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

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.

 

 

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.

 

 

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.

A Day in the RPO Personnel’s Life

A day in the RPO personnel's life
A day in the RPO Personnel’s Life

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!

Actually, one of the biggest challenges RPO professional face is trying to manage multiple  campus hiring events schedules and accomplishing the “tasks of ensuring efficient access to right talent” in a work environment of constant change of job requirements, interruptions, firefighting, etc

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.

Know more: Unveil the secrets of RPO professional’s work life balance

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.

Not sure about cloud version of your recruiting program yet? Click to know more

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.

Brainstorming new trends in talent acquisition of 2017? Click to know more

A Portrait of an RPO personnel’s life in a day of 2020

The future of jobs will 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.