Top 5 mistakes Small Businesses (SMBs) make when buying recruitment software

Having met many promising companies in the SMB segment who want to streamline recruitment, we have observed a pattern in how they seem to take their buying decision.  

There is no denying the fact that more and more SMBs are becoming increasingly aware about the need for a system to manage recruitment. Whether it is services or product, organizations want to take an informed decision when getting an employee onboard. This is only possible when the entire focus of the team is on getting the right candidates in the funnel. 

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Overlooked Reasons of Recruitment Delay

In this competitive market, talent and resources can be a game-changer for any organization. You cannot afford to lose the best talent to some other company or your competitors due to a lag or recruitment delay at your end. Human resource team and top management should therefore prioritize the recruitment process and weed out all the reasons that are causing delays in the process.

Recruitment delays can be caused due to a number of reasons. Since the implications of delays can cost a lot to the company; it is best to take stock of the recruitment process regularly to root cause of delays in the recruitment process.

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COVID 19: Reset and revamp the Recruitment Process

The sudden impact of COVID has shaken the economic institutions all over the world. Many businesses had come to a standstill. However, as the dust begins to settle, we realize that this could be the new “normal”, businesses are thinking of ways to reinvent themselves – their offerings, value proposition and operating processes.

Of all business processes, the ones that are people and contact intensive, will have to go through major rehaul, one such process is recruitment.

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How to identify and avoid interview biases?

We are human. We make mistakes and as a recruiter one is prone to exhibit interview bias. Most interview biases are involuntary- unconscious one might say. As an interviewer it is one’s duty to recruit a person who can get the job done and who fits the job description criteria perfectly. A recruiter’s judgement affects the life of hundreds of candidates and ultimately the growth trajectory of the company. If it comes laced with bias, an organization takes a huge hit on its culture.

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5 Masked Damages of Slow Recruitment Process

Slow recruitment process is the topic of discussion in many corporate set-ups. The ones who are impacted the maximum, are the lean organizations who cannot afford bench strength.

Some easily discernible ways in which slow hiring process impacts an organization are loss of revenue and brand image. But there is more to it than what catches the eye.

In this blog we would discuss some damages that stay beneath the surface yet are compelling enough to act upon.

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AI Applicant Tracking System: Future of Recruitment

If recruiters had a magic wand in their hands, what parts of their jobs would they apply the magic on?

Perhaps sourcing, the initial screening, assessment and then providing predictive analytics which will help recruiters understand the patterns.

Artificial Intelligence is the magic wand!

AI and machine learning can drastically change the way recruitment works. In the coming few years, we do see AI and machine learning being leveraged to remove some of the following from the recruiters’ task list:

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Today’s Recruitment Methods May Not Work Tomorrow – Are you future ready?

You already have a rock-solid recruiting team ready to build an outstanding workforce. You are consistently filling up positions at a reasonably okay cost and within a decent timeline.

While you are thinking, it could not get any better, inefficiencies are gnawing at your processes and making them weaker to weather the test of time. Take a step back, analyse and look for these discernible signs:

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Top 4 Signs of an Inefficient Hiring Process

From ensuring that recruiters give your hiring managers enough to create a healthy pipeline to figuring out if the interview panel is selected and ready for the upcoming interviews and then managing the candidate communication to reduce no-shows, a recruitment team and in turn, the recruitment head is always busy.

There is hardly ever enough time to pause and introspect and look beyond the sprint cycle of currently open positions.

But in the loop of rinse and repeat, are you becoming increasingly redundant?

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Digital Age Hiring – What’s Next in the Recruitment World?

Take a look at any survey or report – hiring top, quality candidates and retaining talent are some of the key priorities for business leaders across the globe.

While LinkedIn and online job portals have been quite an alternative to paper resumes, organizations are looking for more effective ways to automate the transactional.

Recruitment teams want to focus more on communicating with their candidates.

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