Automated Online Proctoring for Precise Remote Assessments

Considering the importance of social distancing now, the need to stay connected with the entire world remotely has become the need of the hour for every individual. Businesses are also embracing this change; they are trying to revive their operations through remote business co-ordinations.

To ensure business continuity, most firms are looking for technology-led solutions that can help them save time and costs in a project while generating desired results.

For instance, for businesses that have hiring requirements but are not able to fulfill them since offline hiring possibilities seem distant for a while now, remote hiring, through advanced technology platforms, seems to be the best option to find top talent. Online assessments and video interviews are in trend and proctored assessment platforms are making remote assessment and interview experiences even better for recruiters.

What does online video proctoring mean and why is it important?

A non-monitored online test can call for unwanted impersonation, cheating, and fraudulent behaviour. Candidates can resort to using smartphones or other kinds of digital devices to seek answers online or might have someone else take the test on their behalf.

This the reason why online video proctoring is becoming mainstream. Online video proctoring is a technology that monitors more than one parameter at a time and video records candidates’ behaviour while they are taking an assessment test and/or giving an interview. Remotely proctored assessments and interviews ensure recruitment precision.

Thus, to guarantee cheat-proof assessments, talent acquisition managers should consider online video proctoring. However, choosing the right assessment platform with video proctoring can be tricky. It is wise to go with a platform that provides advanced online proctoring technology that offers superior video and audio analytics for every suspicious activity captured.

HirePRO Assessments with online, remote video proctoring

candidates interview online

We humbly take pride in being the sole recruitment technology platform that offers complete remote recruitment. Our assessments are unique with automated detection and prevention of cheating which categorizes each candidate with a suspicion score for cheating. Our auto proctored assessments help you evaluate candidates with precision and hire the best.

HirePRO Assessments comes with an advanced online video proctoring technology that detects suspicious activities and sends notifications to the candidate(s) about it. With multiple features to proctor online assessments and help examiners eliminate fraudulent candidate behaviour, HirePRO’s one-stop customized assessment platform is an all-in-one solution for companies looking to assess the best talent.

HirePRO was founded in 2003, and over the last 15 years we have conducted over 10 Mn assessments with:

  • 100,000+ live interviews, and
  • Over 350,000 video tests

We have created a niche for our unique end-to-end recruitment solutions, online proctored assessments, and video interviews being prominent ones. If you are a hiring manager, here is what you should expect from our online assessments and video interviews platform:

  • Communication, domain skill and psychometric assessments
  • Live and asynchronous interviews with interactive coding sessions
  • Automated online video proctoring
  • Automatic detection of impersonation and fraudulent behaviour
  • Content services for customized assessments
  • A panel of expert interviewers to conduct initial rounds
  • Uninterrupted videos even on low bandwidth

Additionally, we offer you the following to make your search for the best talent seamless:

  • Integration with 3rd party platforms
  • Best-in-class support during business hours
  • Real-time reporting and analytics with instant insights
  • 24×7 functional features

How does HirePRO offer the best online assessment experience?

HirePRO Assessments and Video Interviews are built by a team of experts with 20+ patents and years of acquired knowledge and experience in audio/video technologies.

Technology being the driving force, these are the features you and your candidates, appearing for the test would find in our online video assessment platform:

  • The best-in-class streaming

Our platform enables seamless online video streaming and live video proctoring even on low bandwidth.

  • Multiple participants

As an assessment may need more than one examiner, HirePRO Assessments allows configuration of up to 4 participants in every given session.

  • Categorization

Detailed proctoring report is generated, for each candidate which provides a final score of high / low / no suspicion. Violation scenarios considered: different test taker, change of candidates during the test, companion accompanying the candidate, candidate hiding from or looking away from camera, candidate covering the camera, candidate navigating out of the test window, other human voices during the test.

  • Interactivity built-in

Screenshare and whiteboard is inbuilt for every session. It allows both an interviewer as well as interviewee to annotate on for better interaction.

  • Easy management

With every procedure, such as scheduling tests, collecting feedbacks, reviewing, and sending notifications, being automated, you can experience an advanced task management with HirePRO’s online assessment platform.

  • Automated proctoring

Using auto monitoring and sensing capabilities in-built in the software, powered by AI and ML, you can operate face matching, suspicion detection, and full-session recording functions.

  • Deep configurability

Our platform offers configurable emails, triggers, access, and much more for increased usability, flexible communication, and navigation.

  • ATS Integration

While this software can be operated exclusively, it can also be integrated with any ATS (Application Tracking system) with the support of an API (Application Programming Interface).

How have we reached a 99+ success rate with our online proctored assessments and remote interviews?

Our assessments and interviews platform offers many levels of proctoring at different stages:

proctoring session review
  • Image monitoring

Auto-detects suspicious activities in images:

  • Face mismatch (missing or someone else)
  • Face missing or camera blocked
candidate speech analysis
  • Video/audio monitoring

Auto-detects suspicious activities in video:

  • Candidate moving out of camera view
  • More than one person within the camera view
  • Browser monitoring

Auto-detects suspicious browser activities, and provides

  • Camera view and tab change warning
  • Auto-logout on too many violations
  • Complete recording

Access anytime for audits and reviews:

  • Video recording for the complete session
  • Suspicious moments auto highlighted

Are you ready to experience effective remote campus hiring with our proctored assessments and interviews?

HirePRO Assessments and Video Interviews enable you to find the best talent off-campus remotely, i.e., from the comfort of your home. With zero travel and reduced hiring cost, you can expect better returns and an increased talent pipeline.

As remote working is helping serve the cause behind social distancing now, use your valuable time in optimizing digital talent hunt to retrieve best results.

For further queries or demo, call us at 080 6656 0350 or write in to us at sales@hirepro.in

Find the best talent through remote campus recruitment with HirePRO

Find the best talent through remote campus recruitment

The recruitment sector has seen a major upward shift in the last 10-15 years. With the emergence of technology in recruitment, the hiring market has evolved. With automation coming into the picture slowly, manual processes have been replaced, reducing time while increasing speed in recruitment.

During unprecedented times like now, most companies, of different sizes, across multiple industry verticals, are resorting to remote hiring. HirePRO leads as an end-to-end digital recruitment provider which makes remote campus recruitment frictionless. Ours is a customizable remote hiring solution that helps you achieve your freshers hiring goals right from the comfort of your home.

We automate eligibility checks post online registration, cheat-proof online assessments, resume shortlisting, interview scheduling, LOIs release and communications, leaving zero need for companies to travel.

For the past 15 years, we have been acing with our campus recruitment solutions and providing our clients with the best recruitment experience through HirePRO Campus. During our successful journey of finding the best talent from top campuses in India, we have reached 5 million+ candidates across 10,000+ colleges in 300+ cities.

What’s HirePRO Campus

HirePRO Campus is a unique blend of an enterprise platform and customized solutions. We humbly take pride being the sole recruitment technology platform that offers complete remote recruitment. We, at HirePRO, identify the right campuses, host online campus recruitment drives, assess students against their skillsets via proctored online video tests and interviews, automate offer and onboarding procedures for you.

We make campus recruitment frictionless!

Our remote campus recruitment solution includes

  • Identifying your hiring requirements and colleges that meet your expectations
  • Coordinating with campus placement cells for promoting your online campus hiring program
  • Making digital arrangements for remote recruitment drives
  • Providing automated solutions for smooth resume selection, assessments, interviews, offers roll out and digital onboarding procedures

How to optimize remote campus recruitment with HirePRO Campus

While our online campus recruitment platform automates the workflow with the power of AI, our solutions offer comprehensive insights and services for quality talent selection at any scale, at any time. To summarise, here is what you get:

  • Campus Applicant Tracking System (CATS)

If you would like to manage the entire campus recruitment process remotely here is our comprehensive platform that automates it for you. It helps you manage registration, assessments, interviews, offers and on-boarding, completely remotely. Our platform’s automation capabilities dive into conducting eligibility check, assessments, shortlisting, scheduling interviews, releasing LOIs and communications. That is not all, you can review and track the progress of your campus hiring programs with in-built dashboards and reports.

  • Proctored Online Assessments and Video Interviews

To help recruitment managers hold cheat-proof assessments remotely, our platform uses inbuilt AI capabilities which automatically detects and prevents fraudulent behaviour during the test. Our assessments platform offers a wide range of technical and non-technical assessments.  

  • Campus Recruitment Process Outsourcing (CRPO)      

Not every platform provides access to 2,000 campuses across the nation, but HirePRO’s CRPO (Campus Recruitment Process Outsourcing) does it based on our unique academic classification. CRPO  facilitates in-depth campus profiling basis a company’s talent requirements and helps the hiring managers capture and review reports automatically generated during every phase of the assessments and interviews.

Any change in the process means a change in data as well. This solution enables seamless data modification so that you can derive the correct insights into the entire process.

What our CRPO solution helps you with

Besides technology platform, HirePRO Campus also includes services that ensure smooth operations:

(1) Advisory services about the right campuses to choose

(2) Custom-made content for assessments

(3) Interview services, and

(4) Operations management

  1. Advisory services

Our team of experts brings to the table every required information on the current talent landscape and available talent groups, based on your hiring needs.

So, while every business is ensuring effective optimization of the world wide web to connect with other businesses, our talent experts are helping firms identify relevant colleges and universities through online advisory and consultation services.

We will help you decide on the best campuses you should reach out to; the specific skill sets you should assess and the best compensation packages you should offer against these skillsets. And all this will be the basis of our remote hiring strategy.

2. Assessment services

HirePRO is known for prioritizing customer requirements. And this also includes assessment-related data, test content, and application-based information.

Our in-house team of assessment experts develops customized assessment content that tests skills against your talent requirements. Whether it is a technical or non-technical test, you can address different categories of the talent pool with different kinds of test content, tailor-made for you.

3. Interview services  

HirePRO Campus arranges a panel of expert interviewers – the best across industry verticals, for companies which need designated subject matter experts who are eligible to interview chosen candidates, so you get to meet the best of the lot.

Our online selection system connects our interviewers with the candidates via impersonation-proof video interviews. This system enables mass interviews on successfully running automatic ID verification in the background.

4. Process and logistics management

As a coordinator between college placement cells and hiring teams, we provide advanced digital coordination support to conduct remote campus placement drives.

From company branding to candidate experience management, we run all the necessary operations required for a highly result-driven remote campus hiring drive.

5. Automated Onboarding

The onboarding process involves many stages, and to capture every stage, M-Brace, HirePRO’s SaaS-based responsive tool enables automated document submission and verification. Its advanced dashboard makes real-time reporting and analytics of onboarding candidates seamless during the onboarding phase.

Remote campus recruitment at any scale with HirePRO Campus

High-quality college hiring can take place remotely only through innovative technology and advanced services. In our AI-powered system, companies get:

  • A structured talent pipeline for selection
  • Lower cost and reduced time per hire
  • Higher process efficiency
  • Reduced iterations
  • Minimal errors
  • A single place to manage end-to-end remote campus/college recruitment

We provide ISO 27001 and GDPR compliant services and solutions, which are metric-based. The metrics ensure that employer branding, recruitment, and candidate engagement are well planned and successfully streamlined.        

With a varied range of customized offerings, HirePRO has become a one-stop-shop for all types of recruitment needs of business enterprises in India today. We enable automated hiring anywhere, anytime!

To get a free consultation on our remote campus hiring based offerings, call us at: 080 6656 0350 or write in to us at: sales@hirepro.in

HirePRO partners with global learning leader Pearson to remotely monitor their English language assessments

The latest version of Pearson’s world-famous Versant test will have remote monitoring from HirePRO built-in to add enhanced security and authenticity.

Bengaluru, 01 May 2020: HirePRO, a leading recruitment technology, and assessment solutions company, has announced a partnership with Pearson, the world’s learning company, to automatically monitor and verify Pearson’s Versant test. The tie-up allows candidates across the world to take their tests remotely at any convenient location, even at home.

The integration of HirePRO’s unique automated proctoring technology with the test platform will enable employers to add more layers of security and verification to ensure they hire the most suitable candidates for their organization. HirePRO’s proprietary AI algorithms will be integrated into the Versant test, allowing test sessions to be monitored and recorded through its Automated Online Proctoring. It also compares the test taker’s face with the registrant’s photograph or authorized ID card. The technology flags any suspicious behaviours during the test to administrators for review.

Speaking on the occasion, Pasupathi Sankaran, Chief Operating Officer, HirePRO, said “We are very excited about the partnership with Pearson. The latest version of the Versant test will help employers to conduct assessments remotely with precision, enable a convenient and faster hiring process and reduce the operational costs associated with in-person tests. As India’s leading recruitment technology and solutions provider over the last 15 years, we have realized the growing need for remotely monitored assessments. The global pandemic has led to a wider acceptance of this type of assessments. Built by a team of experts with over 20 patents in audio / video technologies, our assessments platform offers test takers a superior experience and ensures automated detection and prevention of cheating.”

Freya Thomas Monk, Pearson SVP of English Assessment said, “Pearson has kept pace with the evolving customer needs with our trusted online assessments, now brought into test-takers’ homes via a great quality remote monitored solution. Recruiters and HR professionals have trusted Pearson’s Versant tests for over 25 years to support their recruiting processes and make effective hiring decisions. We are proud to have partnered up with HirePro on our new Versant + Remote Monitoring solution, which offers the reliability of the Versant English tests with the flexibility of secure offsite testing experience. This will enable corporations to expand their talent pool and advance only the most qualified candidates.”

Pearson has administered 350 million tests across 100 countries since 1996. The Versant + Remote Monitoring can be taken worldwide, with the exception of mainland China and sanctioned countries.

About HirePRO

HirePRO is a leading recruitment technology and assessment solutions provider to corporates, educational institutions, and governments. Established in 2004 and headquartered in Bengaluru, India, HirePRO offers preeminent technology platform and allied services to companies that require expert support to navigate the talent landscape. As a distinguished provider of automated selection platform and solutions, HirePRO holds the prominence of a strategic partner in the talent acquisition and recruitment market today. To know more about HirePRO and its offerings, please visit www.hirepro.ai   

About Pearson

Pearson is the world’s learning company with more than 22,500 employees operating in 70 countries. We provide content, assessment, and digital services to learners, educational institutions, employers, governments, and other partners globally. We are committed to helping equip learners with the skills they need to enhance their employability prospects and to succeed in the changing world of work. We believe that wherever learning flourishes so do people.  For further information on Versant + Remote Monitoring, as well as the wider suite of Versant tests on offer please go to www.VersantTests.com

The War for Talent: Are Start-ups Winning It Over Enterprises?

Start-ups vs Enterprises
Start-ups vs Enterprises

Startups are to enterprises what mangoes are to pomegranates. In short, the two are least similar or even congruent to each other. But that essentially does not mean that the two cannot learn from one another, especially when it comes to hiring the best talent.

At the core of these differences, lies one fundamental difference in how the recruitment process is approached by these organizations.

Talent Acquisition is more important than ever before

Why would any organization want to attract the best of the best?

Simple. To beat its competitors!

Disruption is the way of the world. Be it the IT industry, the transportation industry, the hotel industry, or even how we search for information. This kind of mass level disruption can only be expected to accelerate over time, especially with major brands calling the shots in unexpected markets, clearly an exhibit of a startup mentality embedded deep down their DNA.

Enterprises have never before had such interest in understanding or even becoming an integral part of the disruption in their own industries, in order to remain relevant and competitive. And to make sense of the disruption at hand, talent plays pivot. As a result, finding ways to attract and retain young talent is of utmost importance.

War for Talent: Advantage Start-ups

Start-ups are mostly fuelled and driven by ‘the idea’, an idea that sets them apart in a way or more. In a successful startup, this ‘idea’ is usually disruptive at some level. It challenges the definitions and principles of how things are done in a given space. In the words of Bill Gross, “the start-up organization is one of the greatest forms to make the world a better place. If you take a group of people, with the right equity incentives, and organize them in a startup, you can unlock human potential in a way never before possible. You can get them to achieve unbelievable things.”

The idea behind start-ups has the potential to create an ‘impact’ and the opportunity to create this ‘impact’ is highly attractive to fresh and young talent.

Related: Recruitment Technology: Changing the Hiring Way

Enterprises are larger, more established organizations that have instilled stability in their workflows and processes. Such organizations are usually seasoned industry experts with a fairly long and illustrious history of doing what they do well. Because they already know what they’re doing, they are often perceived as immutable environments.

The prospect of making it big, working hard as an integral and indispensable part of a team and create impact – the very idea is lucrative enough for today’s talent. Start-ups are known for their open-ended culture that not only caters to this very idea but also encourages donning multiple hats, failures, and innovation in contrast to an enterprise’s apparent stability in terms of risks and experiments.

Start-ups vs Enterprises: The Size Quotient

Startups are small, close-knit organizations. The organizational structure is flat that focuses more on teams than functions. Ownership, be it ideas or tasks, is imperative. Leadership is more often more like peers working towards common goals. As a result, good ideas are rewarded and bad ideas are considered experiences and opportunities. Lackluster performances are quickly identified and dealt with in such scenarios.

Enterprises, on the other hand, employ multitudes of talent. The approach hence is way more complex and compartmentalized. This, in turn, leads to a more top-down structure where supervisors are responsible and accountable for proactively leading their teams of reporters.

While working for an enterprise has its own virtues, today’s talent is more inclined towards working in startup environments which promises more responsibility, higher impact quotient and a substantial amount of influence/disruption to the process.

Continue reading The War for Talent: Are Start-ups Winning It Over Enterprises?

Recruitment Technology: Changing the Hiring Way

Recruitment Technology
Recruitment Technology

The recruitment market is buzzing with innovations. With the growing trends of AI in recruitment, it can be affirmed that there are AI-powered solutions for virtually every part of your recruitment funnel.

Recruitment technologies can promisingly make a difference in automating labor-intensive aspects of recruitment such as sourcing or candidate interview scheduling.

It has taken away the mundane points of the process for the recruiters and HR teams.

Recruitment Technology and HirePro

Choosing the right set of TA applications to deliver business objectives and enhance candidate experience; is a tightrope walk.

HirePro is the bridge between TA leaders and the technology to create unique solutions around specific needs and industry realities.

The idea of HirePro’s HireBoard Solutions is to provide an end-to-end recruitment solution that caters to all the hiring needs (Campus/off-campus/junior/mid and senior profiles) and a platform that automates the entire recruitment process workflow, right from employee requisition to onboarding and beyond.

HireBoard: The Complete Recruitment Solution

HirePro’s HireBoard Solution aids in identifying the top talent, pair skill sets with the job, assess the most potential talent and also helps in building a relationship with the right candidate.

Tracking the work and output: The Digital Way

Hirepro: Reports and Analytics
Hirepro: Reports and Analytics

To measure the success of your recruiting efforts, you need to track the right recruiting metrics to truly understand where you are winning and where you are not.

HirePro’s analytics dashboard tracks the metrics that have an effect on your hiring efforts. It provides a seamless and secure portal into the reports and the analytics for all on-ground coordination and remote hiring.

Hiring professionals can leverage these data to monitor their recruitment success.

Related: How to Simplify Hiring with HirePro MBrace, a POFU tool?

Do you have the necessary tools and solutions, flexibility, and capability to jump hurdles in a competitive recruitment environment?

If not, contact us, we can provide you with the most updated and customized solutions for all your hiring needs.

Know more about HirePro’s recruitment upshot: click here.

Visit our website: www.hirepro.in

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

 

 

Optimising Engagement for Better Talent Onboarding

 

Understanding the need of engagement
Understanding the Need for Engagement

Understanding the need for engagement in talent onboarding

Imagine two men trying to sell you a pen.

Salesman 1: “Sir, I present to you, the all new range of ‘X’ pens. The pens are best-in-class and have been specially designed to gift you the best writing experience. It comes with an anti-sweat grip and has an anti-leakage technology. It’s an absolute must-have for professionals, Sir!”

Salesman 2: “When was the last time you took up a pen, Sir? Do you remember the purpose? The world is fast growing off pens as the world is getting more and more digital. But Sir, even in this almost-automated world, can you really deny the importance of a pen? Sir, you are the Managing Director of a reputed brand and your signature matters! And, that’s why this pen matters. It isn’t just a pen. It’s your signature!”

It isn’t tough to decipher who would make the cut.

The two men tried selling the same pen. But, the roads they took were quite different. While the first man was more of a dictated monologue citing the features and the benefits of the pen, the second man engaged in a conversation. And, that’s where the key lies. Engagement!

The battle to attract and onboard talent is as competitive as getting acquiring a new customer, and most importantly retaining them.

The basic problem with age-old talent onboarding is its outbound nature. The traditional ways are way too hiring manager driven. And, in a world brimming with options, that’s not an approach that will pay dividends. It’s about time we started considering candidate engagement an absolute necessity when it comes to talent onboarding.

Talent Onboarding – Defining Your Talent Persona

In the war for talent, it does pay off to think like a marketer. Inbound marketers define their target audience prior to every campaign and pitch their messages across accordingly. When it comes to talent onboarding, that’s exactly what more and more hiring managers have to start doing.

Here are 5 ways you could define the persona of your talent:

 

  • Demographics – Age range, location, qualifications, current employer, income level etc.
  • Work History (if any) – Previous employers, positions, and responsibilities held, etc.
  • Social Presence – Presence across social platforms to assess the talent psyche
  • Cultural Fit – Map the candidate’s psyche with that of the organization’s culture and ethics
  • Pressure Points – Reason/s for previous job change/s, motivational aspects etc.

It’s important to understand the persona of your next talent and tailor his/her onboarding journey accordingly.

Related: Keep your Talent from Walking Out

Talent Onboarding – Engaging The Inbound Way

Getting talent onboard is a conglomerate of attracting the talent to your brand and re-confirming on that at the length of the onboarding journey.

To attract the right talent, the communication has to be effective and spot-on. But, when it comes to onboarding, it gets all the more important and quizzical at the same time. Your onboarding journey should convey your employer brand and at the same time explain, the scope for a potential candidate. From the brand culture to the goals and objectives of role-specific mentoring, the onboarding journey has to be an all-inclusive one.

Where most organizations miss out, when it comes to talent onboarding, is the consistency. The onboarding journey begins right from the time an offer is rolled out. Fast paced recruitment coupled with a vast pool of candidates across domains and functions often makes it an uphill task to maintain effective communication with the candidate at every stage of the onboarding journey. And, that’s where leveraging automation works wonders. Automated responses/reminders and events keep the candidates engaged as well educated about their roles at hand, ensuring they don’t drop out midway through the talent onboarding journey.

How to master the art of candidate engagement? Check the video:  

For optimising your talent onboarding with seamless candidate engagement, get started with us: http://bit.ly/2Ik9FfH

 

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