The right and the most effective customized recruitment software solution are always a requisite for enhancing all the steps in a recruitment strategy.
Cloud recruitment solution is one of the boons of technology to the recruiters and HRs. In order to be in the race of the competitive era opting for the cutting edge technology in your hiring process is an obligation.
India is one of the fastest growing nations in Asia, with a thriving workforce to match every year.
As India is experiencing an economic growth on the basis of strong technical skills, there is a growing need among recruiters to hire capable and skilled talent.
RPO’s aim to fill the gap by using technology and AI to narrow down on the most suitable candidates for skilled jobs.
Why Cloud Recruiting?
At the present time, cloud-based technology or Saas (Software as a service) based applications are the most preferred technology among recruitment companies.
Cloud computing or cloud technology enables recruiters to store and access data over the internet instead of overloading the hard drive of a computer.
Besides enhancing productivity, cloud recruiting empowers recruiters to be more tactical and organized.
Enable the recruiters to evaluate resumes easily and carry out a screening process online.
Allow the recruiters to share relevant documents with candidates online.
With cloud computing, it has become easy to share information about candidates instantaneously.
Does not require a huge storage space or any expensive software.
It promotes paperless hiring and makes it cost effective also.
The impact of cloud computing on the HR sector and recruiters is profound, and it hardly has any downside. It accelerates the process of hiring and help recruitment companies gain a competitive edge in the market.
So, what you are waiting for?
This season, demystify your talent pipeline with HirePro’s Cloud-based solutions and leverage your recruitment process to the next level.
Recruiting, interviewing, hiring, and onboarding new employees can be an expensive and stressful process in the best situations.
But then to their rescue came the brimming gift from robotic technology, the Automated Recruitment software. Unstructured tasks now can be defined and standardized by automation without any hassle.
Automation helps to streamline the entire recruiting process, simplifying the sourcing process, and automatically sorting and filtering applications to find the best talent. It even helps with scheduling interviews, cutting down on much of the headaches that usually come with the manual follow up with the new applicants.
Automation in the recruiting and onboarding process eases the work for the recruiters and make them free for the other valued activities.
One of the problems with maintaining a disorganized mess of candidates resumes in physical form is that you have to be at the office to review the information. With the automated recruitment software, you can automatically source and screen the best talent from anywhere—be it a laptop or a mobile device. This on-the-go accessibility helps you make quick and updated decisions about the candidates—all without actually being in the office.
Automation allows the recruiter to make better hiring decisions based on the candidate’s technical ability and cultural fit. Therefore, the vacancies can be filled faster by the recruiters with the confidence that they have hired the right candidate for the role.
Automation can support great candidate experience in many ways. Two of these being speeding up the application process and candidate communication.
Millennials and Gen Z are quite agile and dynamic. So, days when candidates would have settled for the cumbersome and long application process, are in the past. They expect to know the outcome of the process for sooner. Quick response helps to attract and retain potential talent enhancing candidate experience. Consequently, positive candidate experience strives the brand reputation.
Because of Automated recruitment,
-time to fill the application process reduced from 34 days to 9 days
Once a new hire accepts the offer, it’s important that your onboarding process serves as a crucial time to increase the joining rate of the new candidates. The onboarding process can set the tone for the relationship with the new candidate and the company over the long-term. However, onboarding is often filled with paperwork like document submission, background verification and introduction to the organization culture. Fortunately, much of this work can be streamlined, for example, by implementing a customized onboarding platform (MBrace). New hires can then quickly and easily fill out all the information required and submission of documents.
The best thing is that all these clunky processes take place only in a finger’s click. Automation complement seamlessly, enhancing the entire recruitment and onboarding procedure and eliminating the need for manual stress.
Using Automation in a purposeful way is a step forward in the pursuit of reimagining the future of the recruitment industry.
It provides structure, a consistency, and fairness to recruitment and onboarding activities.
Have a glance at the infographic of the impact of automation in recruitment:
This hiring season, leverage your recruitment and onboarding process with HirePro’s Hireboard solutions. To know more click here: http://bit.ly/2xMrgqS
When a candidate perceives their expectation from the day he was offered the position, they perform better.
Effective onboarding programs can improve employee performance by 11.5%, according to Recruiting Roundtable. Pushing the candidates to meet new performance goals is one way to make them feel engaged.
During onboarding, have new hires interact with the team member and hear from them directly about key organizational initiatives and goals. It will consequently help them to gear up for their upcoming performance soon.
3) Better Candidate Engagement:
Being face-to-face with the candidates demands attentive listening and feedback, resulting in a more candidate engagement.
Research has shown that candidate engagement is one of the top factors that contribute to the candidate joining ratio.
Engaging and follow up with the candidates, accelerate the acceptance and cut back the gap between offer date and joining date.
22% of candidates turnover occurs within the first 45 days of the offer. However, if the new hires participate in a tailored onboarding process, 66% of them are likely to remain with an organization for more than 3 years.
Gamification is a popular new trend striking recruitment industry and can be very effective in keeping the new hires engaged throughout their onboarding.
Implementing an onboarding program goes a long way towards ensuring a better talent fit right from the start.
“Strategic onboarding not only reduces operating costs and helps new hires improve their personal contribution to the enterprise, it also reduces regrettable attrition, and helps the organization deliver against its strategic goals.”
Here’s the brutal truth about Post Recruitment Process
There are WAY too many hiring leaders in recruitment space today that think “recruitment and selection” complete the recruitment cycle.
They say, “if we can attract and hire the right talent, the job is well done.”
If only it was that easy….
Perhaps, this statement could only apply if you were interviewing and selecting the perfect candidate, only to have them not to show up on their first day of work.
Otherwise, you’re taking the “cooked spaghetti approach”: throwing a bunch of stuff against a wall and hoping something sticks.
Well, today we are going to show you how to master the art of post-recruitment follow up. It guarantees that you get high quality hires onboard and let them stick around.
And when you apply these post recruitment techniques, you’ll watch your talent retention rate skyrocket to the top — consequently affecting the productivity and business growth.
But there’s a catch:
Before you fire up and take any action to cut your no-shows to absolute zero, you need to find out what’s fearing your top hire to accept the job offer.
Can’t-do the job” fears – Where the Post Recruitment Follow Up Begins
As we said earlier, most hiring leaders think recruitment and selection complete the recruitment cycle.
This is a huge misconception.
Because your candidates may still have serious doubts that they can’t actually do the job. Remind them that they clearly fit the firm/job and that they clearly meet each of the qualifications. Let them know that organization and the team is 100 percent confident that they will succeed.
That’s not to say “can’t do the job” fear ends here. Introduce your team members to your hired candidate.
Maximize contacts with your teammates – Post Recruitment Follow Up Analyzes Value fitment
If your candidates are still struggling to make a decision, here’s how your teammates can make them feel welcome.
Here’s what you can do:
Encourage your teammates to email or text your new hire, or offer invitations to connect on social media, or just provide the new hires with links to the social media sites of the team’s employees.
Provide them with more contacts from your team, encourage the administrative assistant, IT or anyone to call them, either to tell them something or to ask them a simple question.
Once your candidate feels engaged, keep an eye out for their offer acceptance.
Reinforce their acceptance decision – Post Recruitment Follow Up humanizes candidate experience
Now that your teammates have successfully encouraged your new hires and the candidates have accepted the job offer, it’s time to show some support.
We recommend putting most of your effort in reinforcing the acceptance decision of your new hires.
Immediately thank them for writing for accepting the offer. Also, reinforce the sale by reminding them that they have chosen wisely by listing again what you have to offer and why they said yes. Remind them how much they are needed and that their teammates are counting on them.
Reduce first-day anxiety – Post Recruitment Follow Up nurtures Candidate Engagement
Chances are that your candidate is ready to join the company, but still worried about their first-day appearance.
Here’s what you should do:
You increase the likelihood that they will show up if you minimize any anxiety they might have on their first day.
That means providing them with directions, parking information, what they should wear, what they should bring on the first day, and anything else that has caused anxiety among past hires.
Also, let them know their office location, phone number, the type of computer they will have, and make them aware that their physical worksite is ready for their arrival.
Yet, some will rethink reneging on their acceptance of a job.
Now, it’s time to make them aware of the economic consequences that they are creating.
Make them aware of the cost of a Renege – Post Recruitment Follow Up Educates the Candidate
Hiring Managers and Recruiting leaders need to know what factors can cause their new hires to change their minds before initiating the post-recruitment follow up process.
Some of the pressures that your new hires are facing include:
Counteroffers from their manager, pleas from their peer colleagues, late arriving offers from other firms, document verification, notice period buyout and “first-day fears.” If a relocation is involved, the pressure from the family to reconsider may be enormous.
Taken together, all these factors can easily give your new hires cold feet and cause them to at least think about backing out of their promise.
Wondering if your onboarding program would be a spot on?
Do you need a different strategy to recruit these passive candidates?
Ok, let’s find out.
A passive candidate is someone who is already employed and not actively looking for any job.
But this doesn’t mean that if a better opportunity is offered they will not consider it. If you are only recruiting people who are currently looking for a job, then you may miss out the most potential pool of talent.
So, it becomes more tough for the recruiters to attract these passive candidates and hire them.
But, why is it tough to reach them?
It takes more effort and persuasion to attract these candidates.
They can be more challenging to connect with
They often hold out for the right offer
And most importantly, companies don’t know how to approach them.
How to improve your ability to attract and hire these potential talents?
You have to find out what motivates them to accept your offer.
It may be better compensation and benefits, better work-life balance or a job that is the perfect fit for their skill sets. You should also find out the impressive way to approach them.
75% of candidates would not take up a job with an organization with a bad reputation, even if they are unemployed.
So, make sure your employer branding doesn’t keep you from getting the potential talent.
Follow up these candidates periodically. This is essential and yet many passive candidates have experienced poor communications. Keep them in the loop with regular intervals. Otherwise, it will poorly reflect your organization.
An employee referral program can be an excellent source for hiring these passive candidates. Turn your employees into an army of recruiters to share how great it is to work for your company.
75% of passive candidates are found on LinkedIn who are already employed, so it is the shop window to search for your ideal candidate. Facebook and Twitter are also another fantastic ways to search for your passive talent pool. Using specific hashtags you can search for a specific set of communities matching your requirement.
So, strategize your hiring so that it appeals the passive candidates and you can hire and retain the top talent for your organization.
Understanding the need for engagement in talent onboarding
Imagine two men trying to sell you a pen.
Salesman 1: “Sir, I present to you, the all new range of ‘X’ pens. The pens are best-in-class and have been specially designed to gift you the best writing experience. It comes with an anti-sweat grip and has an anti-leakage technology. It’s an absolute must-have for professionals, Sir!”
Salesman 2: “When was the last time you took up a pen, Sir? Do you remember the purpose? The world is fast growing off pens as the world is getting more and more digital. But Sir, even in this almost-automated world, can you really deny the importance of a pen? Sir, you are the Managing Director of a reputed brand and your signature matters! And, that’s why this pen matters. It isn’t just a pen. It’s your signature!”
It isn’t tough to decipher who would make the cut.
The two men tried selling the same pen. But, the roads they took were quite different. While the first man was more of a dictated monologue citing the features and the benefits of the pen, the second man engaged in a conversation. And, that’s where the key lies. Engagement!
The battle to attract and onboard talent is as competitive as getting acquiring a new customer, and most importantly retaining them.
The basic problem with age-old talent onboarding is its outbound nature. The traditional ways are way too hiring manager driven. And, in a world brimming with options, that’s not an approach that will pay dividends. It’s about time we started considering candidate engagement an absolute necessity when it comes to talent onboarding.
Talent Onboarding – Defining Your Talent Persona
In the war for talent, it does pay off to think like a marketer. Inbound marketers define their target audience prior to every campaign and pitch their messages across accordingly. When it comes to talent onboarding, that’s exactly what more and more hiring managers have to start doing.
Here are 5 ways you could define the persona of your talent:
Demographics – Age range, location, qualifications, current employer, income level etc.
Work History (if any) – Previous employers, positions, and responsibilities held, etc.
Social Presence – Presence across social platforms to assess the talent psyche
Cultural Fit – Map the candidate’s psyche with that of the organization’s culture and ethics
Pressure Points – Reason/s for previous job change/s, motivational aspects etc.
It’s important to understand the persona of your next talent and tailor his/her onboarding journey accordingly.
Getting talent onboard is a conglomerate of attracting the talent to your brand and re-confirming on that at the length of the onboarding journey.
To attract the right talent, the communication has to be effective and spot-on. But, when it comes to onboarding, it gets all the more important and quizzical at the same time. Your onboarding journey should convey your employer brand and at the same time explain, the scope for a potential candidate. From the brand culture to the goals and objectives of role-specific mentoring, the onboarding journey has to be an all-inclusive one.
Where most organizations miss out, when it comes to talent onboarding, is the consistency. The onboarding journey begins right from the time an offer is rolled out. Fast paced recruitment coupled with a vast pool of candidates across domains and functions often makes it an uphill task to maintain effective communication with the candidate at every stage of the onboarding journey. And, that’s where leveraging automation works wonders. Automated responses/reminders and events keep the candidates engaged as well educated about their roles at hand, ensuring they don’t drop out midway through the talent onboarding journey.
How to master the art of candidate engagement? Check the video:
For optimising your talent onboarding with seamless candidate engagement, get started with us: http://bit.ly/2Ik9FfH
Managing the entire recruitment process right from sourcing, on-demand recruitment needs, talent branding, managing assessments, post-offer follow-up to onboarding are quite complex steps.
The use of Applicant Tracking System (ATS) has become obsolete and to make the recruiting system more tech-driven and smooth, multi-platform automated technology should be introduced. You can’t entirely rely on ATS.
Here comes the Recruitment Management System (RMS) in the picture. RMS can be defined as the one-stop solution for the entire recruitment process. ATS is just a part of whole recruitment management system software.
How RMS eases the tedious work of the hiring managers?
1) Reduced Wastage of Time and Increased Efficiency:
RMS decrease wastage of time by streamlining the entire hiring process from sourcing to onboarding of the new hires.
Improves communications between various departments and automatically screens the relevant candidates for the available jobs.
No longer the hiring managers have to go through extensive piles of paperwork.
RMS ease the process of hiring ideal talent providing recruiters the opportunity to allocate more time to pertinent hiring efforts that can benefit the organization.
Elements like interview scheduling, online job postings and resume screening of RMS relieves from manual work.
Detailed reporting make it easier to evaluate suitable candidates and ensures that good candidates don’t get overlooked, resulting in increased efficiency.
Let’s check HirePro’s way of mastering the art of candidate engagement
RMS made the recruitment process free from clunky technology, piecemeal application, and faulty screening process. What’s more? To know about real-time recruitment platform for candidate search and candidate management click here.
You are probably excited, a little nervous, and wanting to make the right impression.
Similarly, for the hiring manager, to create an effect and make the candidate feel comfortable with right impression is very crucial.
The first impression can create an everlasting effect, so make the most in the first meeting.
Recruitment efforts will bring the potential hire to your door, but how you manage the interview will influence whether the candidate accepts the offer. Even if the candidate is not brought into the company, they may refer other potential candidates to your company. You want the referral to be a positive one.
New hire onboarding..
The work is not over once the candidate accepts the offer. An organization needs strong new hire onboarding program. Employee onboarding is a strategic opportunity for organizations to increase retention and talent engagement.
Successful onboarding requires candidate engagement after the offer is accepted which starts even before the candidate steps in the organization. The time from when the offer is accepted until the joining date is very crucial. Even a little negligence will make you lose the right talent. So make the most of it. Integrating new hires into the organization requires the formation of a mutual relationship.
60% of HR professionals say that it is a major battle to retain the talented candidates. It is recommended to promote the work culture to attract and retain the new hires. Creating a positive work culture where each employee is valued, supported and engaged in work will not only help in retaining your talent but also impact your company’s bottom line.
So, strategize your talent management and strengthen your new employee onboarding to keep your talent from walking out your door. Discover the power of digital onboarding with M-Brace.
To re-imagine your interview management and new hire onboarding, get in touch with us: http://bit.ly/2xMrgqS
Recruitment Process Outsourcing – The Typical Phases
Before understanding what to look for, in a recruitment service provider, it’s essentially important to understand the phases of a typical recruitment process. Here’s how a typical recruitment program looks like –
Recruitment Drive Management
Recruitment Process Outsourcing – Why Outsource Recruitment?
In today’s volume hiring landscape, it is becoming increasingly more volatile, making it more difficult for employers to consistently fill jobs. Keeping this in mind, here are some good reasons for a company to outsource its recruitment process:
Recruitment Process Outsourcing – What to Look For in a Recruitment Service Provider?
Talent Acquisition is no easy task. But neither is, closing in on a recruitment service provider. After all, it’s your talent at stake. Here are the scope and points of consideration, when it comes to looking for a recruitment service provider:
A typical recruitment scenario involves a lot of stakeholders, who manage the different phases of recruitment, off and on the campus. The RPO provider hence must be capable enough to ensure a seamless integration of the stakeholders a singular platform, to yield a hassle-free service.
The RPO service provider should be able enough to steer a technology-enabled recruitment management system to achieve an integrated and flawless recruitment program. A technology-enabled recruitment management system also ensures secure online access to all colleges on the network, integration with various social student communities, and, targeted and scale campaigns using IVR, SMS, emails and online posts.
Online, Remote & Proctored Assessments:
Conventional assessment schedules can often be really daunting with multiple campuses to visit and scheduling /monitoring for compliance. The service provider hence must be able enough to automate assessments, thereby ensuring a benchmark quality of hire, a wider talent outreach, and, data-driven informed decision making.
Personalized Candidate Experience:
The service provider should be able to leverage automation and providing a better and personalized candidate experience. In a world obsessed with personalization, it can definitely not be amiss, when it comes to candidate experience. From information exchange, interaction and responsiveness to better logistics to reduced paperwork, the candidate experience provided should be all-encompassing.
Unified Communication Management:
The communication channels majorly form the backbone of any effective process. An automated recruitment management platform would mean unified communication. So essentially, the service provider has to be able enough to scale up and put technology to the maximum possible advantage, to ensure an automated, hassle-free, and seamless recruitment program.
Looking for advanced campus RPO service provider? Check out this Slideshare presentation and we guarantee that you will get a solution.
It’s a simple checklist that will help you to choose your Campus RPO provider:
Gone are the days, when a candidate used to wait for a call, from a recruiter. A job isn’t just working anymore, it is a brand which determines your personal brand! Erstwhile companies used to provide jobs for people, now the talent acquisition system looks for people first who fit the jobs.
A large part of the decision-making process starts much before the candidate gets the actual call. With company review portals, it becomes extremely easy for prospective candidates to assess the internal work environment and what they can expect. Company review portals, work on a simple concept that people believe people. You might not know anyone in the company, but a candidate today still wants to know everything about the company much before joining.
The First Impression
Any organization now needs to have a social presence. Social media is second to employee referrals as depicted to attract talent. This implies a strong inference on the influence that UGC has on the candidate’s mind. What is UGC?
UGC OR User-generated content has a very large impact on what people think OR know about the company in conversation. With the advent of company review portals, which give a platform to current employees as well as alumni. This allows every candidate to make a choice much ahead of an interview call.
Circle of Influence:
Candidate engagement and building conversations have become the core of any hiring activity. All the conversations and the activities pursued by an organization online/offline are integral to create a superior candidate experience. In a webinar held on “Hot staffing trends that impact business” carried out by a staffing agency, had interesting insights.
73% of candidates would go ahead to accept a lower compensation if the company had great online reviews
More than 77% candidates willingly nod to a 5% lower salary than their expected compensation if the employer created a great impression during the hiring process. This included both online and offline methods.
Around 60% candidates do not take jobs in companies which have limited social presence and responsiveness.
The Relationship Economy:
Company review portals are easier mediums to maintain a dialogue with not just candidates, but also the internal workforce. The entire investment of effort and time, that is spent in keeping the dialogue active will certainly prove to be highly profitable for the bottom line. Use archived data in combination with automated notifications to build consistently strong, communication-rich relationships.
In order to clap you need both hands always. Similarly as important as it is for a candidate to maintain a positive social profile, it is equally OR in fact much more important for a company to maintain an enthusiastic online presence. Review portals have a synergistic effect on your existing social Klout.
The affect areas:
It is not just important to be present on social review portals, but then what is the display content is as important OR even more. So what are the areas that you could positively influence with regular maintenance of the social review portals? OR let’s ask this question a little differently.
What do candidates usually look for when researching for any company online? The graph below depicts the various affect areas with review portals OR social presence.
Review portals are important because they are becoming a more integral part of not just the job offer and interview process but the entire engagement process that extends beyond the conventional transaction. Review portals have gained importance because the evaluation of the company by the prospective candidate begins much ahead in the consideration phase of employment.
There are high chances that your marketing team is maintaining your company’s social media and online mentions which makes the ability to monitor sites and conversations. The talent acquisition teams will need to sync with marketing to ascertain if, when and how to respond to reviews and comments. All Employers are not perfect and therefore you might chance upon negative reviews. I still dine at restaurants on Zomato with less than four stars. Candidates like consumers watch the responses employers have for negative reviews. This makes it important for employers to exhibit their listening skills and introducing changes to their processes or way of thinking.
Each and every organization is talking about the future of the workforce. In the context of disruption of HR process, a lot has been speculated and debated. Whether there will be any need of recruitment role in the organization or if it does exist?
What value will it bring?
Yes, recruitment role makeover is necessary.
But, the question still remains the same.
How does in-house recruitment process still stay relevant?
While technology seems to have solved a lot of administrative inefficiencies in the recruitment process. Right from calculating predictive analytics of an offered candidate to managing the volume hiring in one single tap. But, it has also left the recruitment HR role at the crossroads.
Chief Human Resource Officers and other business leaders always rate hiring top talent as the key priority for the organization. This is definitely the right way to keep driving the need of delivering greater business impact to consumers.
But, what about the recruitment force who are primarily hired to sow the best seeds for business innovation?
How can recruitment process be re-skilled and trained to win a war in the era of major digital disruption?
It’s time to move beyond talking to action to bridge the yawning gap.
If you’re looking for some powerful strategies that will help you transmogrify your role as a recruitment HR, then you’ll love this embedded infographic.
It’s an elaborate presentation to help you reinvent the role of every recruitment professionals for driving best of business growth.
Here’s our take on the future of recruitment role based on the insights obtained from the above:
3 Powerful ways of Reinventing Recruiting Role: An Extreme Makeover
Future of Recruitment Role
Imagine an organization where CEOs look to recruitment HR leaders for advice as they develop business strategies to drive growth. Recruitment HR is considered the salesforce for attracting top talent, where they get access to world-class talent. Therefore, business leaders respect and admire every recruitment professionals for being the dilettante architect of the new agile workforce in this digital era.
This can all happen, but only with an extreme makeover of recruitment role in Human Resource.
Time to re-haul the ultimate hiring program which will help you catapult in your recruiting career like never before, get in touch with us: http://bit.ly/28Rpz3G
Talent not only define your people but further develops and drive employer brand, culture, talent acquisition and management and beyond that, strategic business objectives.
So, in order to expand the talent acquisition strategy, leading organizations are empowering their hiring candidates and workforce.
Like every year, Linkedin released its 2018 Global Recruiting Trends Reports, revealing four big hiring trends which will make hiring more strategic. This will allow hiring managers and talent professionals to focus on discovering the most potential talent for their organizations.
The LinkedIn annual report was surveyed over 8,800 recruiters and hiring managers from 39 countries to better understand the trends and help recruitment teams prepare for 2018.
So, finally, the trends they zeroed in are: diversity, new interview technology tools, data and artificial intelligence.
Here are how these trends rank in order of importance, according to the survey:
1) Diversity in hiring:
Diversity came in as the top trend, with 78% of talent professionals, globally, finding that diversity impacts how they hire. The top reasons why companies focus on diversity are
78% to improve culture
62% to improve company performance and
49% to better represent customers.
According to most of the hiring professionals, one of the biggest challenges is retaining those diverse hiring, once they are hired.
2) Re-inventing interview technologies:
Many companies have re-invented their interviewing technology, since the traditional way of interviewing has been proven as an ineffective way to read the candidate’s mind. 56% of hiring managers and talent professionals says that new interview tools are the top trend impacting their hiring process.
According to the survey, the main problem of traditional interviews are:
63% – the limited ability to identify candidates’ soft skills and
57% – the critical issues they can demonstrate within the workplace.
3) Data in talent acquisition:
Data analysis will be the core of most of the organization’s process and systems. Different analytical tools will assist organizations to make data-driven decisions and improve the talent acquisition.
69% of talent professionals think that data could elevate their positions. The top ways companies noted they are using data are:
4) Rise of Artificial Intelligence (AI):
AI has already taken a strong foothold in the recruiting industry. It has become a definite requisite which has strived the hiring process for a complete digital change.
2018 looks to be the promising year for revolutionizing recruitment.
So what’s new this season?
Planning to stay ahead of the competition?
In order to stay eminent, you need to evaluate where you stand right now compared to your talent acquisition competitors. Look out for the most innovative strategies to satisfy the new talent acquisition goals every year.
So let’s find out how in the coming future we can drive the existing recruitment trends to a new dimension.
AI Powered Search:
Why would you need a job board, if your machine can search candidate automatically? Thanks to the emerging AI technology it has become possible now. AI has become quickly a very powerful tool in candidate search procedure. If you give the machine an indication of the type of candidates you are looking for, it will start a broad search, and deliver a long list of potential candidates quickly.
Around 15% of HR leaders from 40 countries report AI and automation have already made a great impact on their workplace plans. Moreover, 40% say they expect artificial intelligence to affect the plans they have for the next 2 to 5 years.
So, AI is the next robust technology that will be widely used in the recruitment industry.
The term workplace diversity is defined as accepting and valuing the differences that exist between people of different gender, age, background, religion or ethnicity.
In recent years, companies have recognized both social and financial benefits of hiring a diverse workforce. Almost 60% of recruiters said that they design their hiring strategies to attract diverse candidates. Moreover, not only is this trend becoming increasingly popular across all industries, it’s also listed as mandatory.
In 2017 we have witnessed a huge shift in the mentality where recruitment strategies are designed to reduce unconscious bias.
And it will continue further!
Millennials and Gen Z expect seamless candidate experience, much like the one they are offered when shopping online.
So to get the potential talent’s attention, recruitment professionals should always offer a smooth candidate experience during the entire hiring process. Automate the application process so that it takes much lesser time and all the details can be filled easily.
Yes, use all the automated tools and processes you can to be more efficient, but use your efficiency to provide a human touch, being more personal in your communications and more empathic in your interaction with candidates.
Nurture them until the time of onboarding so that the whole recruitment process gives a positive impact on the candidate.
Social Media Hiring:
With millennials being the major workforce nowadays, social media recruiting has become even more important. It looks at trends in the recent years.
Nurture your employer’s presence across all social media platform and measure the hiring statistics. According to a study, it is found that,
Over one-third of organizations have taken steps to leverage mobile recruiting. 84% of companies are currently using social media as one of the effective hiring steps and 9% are planning to implement in near future.
Chatbots are in increasingly used in recruitment, to have conversations with candidates. They can save recruiters a lot of time, by responding the primary questions of candidates. They help them to make the first selection.
The chatbots can talk with applicants on the website of organizations, but also through the assorted social media platforms (Facebook chat, WhatsApp etc).
High volume recruiting require communicating with thousands of candidates, in addition to a recruiter’s normal screening functions and other duties.
A chatbot can help recruiters save a lot of time.
Chatbots are also gaining popularity for improving the candidate experience.
These are 5 key recruitment trends that are expected to cause a massive shift in the way talent acquisition is looked at in the near future.
If you think we’ve missed out on any other trending development in the recruitment industry, your views and comments are welcome!
To know more about Recruitment solutions click here.
How often has it occurred to you that you hire a guy, who isn’t really the guy who took up the offer? The guy you hired was a pro-active, motivated and goal-driven professional. The guy who joined the team is a mere stranger to the phrases above!
Well, let’s say even the best of us sometimes fail to decipher the who’s who; who is the Bruce Wayne and who is the Dark Knight!
Candidate Assessment is a clearly a challenging easy task. Now, imagine the same scenario, but the assessment is remotely conducted. Tough. Isn’t it?
Forget deciding between Bruce Wayne and Batman, you might just be left wondering:
whether it’s Bruce Wayne or Bruce and Wayne.
So, what’s the bottom-line?
Remote candidate assessment sounds more of a double edged-sword; if you don’t embrace it, you lose out on talent, and if you do embrace, you aren’t really sure of the talent who got shortlisted.
Remote Candidate Assessment Challenges – To Be or Not To Be?
Remote Candidate Assessment can precisely be three possible combinations:
Written Remote Candidate Assessment,
Video Proctored Remote Candidate Assessment,
Or a combination of both of these.
Now, let’s delve deeper into each of these:
You are basically assigning a candidate to complete the task on paper, or on the cloud. The glaring question is: how genuine is the remote candidate assessment actually? The candidate has options, both old-school and new-school, to ensure he hits the bull’s eye. While the new-school way of manipulating the assessment would mean a license to access almost everything on the internet, the old school refers to a different identity taking the assessment of the candidate.
Let’s say, your remote candidate assessment program is more scientifically designed. So you think, in saying that it is completely video-proctored, i.e, video interviews. The greatest problem with a video interview is: it isn’t really a viable option for assessing talent across levels and seniority. On top of that, having a webcam and internet is a must. While that’s more of a norm in 2017, it still does not really ensure a smooth, flawless video interview. It may end up in a terrible miscommunication. Again, just because a candidate is good at expressing face-to-face, doesn’t guarantee his ability to express himself equally well or at ease, on camera. In that case, you’d yet again be misjudging, based on your interpretations of his ease/hesitance (the unconscious bias).
When it comes to a combination of both, things are even tougher to decipher, though it might look the most viable option, to ensure authenticity. Suppose Bruce Wayne applies for a job. You assign him an assessment, post clearing which, he will have to the final video interview. If he clears the video interview round as well, you roll out the offer. The equation is simple, right? Or, is it? What if, post onboarding, you realize, it’s definitely a Bruce, but not quite Bruce Wayne. What if, Wayne took the written assessment, and Bruce took the video interview?
Remote Candidate Assessment Challenges – Worth The Risk?
Well, from the above observation, remote candidate assessment is a double-edged sword. Either way, it’s going to cut you. But, there’s a catch to the otherwise Catch-22. While it is not possible to correct remote assessment, under any circumstances, it could evolve for better. With the current talent landscape going more mobile than ever, remote candidate assessment is the way forward. The platforms offering remote candidate assessment have to be all the more robust, dynamic and customizable. The coming of age for remote candidate assessment is necessary to enhance talent connectivity and outreach at large. After all, anytime anywhere hiring is the new normal.
Pretty smooth, right? Getting up at 6: 30 am in the morning, prepping up a delicious breakfast, rarin’ to reach the office, slurping a hot cup of cappuccino while making calls to the promising applicants for a brief phone screen and ultimately making them say ‘YES’ to the job offer. Painted a pretty good picture of a day in an RPO personnel’s life, right?
Isn’t that the best thing about RPO personnel’s life? One can pretty much predict the campus hiring events and other recruiting activities that will occur during the entire day. It’s also easy to identify the recruiting tools you need to get done, prioritize them accordingly, and then plow candidates through the day & then comes the perfect ‘eureka moment of the day’ when one finds the crème de la crème talent.
Yeah, right…it happens only in RPO professional’s dreams!
If one is an RPO professional, their time management, planning, multi-tasking and organizational skills are tested to the max each and every day.
In fact, it is enough to drive a normal person crazy!
So, the question is can an RPO professional have a perfect day in his life? The answer is probably no.
However, one can apply the following tactics to inject life into the day-to-day grind of recruiting to become more productive, efficient and have more fun.
3 Revolutionary tips to improve a day in an RPO personnel’s life
Recruiting Life Tip 1: Disconnect to Rev Up –
Simple as it seems, one RPO professional might find it very hard to break the habit of staying virtually connected all the time for work. One way to start is to set aside a chunk of time meditating every day for a minute or two.
Recruiting Life Tip 2: Go digital to be a recruiting Yogi
Let’s face it, more and more jobs are searched through mobiles and ‘phablets’ by the passive candidates. It’s time to create a functioning, yet slimmed-down recruiting device which is usable via a five-inch screen to balance your recruiting life like a modern yogi.
Recruiting Life Tip 3: Brainstorm to face disruption
Take every morning or whenever it will work to force yourself to either do some strategic brainstorming (maybe with a colleague), learn a new recruiting technology, read an HirePro resources section, or whatever else it takes to stay agile. Just be sure to devote this time to one’s own personal development and growth.
A Portrait of an RPO personnel’s life in a day of 2020
The future of jobswill be a highly virtual space. It will be a fast-moving, dynamic, and techno-focused environment. The old recruiting life was built on stability; the new world of recruiting is built on change and flex. The emerging era of 2020 will require fast, flexible, passionate recruiting ( RPO) professional who has an active orientation and a grasp of orchestrating the workforce of the future. And, one will have to be able to put all this into a personal style that is persuasive, fun, and engaging.
In short, the RPO personnel of 2020 will have to be totally relationship-oriented and embrace the virtual.