Why Cloud Recruitment should be your choice?

 

Cloud Recruiting
Cloud Recruitment

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.

Related: 5 Smart Ways to Practice Paperless Hiring

 

Cloud recruitment solutions enhance customization.

Cloud technology comes with an open application programming interface code for digitizing different processes and to facilitate the communication among various platforms and systems.

Related: What to look for in a recruitment service provider?

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.

To know more visit our website: www.hirepro.in

 

 

Hire-On-Go and Onboarding with Recruitment Automation

Hire on Go with Recruitment Automation
Hire on Go with Recruitment Automation

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.

Related: 5 Successful Recruitment Strategies in Hiring Industry

Hire-on-Go

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

-cost per hire reduced by 70%

-efficiency increased by 4X.

Related: Campus recruitment and HirePro

Offer to Joining Ratio

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.

Bottom-Line

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

 

 

How to Reap Benefits with Effective Onboarding Program?

 

Reap Benefits with Effective Onboarding Program
Reap Benefits with Effective Onboarding Program

Have you ever started a new job and felt completely lost on the first day?

Candidate onboarding starts before the first day of the new hire’s job and, it begins to have an effect on the employer’s bottom line from that moment.

A strong program for candidate onboarding can boost the bottom line more than you realize.

From a new hire’s perspective, onboarding includes everything a new hire experiences that defines his or her entry into an organization and that sets him or her up for success.

An effective onboarding enables new hires to embrace the organization’s culture, history, job requirement, performance expectation, etc.

Here what you must fathom about the benefits of a good onboarding:

1) Attract and Retain Top Talent:

The first impression counts!

With an easy and robust onboarding plan, potential talent can be attracted and retained for a longer period.

A study by O.C.Tanner found that 69% of candidates were more likely to stay with an organization for atleast three years if they had a great onboarding experience.

With an effective onboarding program, a robust foundation for an incredible work culture can be built, and use that to draw in and retain high talent.

Related: 5 Successful Recruitment Strategies in Hiring Industry.

2) Boost Performance:

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.

 

Related: Mastering The Art Of Candidate Engagement

 4) Decrease Turnover Rate :

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.

Related: How Onboarding Done Right makes New Hires go Wow on the Date on the Joining

5) Encourage Open Communication:

An effective onboarding program can provide the structure and setting for new hires to get answers to questions about their new workplace without the pressure.

Sharing the information about the organization in a common platform where candidates can easily access, allow them to see exactly what it’s like to walk through the office.

It has conjointly an excellent impact on the candidate’s initial interest and engagement in the organization.

Related: The Art Of Onboarding.  

Final Thoughts:

 “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.”

                                                       – Mark Stein, Author of ‘Successful Onboarding’

(Excerpt Source Link: http://bit.ly/2xiEPOZ )

Get started now and grow and refine your program over time. Just as onboarding is a continuous process, so is creating planned onboarding program.

An onboarding program that is executed effectively is worth the investment and can be one of the biggest contribution made towards the long-term success of an organization.

For a seamless onboarding for your new hires embrace HirePro’s effective onboarding tool M-Brace. Click here to know more: http://bit.ly/2xMrgqS 

 

Mastering the Art of Post Recruitment Follow Up

 

The Art Of Post Recruitment Follow Up
The Art of Post Recruitment Follow Up

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.

Here’s why:

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

It’s time to reveal your new hire the impact of reneging.

Let the new hire know generally the amount of time and money spent on their hiring.

Also, make them aware of the added rupees that they will cost the firm if the hiring process has to restart and the cost to the firm if the position remains vacant for at least another month.

Once your candidate is aware of the no-show cost, it’s time the humanize your Onboarding process by assigning a buddy.

Assign them a buddy – Post Recruitment Follow Up Humanizes the Onboarding Experience

Most organization start their buddy program from the date of joining of the candidate.

This is a HUGE mistake.

If you’re going to assign them a buddy, don’t wait till they start the job. Have that individual contact them and begin helping the new hire during their notice period.

Once you are done with assigning a buddy, it’s time to take a feedback on your Post Recruitment Follow Up process.

Send them an Onboarding survey – Post Recruitment Follow Up Cares

A simple Onboarding survey covering candidate experience will reinforce the fact that you care.

A survey covering the job needs will let them know that their individual needs are important both to the manager and the firm.

Reasons why Post Recruitment Follow Up Matters

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?

Introducing HirePro’s MBrace Onboarding Solution:

Hit “Play” to check out the 3 reasons to consider Automated Onboarding M-Brace

The Best Guide to Recruiting Passive Candidates

Recruiting Passive Candidates
Recruiting Passive Candidates

Who are the passive candidates?

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.

Get to know your passive talent
Get to know your passive 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?

Because

  • 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.

Employer Branding:

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.  

Communications:

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.

Best ways to recruit passive candidates are:

 

  • Source them through employee referrals
  • Through social media or
  • Through their professional networks.

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.

If you are looking to improve your hiring efforts, feel free to reach us at http://bit.ly/2xMrgqS  

 

Image source: https://www.slideshare.net/larsingerslev/how-to-acquire-passive-talent

 

 

Executing Hiring Roadmap With Recruitment Management System (RMS)

 

Hiring Roadmap with Recruitment Management System
Hiring Roadmap with Recruitment Management System

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.

Related: Unveiling the Secret of a Hiring manager’s Work-Life Balance

2) Paperless Hiring:

  • As mentioned in the above point, RMS helps to overcome the paperwork management in the mass recruitment process.
  • All paper-intensive processes like candidate application, information filling, and documents submission can be chopped with RMS.
  • Add value to your information assets by implementing a more rich, secure, streamlined and collaborative system with RMS.
  • To move beyond outdated ATS, the application procedure should be made paperless for a better way of hiring that benefits both hiring manager and job candidates.

Related: 5 Smart Ways of Practising Paperless Hiring

3) Enhance Candidate Experience:

  • RMS helps in delivering a personalized candidate experience during the complete proceeding.
  • Keeps the talent engaged post offer and delivers a seamless candidate journey.
  • Use of auto-responder ensures that the candidate is notified of their application and interview status.
  • Timely communication with the candidate’s post-offer helps in talent retention. Positive candidate experience has an extensive effect on employer branding as well.

Related: 5 Reasons Why Post-Offer-Follow-Up Really Matters?

Let’s check HirePro’s way of mastering the art of candidate engagement

Finally,

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.

 

 

Keep Your Talent From Walking Out

Talent Retention and Onboarding..

Are you losing your talent before they walk into your organization?

No one wants the potential candidate to walk away and getting the right talent onboard is not an easy task.

Organizations need strong new hire onboarding processes. Employee onboarding is a strategic opportunity for organizations to increase talent retention and employee engagement.

Integrating new hires into the organization requires the formation of a mutual relationship.

Related: The Art Of Onboarding.

First impression matters..

Do you remember your first day at work?

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 (RPO): What to look for in a recruitment service provider

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 –

  1. Recruitment Drive Management
  2. Candidate Assessments
  3. Interview Management
  4. Offer Management
  5. Candidate Onboarding
Campus RPO Provider
Campus RPO Provider

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:

  1. Outsourcing Recruitment leverages better Talent Fitment
  2.  Employer Branding is leveraged by outsourcing recruitment
  3. Reneges/Attrition can also be avoided by outsourcing recruitment

Also, automation of Recruitment Programs (through RPO) have been observed to have improved utilization of resources by as much as 40%.

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:

Multi-Stakeholder Management:

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.

Omni-Channel Outreach:

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:

 

If planning to outsource your recruitment needs then choose HirePro Consulting as your talent growth partner. To know more click here.

 

 

The Role of Company Review Portals in Talent Acquisition

 Review Portals in Talent Acquisition
Review Portals in Talent Acquisition

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

Delivering Highest Quality Candidates
Delivering Highest Quality Candidates

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.

  1. 73% of candidates would go ahead to accept a lower compensation if the company had great online reviews
  2. 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.
  3. 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.

Areas of review portal's influence
Areas of review portal’s influence

Conclusion:

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.

References:

  1. http://www.businessnewsdaily.com/6975-future-of-recruiting.html
  2. https://image.slidesharecdn.com/lisasmith-strother-mainstage-finaldraft6-160930214011/95/glassdoor-summit-lisa-smithstrother-33-638.jpg?cb=1475271669
  3. http://www.softwareadvice.com/recruiting-agency/industryview/ats-report-2015/
  4. http://www.bullhorn.com/blog/2017/03/hot-staffing-trends-will-impact-business-webinar-recap/
  5. https://www.entrepreneur.com/article/250598

 

4 Global Trends Re-defining Recruitment Landscape 2018: A LinkedIn Report

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:

 

Top trends shaping the future of Recruiting: LinkedIn Report 2018
Top trends shaping the future of Recruiting: LinkedIn Report 2018

 

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.

Biggest barriers to Improving Diversity: LinkedIn Report 2018
Biggest barriers to Improving Diversity: LinkedIn Report 2018

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.

    Useful Interviewing Innovations: LinkedIn Report 2018
    Useful Interviewing Innovations: LinkedIn Report 2018

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:

Top Uses Of Data In Talent Acquisition: LinkedIn Report 2018
Top Uses Of Data In Talent Acquisition: LinkedIn Report 2018

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.

According to 35% of talent professionals and hiring managers, AI tops as the most impactful trend in 2018.

It is certainly the game changer, helping the recruiters to automate the sourcing, screening and nurturing candidates.

Where AI is helpful : LinkedIn Report 2018
Where AI is helpful: LinkedIn Report 2018

 

Are you ready to implement these recruiting trends in your talent hunting process or will you be left behind?

Leave your comments and to know more about recruitment trends follow HirePro Consulting.

References:

https://news.linkedin.com/2018/1/global-recruiting-trends-2018

https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring

Data and Image Source: 

https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring 

 

 

 

Shaping The Future Of Recruitment Trends

Shaping the future of recruitment trends
Future of Recruitment Trends

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.

Workplace Diversity:

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!

Candidate Nurturing:

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:

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.

Finally

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.

The 3 Greatest Challenges to Remote Candidate Assessment

Remote Candidate assessment
Remote candidate assessment

Remote Candidate Assessment Challenges – Who’s Who?

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:

First scenario: 

  • 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. 

Second scenario:

  • 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).

Third scenario:

  • 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.

 

Interview of Mr. Rishi Das, Co-founder, CareerNet Group with Sartaj Anand, Founder, egomonk

In the recent web episode of Insightful Encounters, Sartaj Anand, founder of egomonk, interviews Mr. Rishi Das, Co- founder of Careernet Group & CEO, CareerNet, HirePro & IndiQube.

In the interview, Mr. Rishi Das speaks about his new venture IndiQube which provides fully managed, plug and play startup workspaces, tailored to help startups and emerging small and mid-sized companies flourish.

He explains during the conversation that to scale up a business, one should fill the opportunity gaps prevalent in the market. Since the startups are flexible and ever growing, Indiqube properties also come with the flexibility to expand the existing space accordingly.

He mentions about the existing clientele of IndiQube with the likes of FreshMenu, BlueStone etc., which grew from a small startup to a mid-sized company with IndiQube as its growth partner.

When asked about his future plan he quotes, “Basically when you give birth to a child, it’s a big mental orientation, it’s a lot of commitment. So, I am now clearly aligned to make IndiQube big, create a big impact story out of that, take it pan India and impact a lot of entrepreneurs in a nice way.”

He also insists that IndiQube should not be mistaken as real-estate business, it is a complete B2B service provider.

This interview with Mr. Rishi Das serves as an inspiring story for emerging entrepreneurs and will immensely impact their future endeavors.  

Get access to the complete interview on the link below:

https://www.youtube.com/watch?v=dzUoUZ9TDUw

Campus Recruitment and HirePro

Campus recruitment and Hirepro
Campus Recruitment and HirePro

A survey says as much as 84% of companies globally, understand the importance of campus recruitment. But, having said so, almost all of them agree on the fact that attracting campus talent is quite uphill a task.

In fact, it’s no secret that industries at large have been facing a major talent gap of late. The battle for talent acquisition has made organizations explore newer and better ways to source best-in-class talent through campus recruitment. With more than a lakh students adding up to the talent pool every year in India, the gap is widening.

Among the ways, organizations are implementing to change the face of recruitment, one of the major ones is, changing the dynamics of campus recruitment. Organizations today more than often hire from campuses well before the candidates graduate. As a result, providing them ample time to develop their role-specific skill sets by the time they graduate.  

Re-thinking your Campus Recruitment Program

Here’s how organizations could re-think their campus recruitment strategy for better results when it comes to acquiring talent:

1.  Indulge in employer branding – Every time an organization evaluates a candidate, the candidate evaluates the organization as well. It’s essentially important hence, to put the best foot forward. Be it the work culture or organizational policies or even the product/service domain.

2. Understand the candidate – It’s essentially important to understand the candidate – his intent, his expectations. Learn about a candidate’s objective and personal goals and align them to the growth of the organization. It can go a long way in both acquiring and retaining talent.

3. Doing it the “intelligent” way – The approach to acquiring campus talent should be objective, transparent and metric-driven. Many organizations lose out on potential talent due to lack of informed decision-making. Being aware of the talent landscape is a necessity for organizations to on board the right campus talent.

4. Hire anytime, hire anywhere – The talent scenario today demands an omnipresent campus recruitment program. But, in reality, any organization can only visit a handful campuses on a given day. To bridge this growing gap between talent and organizations, remote recruitment needs to be leveraged. Anytime, anywhere hiring is the future of the talent acquisition space by far.

Advantage of HirePro’s Campus Recruitment 

In the highly competitive world of campus recruitment, HirePro acts as a strategic expert partner. HirePro help companies navigate the landscape – from choosing the right campus to holding effective campaigns and managing resource-intensive recruitment simultaneously across several campuses, in a well-coordinated manner.

HirePro’s campus solutions bank on the unmatched strengths of access to 2000+ campuses across the nation. An intuitive understanding of academic specialization and in-depth profiling of campuses and talent creates the foundation for the HirePro’s science of assessment concepts, design, and development.

With seasoned professionals in campus recruitment, HirePro has helped countless companies draw up the ideal campus recruitment program and implement it in an impeccably coordinated manner.

Interested in knowing more about HirePro’s Campus Recruitment Solutions? Connect with us here.

 

 

Future of Jobs Breakfast Meetup: What role will humans have in the Indian IT/ITeS industry?

What was it about?

On 26th of May, 2017, the discussion on Future of Jobs got revisited with an exclusive breakfast meetup in Bengaluru. List of attendees included the who’s who of IT/ ITeS, Government of India, Recruitment and Media sections of the country.

The theme for the meetup was, “What role will humans have in the Indian IT/ITeS industry?” as part of the sector-wise discourse on the ‘Future of Jobs in India’.

Indian IT/ ITeS: In the middle of it all

The discussion started with Saurabh Govil, president and chief human resources officer at Wipro, posing the question, “‘How do we make the shift from large to lean?’” Also, what happens to the talent inflow? Reskilling emerged as one of the solutions.

Reskilling is considered to be playing a major role in queries revolving future of jobs. IT/ ITeS will focus more on what is in demand of the future; much of which will be taken over by Big data, Creative learning and Virtual reality.

Santanu Bhattacharya, senior vice-president at Delhivery, added to the discussion by elucidating on taking the ‘inconvenient routes’. According to Bhattacharya, there will be a class of high-end jobs and low-end jobs. However, the sense of middle-layer jobs, that have a nature of redundancy, will get eroded.

Anthony Thomas, group chief information officer at GE Global and GE Digital, wondered that “In future, 9 out of 10 kids would do jobs that do not exist as of now. So, preparing our new generation to do jobs which are inexistent is the vital concern. Question is what kind and how?”

A digitally enhanced approach will help balance both job creation and consumption in the future.

The current education system seems to be a matter of concern, as referred by Anshuman Das, founder and COO of CareerNet Group. Speaking on the subject, he said that “There is a visible lack of application based learning. In the coming future, volume of people required to solve a problem will go down. Platform economies will start controlling the resources of the world. IT industry will also be facing a majority shift.”

The Digital Approach

The attendees agreed on ‘Digital being the answer to improve the future’. By 2020, the economy, Future of Jobs is operations; robotic jobs to robots itself. Technology will drive the economy in large numbers.

Adding to the discourse, Rishi Das, founder and CEO of CareerNet Group threw light on the agile, startup way of working. Rishi said that “Entrepreneurial quotient of millennials is very different. Inflection point of need is to move to a loose structure; many to many kind of relationship, distributed work force and freelance economy.” He also added that “India being an assisted economy, a lot of jobs are becoming enabling factors with the growing technology.”

According to Bhattacharya, the technological advancements at home should now be directed towards solving bigger ‘social issues’ in the country. There is a huge consumer base in India that needs to be catered. A digitally enhanced approach will help balance both job creation and consumption in the future.

Future of Jobs: Drawing a fair conclusion

The discussion directed more towards the digital growth, Big data and Artificial Intelligence. Industrial automation seemed to be a point of discussion, as both development and concern. Reskilling emerged as one of the eminent ways to prepare workforce of the future. However, there were evident concern over whether the quality of workforce will leave a large population behind. In an Indian scenario, education, government services will continue to offer opportunities but technology will slowly catch up to all. Machine based learning seemed to be a key to equipping the future workforce. Industries including IT/ITes would have to look into both horizontal and vertical growth, so that the future looks positive.

“Entrepreneurial quotient of millennials is very different. Inflection point of need is to move to a loose structure; many to many kind of relationship, distributed work force and freelance economy.”

About the event:

The event is a continued effort towards the initiative ‘Future of Jobs in India’ that CareerNet Group started in the year 2016.

‘Future of Jobs in India’ is an initiative launched in collaboration with FactorDaily, to make sense of the technological disruption through structured research and debates.

This breakfast meetup saw the participation by Santanu Bhattacharya, Senior Vice-president at Delhivery; Anshuman Das, Founder and COO of CareerNet Group; Prithvi Shergill, Ex-chief human resources officer, HCL Technologies; Anthony Thomas, Group chief information officer at GE Global and GE Digital; Manish Kumar, CEO of National Skill Development Corporation (NSDC); Krishna Kumar Natarajan, CEO and Managing director of MindTree; Richard Lobo, Executive Vice-president of Infosys; Mahesh Venkateswaran from NSDC; Saurabh Govil, President and Chief human resources officer at Wipro and Rishi Das, Founder & CEO of CareerNet Group.

For more info, visit here.

Event Images: Nikhil Raj and Rajesh Subramanian, FactorDaily