effective screening tactics include:

Knockout questions that require candidates to confirm essential requirements such as experience using a specific tool or background of people management.
Quick skill tests that assess a candidate’s ability to perform a job-specific task.
Scenario-based questions that ask candidates how they would handle real-world challenges related to the role.
Monitor incomplete application rates to identify areas where candidates drop off and ensure .

By integrating these quick assessments early in the process, hiring teams can focus on engaging high-potential candidates rather than sorting through unsuitable applications.

4. Automate repetitive tasks while keeping the process personal

Automation can help streamline the hiring process, but it should never come at the expense of human connection. AI smart search capabilities can recommend candidates based on job fit. However, a personal touch remains essential in keeping top candidates engaged.

To strike the right balance:

Use AI smart searches to quickly filter and rank applications based on job fit.
Resume parsing tools like PageUp’s AI screening assistant uses AI summarisationsummarization to present key insights to enable recruiters to focus on top-tier candidates.
Automate status updates to keep candidates informed throughout the hiring process.
PersonalisePersonalize communication by referencing specific skills or experiences.
Leverage AI chatbots to support with their job search and answering FAQs.
Ensure a recruiter is available to answer candidate questions and build relationships.

When used effectively, automation reduces administrative burden and ensures high-quality candidates feel valued and engaged.

5. Track key hiring metrics to keep improving

A great hiring process is never static. To ensure continuous improvement, it’s essential to track key metrics and identify areas where adjustments are needed.

Some of the most valuable hiring metrics include:

Conversion rates: Measuring the percentage of candidates who move from one stage to the next. For example, the percentage of jobseekers who viewed your job ad converted to an application.
Drop-off rate: This assesses the number of jobseekers who abandoned the process. By looking at the drop-off rate at different stages of the application process, you can identify where recruiters can make improvements.
Mobile : Desktop application ratio: Shows the ratio of applications submitted on each device. Compare with incomplete application rates to track the effectiveness of your application process across devices.
Time-to-hire: This metric shows the efficiency of identifying a suitable candidate by tracking how quickly the successful candidate moves from application to offer acceptance.

Regularly reviewing these recruitment metrics allows organisationsorganizations to refine their hiring strategies and improve overall candidate conversion rates.

Bonus tip: Simplify the application process to reduce drop-off rates

If you’re experiencing higher drop-offs or not receiving the volume of applications you’re seeking, look at how you can streamline the process. A long or complicated application process can cause top candidates to lose interest before they even complete their submission. If applying for a role feels like a chore, the best applicants may move on to a company that makes the process easier.

To keep the application process candidate-friendly:

Ensure the entire process takes no longer than ten minutes to complete.
Remove unnecessary steps, like requiring candidates to re-enert details already provided. Allow resume parsing to auto-fill application fields instead of requiring manual data entry.
Enable social logins to save candidates from creating yet another account.
OptimiseOptimize the process for mobile devices – our latest data shows 34% of candidates apply on mobile.
Use incomplete application rates to identify areas where candidates drop off and consider how you can improve it.

When applying is quick and seamless, the right candidates are more likely to complete their applications and stay engaged.

A smarter process brings better hires

The hiring landscape has changed, and top talent has more choices than ever. If companies want to attract and retain the best candidates, they need to create an application process that is efficient, engaging, and candidate-friendly.

When the process is optimisedoptimized from start to finish, hiring teams spend less time sorting through unqualified resumes and more time securing the right people for the job.

Learn more about enhancing your candidate experience in our latest candidate experience report here.

5 key considerations for crafting a compelling EVP

Inbound Recruiting 101: Creating a thriving talent pipeline

Why inbound recruitment is essential

In today’s competitive job market, standing out to top talent isn’t just about posting jobs and waiting. It’s about proactively engaging candidates and showcasing why your organisationorganization is the place to be. That’s where inbound recruiting comes in.

Using marketing techniques, inbound recruiting connects with passive candidates on the platforms they already use. Instead of waiting for applications to roll in, you meet potential hires where they are —online. From there, you can direct them to your careerscareer site, where your employee value proposition (EVP) shines, and they can join your talent community.

Why does this matter? Inbound strategies build stronger talent pools, reduce hiring costs, and speed up the recruitment process. PageUp research shows it takes just four applications from your talent community to make a hire —a massive improvement compared to 74 applications per hire from job boards.

This proactive approach makes filling hard-to-recruit roles more efficient while enhancing your hiring outcomes.

Benefits of inbound recruitment

Attract quality candidates organically
Reduce time-to-hire and cost-to-hire
Enhance the candidate experience
Save time prospecting candidates
Engage passive talent
Build diverse talent pools

How to start your inbound recruiting journey

1. Identify your target talent segments

Work with hiring managers and business leaders to define the critical roles that drive success. Once identified, build personas for your target segments. Research their skills, interests, motivations, pain points, and online behaviour. This data will guide your inbound strategy by formulating tactics to best reach and engage with them.

Pro Tip:

Use external market research for added perspective.
Conduct employee focus groups or interviews.
Leverage HR and engagement surveys.

2. Set clear objectives

Define measurable goals to monitor the success of your efforts. Examples include increasing careerscareer site traffic, boosting content engagement, or improving application conversions. Use data to inform your benchmarks, track impact and adjust strategies as needed.

3. Ensure your EVP is aligned

With a greater understanding of your target talent segments’ motivations and values, does your employer brand and EVP align with what your ideal candidates seek? New research shows 62% of candidates only apply for jobs that meet most of their EVP requirements. Whether it’s flexible work arrangements, growth opportunities, or a sense of purpose, your EVP should address these desires.

Discover more about how to craft your EVP here.

4. Create engaging content

Content marketing is a powerhouse for inbound recruiting. Share blogs, videos, and social posts that align with your employer brand. Differentiate yourself by offering unique insights into your organisationorganization’s culture. By knowing what each segment values most and where they spend their time, you can tailor targeted content for optimal impact.

Your team is a powerful recruiting asset. Consider an employee ambassador program encouraging employees to share authentic content, participate in social media campaigns, and promote your organisationorganization. For example, team hashtags, live Q&A sessions and testimonial videos can humanisehumanize your brand and build trust.

Content Tips:

Maintain consistency with a content calendar to be top of mind with talent.
Mix up formats (e.g., day-in-the-life videos, blogs, events, images) to keep your audience engaged.
Tailor your messaging to which talent segment you are targeting, while ensuring alignment with your employer brand.
Include strong calls-to-action (CTAs) to get candidates to take action on what you want them to do next (e.g., discover our marketing opportunities)

5. OptimiseOptimize your careerscareer site

Your careerscareer site is your digital first impression. It’s where your content leads candidates back to and where they go to research your organisationorganization. The experience can make or break whether a candidate is interested in working for you. Make it memorable with:

Compelling visuals and messaging that highlight your EVP
Segment-specific landing pages with curated content
Simple job search tools and applications to drive conversions
Mobile-friendly functionality
Strong CTA’s to capture talent even if they’re not ready to apply

According to LinkedIn, 70% of people on your careerscareer site are invisible. We need to ensure we have engaging content and features that bring visitors to light by capturing them on our site.

Now, candidates won’t find you if your site isn’t optimisedoptimized. Use SEO best practices, such as:

Apply industry-standard job titles that job seekers searched for instead of obscure titles to make them easier to find and spark interest.
Create blogs that align with what passive candidates search for, such as tips on building your career within a particular function or industry insights.
Structure your site for easy navigation, fast load times and mobile optimisationoptimization.

Gain more insights on how to optimiseoptimize your job advertisementsadvertizements here.

6. Nurture your talent community

The journey doesn’t stop once you have candidates in your talent community. Maintain relationships with candidates using tailored email campaigns— personalisepersonalize messaging based on their skills, location, and preferences. The more nurtured candidates feel, the more likely they will move down the recruitment funnel and convert interest into applicants.

Want to know more about how to build and nurture successful talent pools? Learn more here.

7. Invest in recruitment marketing technology

Use analytics to track your inbound efforts and adjust as needed. Behavioural metrics like engagement rates and conversion success tell you what’s working. Once you identify effective strategies, you can scale them for greater ROI.

Technology is essential for managing a robust inbound strategy. With PageUp Clinch Recruitment Marketing Solution, you can amplify your employer brand, optimiseoptimize your careerscareer site, and nurture talent pipelines seamlessly. This comprehensive tool integrates with your ATS to streamline recruitment and boost results.

Inbound recruiting is about building relationships, not just filling roles. By meeting candidates where they are and offering a compelling reason to join your team, you can attract top talent, save time, and reduce costs. Ready to see inbound recruitment in action? Explore PageUp’s solutions and start transforming your hiring strategy today!