Dear HR colleagues,

As we strive for continuous improvements and optimize talent tools, we are excited to inform you of new Talent Acquisition functionalities and enhancements available in iPeople.

We would like to thank the Talent Acquisition partners who attended the training session, for their active participation and engagement which made the session a success. We believe that these changes will positively contribute to the candidate experience.

We have summarized below the key enhancements:

1. Candidate and Manager satisfaction questionnaires: simplified satisfaction survey sent after the end of the recruiting process, including a Net Promoter Score (NPS) question and a free text question. Same content for manager and successful candidate. KPI available in HR Insights.
2. New external career site: straightforward experience for potential candidates interested in opportunities with Ipsen with embedded company culture, real-time application status and personalized job alerts.
3. Apply with LinkedIn + Candidate data export from LinkedIn: simplified candidate application process on the new external career site with resume parsing using LinkedIn profile. Ability for the TA partners to export candidates from LinkedIn to a job requisition.
4. Candidate pools: ability to create shared and private candidates’ pools, exploring our talent community through multicriteria searches with ability to share candidate profiles, contact prospects and invite them to apply.
5. Recruiting sources + Auto-tracking: clarified referential to ease the tracking of recruiting sources and improve the data quality of Talent Acquisition KPIs. Source of hire is automatically populated when candidates are redirected from LinkedIn, Glassdoor/Indeed and JobTeaser to apply on the Ipsen external career website.
6. Improved candidate data purge request: simplified process for external candidates to request the deletion of their personal data via the external career site. Clarified governance on the roles and responsibilities if the candidate data purge process.
7. Evergreen requisition: ability for the Talent Acquisition partners to open a requisition to continually source and track candidates for pivotal roles, hard-to fill positions, high-turnover or high-volume positions. It helps maintain a pool of skilled candidates for positions that are difficult to fill.

Do you want to explore further? Click HERE.