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

 

 

Mastering the Art of Candidate Engagement to make Job Offers Work

Post Offer Follow-up ensures that our recruitment efforts don’t go into waste in these war of talent times. In this infographic, discover the trends of mastering the art of candidate engagement followed in best of the companies.

Candidate Engagement and Onboarding
Mastering the Art of Candidate Engagement with Post Offer Follow-up

5 Reasons Why Post Offer Follow-Up Really Matters

New Hires' Onboarding
Welcoming New Hire
You took a pretty girl for a date, was interested in her and then expected her to get in touch with you for a second date without any communication, would that happen? It really doesn’t matter how charming you are, but this recipe is never going to work unless you keep in touch with her till you meet up next.

The same line of thinking applies to Post Offer Follow-Up (POFU) phase in getting the selected candidate to join the organization.

Post offer follow-up is an oft-misunderstood art form. Too often a stellar talent is lost because the employer didn’t take that extra step to stay in touch with the hired candidate.

We dug a little deeper into this practice and listed five reasons why we believe Post offer follow-up is a crucial part of the recruitment process.

Here are the 5 reasons why Post Offer Follow-Up really matters:

1) Cut to the chase  When a candidate attends an interview and walks out of the door, the most vulnerable feeling of uncertainty pops in. The policy should be simple, alert the candidates of your decision as soon, and as humanly possible. The moment employer knows it, the candidate should know it too.

2) Go the extra mile – You, the interviewer, might have appeared transparent during the interview phase. You also gave the candidate an impression that he is selected by sending a generic email, with the offer enclosed as an attachment. You believe the job is done.

Kill that myth!

Nothing makes the candidate feel more connected to the organization, than an employer having a caring attitude. It is always recommended to make a verbal offer first. Meet the candidate in person, if suitable. Be excited and let them know how keen you are to have them onboard.

3) No surprises – Now, you have verbally communicated the candidate regarding the offer and notified that they will receive the official letter within a stipulated time. What’s next? Can you be assured that the candidate will be joining the organization?

Should the candidate await any surprises in store?

No. It is best to clear out details like salary structure, joining location and number of working days or hours in a week, leave policies or any other important clause before releasing the final offer of employment.

A single hidden fact will just end up pushing the candidate away.

4) Brand yourself well – According to a survey, 69% of the job seekers would not take up a job with a company that has a bad reputation.
A candidate nowadays, does enough research before he/she decides to join the company. The comments which are left by the organisation’s employees, rejected candidates and ex-employees on Glassdoor or any other social platform, gets reviewed by the candidate who is about to join. Thus, it is highly recommended to train the onboarding point-of-contact about employer branding. This person should be well-versed with the basics of how to welcome a candidate on-board, so that the candidate ends up leaving a positive review.

5) Get the best – To attract the right talent, it is important to stress the importance of post offer follow-up to all interviewers because at the end of the day, the candidate is your consumer. The post offer follow-up candidate experience is a deciding factor. If it is positive, the candidate will be encouraged about the joining and if it is negative, it will serve as a red flag to other potential candidates.

Post offer follow-up is all about working towards the overall candidate experience till on-boarding. In fact, sometimes it is best to put yourself in a candidate’s shoes to understand how the overall post offer follow-up phase can be improved in several ways.