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.
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?
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.
Let’s check HirePro’s way of mastering the art of candidate engagement
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 – 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 –
Recruitment Drive Management
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:
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:
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.
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:
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:
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.
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.
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:
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.
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.
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!
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 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.
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.