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

 

 

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.

 

 

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