You may have found the perfect recruitment software for your business. It is feature-rich to eliminate every hiring hurdle and is undoubtedly a bang for your buck! But the bells and whistles can turn out to be a major hindrance to the adoption and implementation?
Whether you gain complete ROI from the software or the process turns to a major debacle, is completely dependent on how the software is implemented!
Now you’d wonder that if the software has been carefully scrutinized and evaluated, these “surprises” will not really occur.
Finding the right candidate could feel like finding a needle in a haystack. Having a rich talent database will render futile if it does not get you quality candidates in lesser time.
Root Cause: Your quality talent are safely stored away in files, folders, excel sheets, and online drives. But you don’t have a powerful search mechanism. So how would you maintain such a database that fetches quality applicants in seconds?
Not sure how to start? Here are the top 3 ways that you can and must try: (more…)
Adopting a recruitment technology was considered as an “add-on” in the past decade. Organizations have escaped the need for change. But now, an online recruiting software is a “must-have” in every HR department across organizations! A company willing to adopt a new recruitment software must face the truth that,
a major part of the ROI is driven by how promptly their employees will adopt and embrace it. (more…)
Successful leaders in the recruitment industry advise us to use a wide range of tactics to fish in the best talent in the market. But do we really have the time? Most of us end up using only some of the following effectively without applicant tracking system:
Getting candidates from job portals – quality, yes it’s not the best always!
You have your social media engines on – ON, but are they working? We don’t know
Get applicants through those agencies – These seem better, but cost quite a bit
Employee referrals, and other possible sources! – Good but is elusive!
Well, what stops us from using all these channels to their maximum potential?
High quality candidates are never stable. They are in and out of the market quickly. This is the very reason why, if you increase your speed of hire will you be able to call dibs on the quality candidates, thus improving the quality of hire. These days employers are extremely picky when it comes to hiring. Of course, all the time goes in the screening and evaluation of the candidates which is crucial. Wouldn’t this slow down your hiring process. A slow hiring process benefits no one. It is an undue burden on the existing team members and a colossal waste of time and a major distraction for the potential candidate.
How do we avoid this? We definitely want to get quality candidates in a short period of time.
How do we achieve speedy hire? Well, all you need to do is develop the right process and the right timeline. Let’s see how:
80% employers are of the opinion that hiring would go from steady to strong over the first few months of 2017. Availability of talent and post-offer uncertainties are some of the critical challenges that recruitment teams will foresee as some of the biggest roadblocks.
Amidst the predictions and trends, we have taken up a few that are impactful and that are being watched out by most talent acquisition leaders.
Recruiters often speak about lack of a good talent pool or poor joining ratios as some of their major pain points. On further analysis, we figured that in both cases, candidates look out for more information on the organization culture but fail to get it from authentic sources. Before taking the plunge, your potential employees want to know what your values are, as an organization.
Are you showcasing it right or showcasing it at all?
High quality candidates are never stable. They are in and out of the market quickly. This is the very reason why, you need to increase your hiring speed so that you can claim all the quality candidates pronto! Simultaneously, the quality of hire also improves!
Of course, all the time goes in the screening and evaluation of the candidates, which is crucial. But, a slow hiring process is a colossal waste of time and a major distraction for the potential candidate.
How do we avoid this? Make smaller changes in your existing process to see a drastic decrease in time to hire.
It’s time to rethink the old recruiting techniques! Majority of the workforce now consists of candidates belonging to the Next Gen. these are the people who have witnessed some of the world’s biggest-ever technological innovations in their early life. Mobile, social, cloud and digital technologies are practically coded in their DNA!
These candidates are less influenced by money and are encouraged by opportunities to contribute towards a larger cause.They are ready to explore. They intend to change the world; they want to “make a difference”. Therefore, hiring them with those traditional hiring methods just won’t do the trick!
They are risk takers with the entrepreneurial mindset. They have learned from the millennials that traditional job choices just to earn a living do not guarantee success.