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
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.
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.
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
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.
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
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.
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
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?
There was a time when trends used to last a minimum of five years and recruiters would be satisfied with a plan based on certain speculations. Today, a recruiter to have that long a foresight is neither possible nor recommended. Hence, it has to be as brief as a year’s span to study the latest trends and make suitable changes to the existing talent acquisition strategies. Sitting at the fag end of the year, it is only time that we talk about the trends that will define Talent Acquisition in 2017.
Shaping Talent Acquisition Space in 2017
Catch ‘em young
It has not much been talked about but felt often. As a talent acquisition personnel, it has been observed as a crucial reason why candidates choose otherwise even before they get to an interview. A pre-candidate engagement strategy is going to make a visible difference in how talent acquisition in 2017 blooms. Getting candidates comfortable with a prospective employment space will not only add successful numbers but an elevated association between the candidate and the employer.
Hiring on the go
Mobile has already redefined how people shop and experience things today. The next in line is recruitment. Companies and hiring firms are highly aware of this fact and are swiftly moving to mobile adaptive platforms or purely application based interfaces. These technological advances allow talent acquisition specialists to follow talent wherever they go. It is also turning out to be a great tool in candidate engagement cycle where the constant touch is maintained through shared information, SMS updates, social sharing.
Come 2017 and people will realise how much candidate data they are sitting with. We have notices a gradual need of Repository Management in the past few years and as we close in to the end of this decade, it seems like the most intelligent way to recycle and rejuvenate talent. For talent acquisition personnels, repository management is a boon. By only revisiting what has been accumulated and filtering the right way, the lead time to closing an opening can be minimized to great scales. Also the fact that talent itself moves through a subsequent growth path adds value to the candidature and role.
Supply as per Demand
The concept of contingent staffing is slowly becoming more acceptable as businesses tend to need based hiring. Talent Acquisition in 2017 will see an exceptional growth in this area with part-time jobs and freelancing opportunities. Interestingly, it is going to be a win-win for both sides as people will tend to move towards more flexible roles and timings at work, while businesses will look for specific talent for unique projects. As quoted in a Business Essentials article, “With their desire for flexibility and a work-life balance coupled with aspirations of progressing swiftly up the corporate ladder, millennials are the ideal candidates to take on contingent employment.” While the millennial workforce will largely drive this trend, who prefer to own what they do and have a say in how they work; the talent acquisition space will be gearing up for such shifts in 2017.
The Eating Fear
Apart from all that is good and progressive, automation is the one threat that is eating into the minds of the larger working community. As of 2016, quite a few companies worldwide have chosen to cut short on workforce and have moved to automation as a solution. There is enough debate going on whether automation will erode the market of jobs. However, at this point there is no visibility into which sectors will be affected most. In 2017, talent acquisition will have this as a larger question posed against the contemporary scene of existing talent and freshers.
Wait ‘n’ Watch
For all of us now, it is but a brief wait and by mid 2017, we will see the above trends making quite a few ripples in the talent acquisition space. While we are sure of some, there will be some new surprises thrown in that will eventually turn the pages on the year’s successes or failures. The talent acquisition as a function is quickly changing modes to get a grip on the shifting ways of economical and social behavior. In times to follow, research and data will push recruitment intelligence to refined levels, wherein talent acquisition would be matter of a few sequential clicks.