Why do HR Professionals use Recruitment Marketing tools?

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Recruitment Marketing software offer solutions for some of the biggest recruiting goals and challenges. While some of the biggest recruiting challenges used to be messy and disorganized hiring processes, this is not the case anymore.

Recruitment Marketing features help finding, attracting, engaging, nurturing candidates and converting them into applicants. These problems have become much more challenging and worrying than managing job applicants and streamlining selection process – tasks handled by Applicant Tracking Systems (ATS). Recruitment platforms such as recruitment marketing software are becoming an inevitable recruiting tools of every modern recruiter.

Looking for a Recruiting Software? Here is our new Guide for Buying a Recruiting Software.

Solutions offered by Recruitment Marketing platforms

Overall Talent Acquisition strategy usually consist of pre and post application faze. Recruitment Marketing methods take care of the pre application stage, while Applicant Tracking System come in place after you have candidates in your talent pool.

That being said, if you are struggling to attract best talent, you need a Recruitment Marketing platform that will help you move candidates through the first 3 stages of Candidate Journey: Awareness, Consideration, Interest and bring them to the Application stage.

Recruitment Marketing platforms help recruiters find, attract, engage, nurture and convert high-quality applicants.

Solutions to Find high-quality candidates

  • One click job distribution
  • Social Media job promotion
  • Web sourcing
  • Referral programs

Solutions to Attract high-quality applicants

  • Employer Branding
  • Job marketing
  • Social Media recruiting
  • Branded career site
  • Search engine optimisation for job descriptions (SEO)

Solutions to Engage and Nurture high-quality candidates

  • Candidate Relationship Management
  • Engaging Email recruiting campaigns
  • Talent Networking
  • Career site Team Blogging
  • Career events
  • Talent community events
  • Educational recruiting content such as webinars, ebooks, courses
  • Recruiting email campaigns

Solutions to Convert high-quality applicants

  • Simple online application form
  • HR Analytics
  • Reporting
  • Email notifications and campaigns
  • Quick apply options

Want to know more about Recruitment Marketing? Visit our HR Blog.

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Featured Q & A with David Green | The HR Tech Weekly®

People Analytics Is Core to the Future of the HR Function: Q&A with David Green

People Analytics Is Core to the Future of the HR Function

Today our guest is David Green, a true globally respected and award winning writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

David is the Global Director, People Analytics Solutions at IBM Watson Talent. He is also the longstanding Chair, of the Tucana People Analytics conference series, the next edition of which – the People Analytics Forum, takes place in London on 29-30 November.

David has spoken at conferences and/or worked with people analytics leaders in over 20 cities in the past year including San Francisco, Sydney, London, Paris, Singapore, New York, Amsterdam, Moscow and Berlin. This affords David with a unique perspective and insight into what’s working, what’s not, and what’s forthcoming in the field of people analytics.

The interview is hosted by Alexey Mitkin, Founder, Publisher and Editor-in-Chief, The HR Tech Weekly® Online Media Co.

1. Hi David, and first of all thank you very much for this interview with The HR Tech Weekly®. The year of 2017 is approaching its end. What made a difference this year in the field of people management and HR technologies?

Thanks Alexey, it is a pleasure to speak with you. For me, 2017 has been a pivotal year in the field as the realisation that people analytics is core to the future of the HR function has become far more widespread. In one of his recent articles (see here), Josh Bersin described people analytics “as the lynchpin of success for HR in the next few years”, and I have to say I completely agree – although that probably doesn’t surprise you!

We still have some way to go in terms of widespread adoption and just as importantly in embedding analytics and data-driven decision making within organisational culture, but the acceptance that this is core rather than peripheral is a welcome momentum shift.

Elsewhere, the move from many companies to develop programs and technologies that personalise the candidate/employee experience in areas such as talent acquisition, onboarding, learning and mobility is also positive. It’s about time that we have rich and personalised experiences at work similar to those we already enjoy as consumers. Data and analytics plays a foundational role in this.

2. People analytics is an area of profound interest to business leaders. What do you see as the main trends in the people analytics space?

You are right to highlight the heightened interest levels in people analytics Alexey. I’d summarise the main trends as follows:

  • More and more organisations getting started with people analytics – 2017 seems to have been the year that the talking about when to start analytics stopped and the actual hard work in creating capability began for many organisations. So, the number of organisations in the early stages of their people analytics journeys is on the increase and many will face similar challenges in terms of data quality, skills and capabilities, stakeholder management/education and project prioritisation. Our recent IBM Smarter Workforce Institute research on HR Analytics Readiness in Europe demonstrated though that most organisations still have a long way to go.
  • Developing an analytical culture: this is key for organisations that want to develop sustainable capability in people analytics. This means exciting, equipping and enabling HR Business Partners, and clearly demonstrating and communicating the impact of people analytics initiatives within the organisation. This is the focus of many companies that have built initial capability and success in people analytics.
  • Ethics and privacy concerns: this continues to be the most important and challenging aspect for practitioners. Research from Insight222 reveals that 81% of people analytics projects are jeopardised by ethical and privacy concerns. With the EU GDPR legislation coming into effect in May 2018 and the emergence of new employee data sources, focus on this area will continue to be high.
  • The consumerisation of HR – as per my earlier point, many organisations that have developed people analytics capability are looking at ways to understand and improve the employee experience. In addition to the personalised machine-learning based technologies referenced earlier, this includes efforts to understand and analyse employee sentiment. You can’t do either of these things without analytics so those organisations that have already developed people analytics capability are in pole position to take advantage here.
  • Organisational network analysis (ONA) – interest in ONA has exploded in 2017 as organisations seek to better understand team effectiveness and productivity. Practitioners interested in this burgeoning area of people analytics should check out the work of Rob Cross, recent articles by Josh Bersin and vendors like TrustSphere, Humanyze and Worklytics. Expect interest in this area to continue to soar in 2018.

3. On the eve of People Analytics Forum 2017 could you slightly open the curtain on what makes an ideal agenda in modern HR analytics, workforce planning and employees insights then?

I always enjoy chairing the Tucana People Analytics World and People Analytics Forum events as the agenda is always cognisant of the fact that the diversity of delegates in terms of where they are with analytics varies widely. As such, the three tracks: Start (for those getting started), Grow (for those building capability and looking for deeper insight) and Advance (for advanced practitioners and those exploring new data sources) means there is something for everyone. This is hugely important as in my experience the people analytics community is highly collaborative and there is a mutual desire amongst practitioners for shared learning. The Tucana events provide this in spades.

4. It was heard that some attendees of conferences recently formed a viewpoint that the slow adoption of analytics has been because of a lack of practical cases delivered by speakers. Your point of view on the problem will be of great influence.

I haven’t really heard this viewpoint from many. I would argue the contrary in fact that most of the conferences I attend feature numerous and diverse case studies from practitioners. I think you need a balance of speakers from the practitioner, consultant, vendor and analyst communities as each provides a slightly different perspective – indeed much of the innovation in the space is coming from the vendor community. As such, at the conferences I chair, speak and attaned there is normally much to inspire delegates whatever their maturity level when it comes to people analytics. Of course, there is a distinction between being inspired and immitation as each organisation faces different business challenges and has unique cultures. If I could offer one piece of advice to practitioners, whatever their maturity level, it is to channel their efforts on the key business challenges that have the biggest impact within their organisations.

5. What new data-driven HR solutions are on your watchlist and why?

As I mentioned before much of the innovation in the people analytics space is coming from the vendor community and I always recommend to practitioners to keep abreast of the latest developments here. Data-driven companies to look at include: TrustSphere, Alderbrooke Group, Aspirant, Glint, Visier, Crunchr, Workometry, Peakon, OrgVue, Headstart, Worklytics, Humanyze, Qlearsite, One Model, hiQ Labs, Cultivate and StarLinks; and those are just the ones I can remember off the top of my head!

If you’ll forvive the self-promotion, I would like to add that IBM is also doing some groundbreaking work in this space through bringing Watson to HR, particularly in the talent acquisition and the employee experience areas – see more here.

6. What advice would you give to HR professionals looking to boost their careers within the people analytics space?

Well, firstly you should get yourself along to the People Analytics Forum and read my articles on LinkedIn!

Seriously, analytics is a core capability for the future HR practitioner and it won’t be long before the likes of CIPD and SHRM build this into their educational programs. Until then, find some courses (like the Wharton School course on Coursera), attend some conferences, read some books (like The Power of People and the Basic Principles of People Analytics), and seek to learn from analytics professionals both in and outside of HR.

For me, HR is one of the most exciting places in business to work in at the moment and the increased use of analytics and data-driven decision making is one of the reasons why I believe this to be the case.

How to find the right candidate for a job?

Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.

According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.

The process of finding job candidates has changed significantly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.

Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles. Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.

Steps for finding the right job candidates

1. Define your ideal candidate a.k.a candidate persona 

Not knowing who your ideal candidate, or candidate persona, is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.

Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent starts or your best employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.

Not sure how to do this? Here’s our free guide for defining your candidate persona.

2. Engage your current employees

You probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s. Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEO and other C-level executives.

Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.

3. Write a clear job descriptions

Even though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.

To save time, here are our free job description templates.

4. Streamline your efforts with a Recruitment Marketing tool

If you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.

Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.

5. Optimize your career site to invite visitors to apply

When candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.

You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.

Don’t let visitors leave before hitting “Apply Now” button.

6. Use a recruiting software with a powerful sourcing tool

Today, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.

7. Use an Applicant Tracking System

Solutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can significantly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?

8. Implement and use employee referral programs

Referrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!

GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.

If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.

For more details about finding the right candidates, here is our 2018 guide for finding high-quality talent.

Avoid Making A Bad Hiring Decision With The Assistance Of Technology

rawpixel-com-323215 (1)A bad hiring decision can put a strain on a company financially with bad decisions, according to CV-Library, costing UK businesses losses of up to £15,000 (per hire). Due to the time and resources being invested into various different stages of the recruiting process. Unfortunately, these mistakes are at times inevitable and companies often feel the pinch of taking on board a bad hire. However, there are possible technological solutions that recruiters and hiring managers can adopt in order to reduce this risk and in the future make more effective hiring decisions.

Candidate screening

At times as many as 75% of applicants are underqualified for a given job role. Without the usage of hiring technology, it can result in recruiters spending a high proportion of their time sorting through applications and disregarding those unspecific to the position. If this is not done correctly, human error can ultimately affect the quality of hire and increases the chances of recruiting a ‘bad hire’.

Automated candidate screening reduces the reliance on a recruiter having to manually narrow down applications and instead this initial decision-making stage is managed with the addition of hiring technology. This type of automation works by filtering through CVs/resumes to determine the best fit for a specific role. Which can be dependent on different factors such as, experience, skills and qualifications. The applications are then narrowed down and the recruiter or hiring manager is presented with the most appropriate candidates to whom match the job requirements. By depending less on human evaluation to reduce high volumes of job applications, the risk of letting qualified candidates slip through the recruitment process is reduced. Saving the hiring professional valuable time to which they can reinvest back into other aspects of their profession.

Reconsider existing talent

High-quality candidates can often get overlooked, particularly those already existing within a talent database. These job seekers may have been unsuccessful for a previous role but their details are still stored and ‘kept on file’ but then are not made use of for future roles. Job-seekers have become tired of hearing this phrase after failing to land a job. However, this term can be taken to a new literal sense, with the addition of hiring technology.

New opportunities can be open up for existing candidates who failed to secure a previous role, enabling the recruiter to reconnect with the job seekers and find hidden talent already existing within their database. Which saves time and can find candidates who are already qualified for the role. This in turn, can improve the quality of hire, as these candidates may have a previously applied for a similar role and therefore already have the desired skill set and experience for the specific role.

Unconscious bias

In recruitment, there is always a risk of hiring decisions being made with influence from an unconscious bias. This is due to a perceived perception and notion regarding a candidate’s characteristics that may affect their job chances. Creating an unfair advantage or disadvantage to those applying for a role. Recruiting an individual with a biased thought process is likely to cloud the recruiter’s decision and their skills and experience may become secondary. This can easily result in a bad hiring decision, if their ability to do the job is not prioritised.

CiiVSOFT creates recruitment automation tools for talent acquisition, to help save costs and streamline hiring. Find out more here.

How to Onboard Your Remote Staff

Every new hire, whether on-site or remote, should involve a formal onboarding process. Virtual employees are an increasingly popular staffing option. An appropriate onboarding program is needed to ensure that remote workers are productive and content in their role.

If you provide virtual employees with the right tools and communication platform, you can keep them engaged and accountable. Learning from the experience makes onboarding remote workers easier.

Why Is It Vital

New hires adjust more quickly with a well-planned onboarding strategy. The process should introduce new employees to their coworkers, the company mission, and the technologies they’ll be working with. This includes any documentation they’ll need to know, such as organizational charts and policies.

A thorough and welcoming onboarding process helps to build personal relationships and define expectations. New employees must be made comfortable with their coworkers and engaged with their jobs as early as possible.

Remote workers are more likely to feel isolated and unappreciated without a positive orientation strategy. If workers feel less involved their performance will suffer. An onboarding strategy that makes them a familiar and vital part of the team is crucial to integrating them into the company culture and forging bonds with colleagues.

Onboarding

Local employees have the opportunity to meet coworkers and managers face-to-face. They’re typically introduced to the other members of the team and have the opportunity to ask and answer questions. Observing reactions can also tell you a lot about how those relationships may progress.

Geographic distance and time zones can make relationship building a challenge for remote workers. They are less likely to understand the atmosphere and culture if they can’t be there in person. Normally, the best you can do is introduce them via scheduled video chat or conferencing.

When preparing to onboard remote workers, define the job description, responsibilities, and skillsets you need. Your onboarding program should incorporate necessary steps but still be tailored to each individual.

Here are some best practices to follow as you start taking on virtual employees.

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Direct Communication

Human nature is such that putting faces to names is important in making personal connections. If time and budget allow, bring remote workers to headquarters for face-to-face orientation and introductions. If not, daily connections via video conferencing can get them involved with the team.

New employees should be made to feel welcome so that they can be relaxed and feel free to ask questions. Mentoring with different employees can also help them build relationships. You and your employees, both in-house and remote, are also able to observe facial reactions and body language to provide more context.

Streaming video will give you a chance to take remote workers on a tour of your facilities without the need for travel. They should be introduced to their team members and other key players in the company. Virtual employees should also be involved in meetings so that they have a chance to give opinions and make suggestions as part of the team.

You might also suggest to other team members that they make the effort to welcome and get to know their new coworker.

Setting Expectations

Ensuring that your new worker is able to become productive from day one requires explaining your expectations providing direction. A few days beforehand, make sure you’ve provided them with a course of action. Keeping your remote hires engaged with their new role is the key to successful onboarding.

Your new hire should understand the timeframes you’ve set for getting them up to speed, team goals, company’s telecommuting policy, and personal responsibility. Make sure they have access to resources like HR policies, tutorials, schedules, and the various forms and procedures they’ll use. The more information you can provide, the more comfortable the remote worker will be.

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Make Your Hires Feel Welcome

Introducing a remote team member can also be quite an adjustment for on-site employees, especially if the new team member is from a different culture. It’s important for building a good relationship that both the remote hire and in-house employees ask questions. Before the new hire starts work, be sure to explain to the team what the virtual employee’s duties and responsibilities are, and workarounds for obstacles such as time zones.

At the same time, you should pay attention to the remote hire’s behavior and dialogs. It’s important that the remote worker feels comfortable functioning within your corporate culture and following team procedures. Virtual employees will be more productive if they feel welcomed and respected as a team member.

A good strategy to accelerate the process is to set up a mentorship program for the first week. Have the virtual employee work closely with your senior team members. This way they’ll retain knowledge better through direct experience and quickly develop a few strong relationships.

Assess and Evaluate

When you’re developing a process, it’s important to measure its effectiveness to make improvements. Collect feedback from your team, both individually and as a group throughout the onboarding experience. They may point out things that were missed or make suggestions to make the next onboarding experience go more smoothly.

It’s also crucial to get the reaction of the new remote hire, both during the process and after they seem settled into their role. Document what you’ve planned and assess the feedback you’ve received to refine the process. In time you’ll figure out what works best for the new hire, your team, and the company.

In summary, hiring remote workers is becoming a more common way to onboard new talent. They can provide your team with a fresh perspective as well as excellent skills. You should develop an effective onboarding process to make the transition easier.

It’s important to ensure that remote hires are comfortable, well-informed, and made to feel welcome. Document and improve your onboarding process as you move forward. Your new hires will be happier, more engaged, and more likely to remain with the company.

Effective onboarding practices will be a more productive experience for your company and your virtual employees.

Should we rage against the machine?

For many years now, there has been an air of apprehension about the impact which machines would have on humanity. A couple of hundred years ago, the Luddites went to the extreme of destroying weaving machinery in textile factories through fear of losing their jobs and being replaced by machines. Fast forward to the present day and there continue to be concerns about human jobs being replaced by a machine of some sort. Should we be worried about machines taking over? Or should we embrace the change and the advantages which machines and technology can bring to our lives? And how does it stand in the context of Human Capital Management?

One of my earliest encounters of artificial intelligence came about when watching The Terminator. James Cameron’s masterpiece depicts how Skynet, a manmade computer system which was intended to remove human error from military operations, ultimately gained self-awareness and when humans tried to pull the plug, it sought to destroy the human race in retaliation. Part of this involved sending Arnold Schwarzenegger’s monosyllabic cybernetic organism back in time to kill John Connor, a human mandated with saving humanity. For a lot of people, this was a very scary insight into what machines, particularly clever machines, could be capable of one day. Then came the Matrix, another brilliant film (not including the third, that was terrible). Again, there is a battle of good vs evil, man vs machine, Neo vs Agent Smith, where machine is once more the bad guy. I could name countless other films which follow a similar pattern, could this negative connotation of machines be routed in our minds so that we have grown to instinctively fear them? Especially machines which can think for themselves and adapt over time.

Gartner

Sadly, now is not the time to reminisce about fantastic films. What good has come from machines adding value to our lives? A few instances spring to mind, one of them being the cash machine (ATM for our non-British friends). Way back in the day when the cash machine was first introduced, cashiers became increasingly worried that their jobs were at risk, when in fact it allowed them to concentrate on the more value added activities for their clients as opposed to the more mundane cash handling. For the client the ATM was a godsend, giving them access to their money 24/7 rather than 9-5. Continuing the banking theme, AI and machine learning is being used to enhance the customer experience by providing intelligent, automated services via machine learning Chatbots, such as Facebook Messenger. This is becoming a very popular platform for many organisations to service their customers and perform tasks like changing a seat on an airplane, sell products and send alerts, just to name a few. Earlier today a friend of mine showed me how he could chat with his bank using this platform to find out how much he had spent last month, much to his despair!

On a more personal level, some of my favourite uses of intelligent machines in day-to-day living are probably not going to come as a surprise to you. The likes of Amazon, Netflix and Spotify are able to give me a brilliant, tailored experience based on things I’ve bought, watched or listened to. On top of this, I was on holiday for 2 weeks (cruising around the Med, highly recommend it!) where of course I took countless photos. A couple of days after returning home to blighty, my Google Pixel phone automatically grouped my photos into an album named Trip to Greece and Albania, as well as segmenting the different photos into the locations where they were taken, clever and very useful! I’ve recently (as of 2 days ago) wanted to get in on the cryptocurrency hype and make millions by buying Ethereum, to do this I needed a way to buy said currency, so I downloaded an app. I had no idea what to do and I was looking for the Help icon, however to my surprise I found a Chat button, where I was able to communicate with a chatbot to get plenty of information to help me get to grips with the app and with buying/selling cryptocurrency. Needless to say I am not yet a millionaire from it.

One final personal comment on this topic comes from visiting a fast food establishment last month to get myself some breakfast. I noticed that there were a number of big pieces of kit attached to the wall where I could select the items and pay for them, I thought this was pretty cool. I also noticed that where there were once 6 tills to deal with customers, this had been reduced to 2 to make space for a bigger food delivery area. I found this slightly disconcerting and it made me wonder, what happened to the people who were manning those 4 tills? Had they been let go or had they been moved to other roles within the restaurant? I hope the latter.

I’ve talked about machines and AI which came out of Hollywood, how these technologies can have an impact on consumers as well as my own experiences. How will this all impact HR in the workplace? By implementing new software, the HR function has been able to reap great benefits over the last couple of decades. Whether has been by way of system consolidation, process automation or moving to the cloud, savings and efficiencies have been realised by many organisations. I’ve spoken to and read about plenty of organisations that are looking to take advantage of AI, here are a few examples of where it could benefit them.

Automation of candidate screening: AI can learn about different qualifications, employment history and other relevant factors, then compare them with top performers that currently work for the organisation, resulting in better quality of hires and a quicker hiring process.

Chatbots: By giving employees access to chatbot capabilities, organisations can provide employees with a consumer like experience when querying things like holiday balance, payroll queries and procurement assistance.

Predictive Analytics: Machine learning capabilities will provide organisations with insight into top performers, likelihood of attrition and predicted performance.

Modern learning: based on an employee’s preferences, job profile and activity, machine learning will be able to target employees with relevant, specific learning that will aid their development.

As an employee within the tech industry, I’ve seen many great applications of AI via the deployment of many different systems, platforms and tools. I’m a big optimist, so I believe that the use of such tools will be able to cut down on the mundane tasks which employees are mandated with and give them the opportunity to focus on more interesting, strategic work, rather than completely replacing workers. Where this may happen, tech visionary Bill Gates has called for the robots to be taxed to make up for lost tax revenues, but also to use to fund a training and development pot to help move the displaced employees into new roles.

So should we rage against the machine? No, at least not for now.

Joe Honess, Analytics Solution Consultant @Visier

5 Mistakes You May Be Making in Your Social Recruiting Process

Social Recruiting

Nowadays, social media recruitment is a well-known practice and most organizations are using it as a hiring tool during their recruitment process. Such companies use the online platform or social media to screen candidates and thus shortlist a select few to be interviewed physically. Social media allows these recruiting companies the option to advertise and market their jobs and also give the potential candidates access to such jobs 24 hours a day. However, most firms find it hard to get the right candidates using social media due to some mistakes they make in the selection process. Avoiding such mistakes gives you the opportunity to choose the right candidate easily.

Here are the 5 mistakes you may be making in your social recruiting process which you can do well to avoid:

  1. Failing to Plan and To Describe Your Scope Properly

This is a common mistake committed by most online recruiters. It is important to plan your recruitment process well and have your company description properly displayed. There are many social media sites and you need only the best candidates.

If you just post the job advert without properly describing it, most candidates may not even bother seeing it. Ensure that you plan well on social media sites to use and employ some strategies to make the advert reach as many people as possible. For instance, you can sponsor your advert and set your preferred target candidates.

  1. Not Defining Your Target Audience 

This is a mistake that most hiring firms do when posting jobs on social media. You have to describe your job and state clearly the target audience including the academic qualification, age and the required experience. This gives you a chance to eliminate unnecessary applicants and you will have a chance to choose from the candidates you want. This makes your selection process easier instead of having many applicants that are not qualified.

  1. Limiting Yourself to A Few Social Media Sites

This is another common mistake you should avoid. Researches have revealed that most of the employers only use the common sites such as LinkedIn and Facebook. There are many sites where you can reach all your potential candidates easily. It is a fact that not all candidates are on one site and this explains why you should make use of as many sites as possible. This increases your chances of choosing the right candidate suitable for your job description.

  1. Use of Lengthy Application Process

Most applicants do not complete lengthy application processes. Most firms hiring online lose qualified candidates due to such processes. It is advisable that you make your online application and hiring process simple, short but thorough. This gives many qualified applicants a chance to complete their process and thus you get the best candidate.

  1. Failure to Display the Benefits of Joining Your Company

Most firms do not clearly display the benefits of joining their company. As an employer of choice, you need to convince them that they will not only grow financially but also professionally. This encourages many qualified candidates to apply and you will choose from the best candidates. These benefits can very easily be conveyed via social media though failing to do so can be a mistake.

These are some of the mistakes most recruiters commit while using social media for their hiring initiatives.

While you make sure you avoid these 5 mistakes, you can go a step further to refine your recruitment process by making use of online skill assessments to hire the absolutely right fit for your organisation.

Are there any such errors in social recruiting that you may like to share with us? Reply in the comments box and we will be happy to learn from your experience.

Chatbots Are the New Phone Interview

How to boost employee communication with these 3 apps

The way we communicate has come a long way since the ancient scratches and drawings on cave walls. The modern world of work is fluid and ever changing, with ‘agile’ solutions being required to solve contemporary problems. Work habits are changing as Millennials are demanding not only different working environments; with standing desks and cubicle-less, open planned work spaces; but also innovative technologies and solutions to keep them engaged, and to aid them in improving their overall employee experience. Consequently, this has made the work of internal and corporate communications professionals considerably more demanding. Yet despite this appreciation of the need for changing work circumstances, the ‘2016 Digital Workplace Communications Survey’ conducted on over 250 companies concluded that almost half of all employees (48%) advocated for a change in their company’s digital workplace communications. Here a list of the top apps to implement to boost employee engagement and communication.

Slack

Slack is a cloud-based set of team collaboration tools and services. The name is an acronym for “Searchable Log of All Conversation and Knowledge”, which concisely indicates it’s primary functions. Slack has humble beginnings and initially was used as an internal tool by its founding company. Since its creation in 2013, Slack has become one of the darlings of the tech scene, becoming one of the fastest growing apps in history. Slack was recognized as the best start-up of the year at the 10th Crunchies Awards, organized by TechCrunch. By the end of 2016, Slack was valued at $2.7 billion. Features offered by Slack include organized chat rooms (channels) by topic, private groups, and direct messaging. All content inside Slack is fully searchable This enables workers to search for all kinds of data including files, conversations, and users. Conveniently Slack is integrated with many other available services such as Google Drive and Dropbox; thereby making it simple to implement, and even easier to share and save files.

Impraise

Technology is here to make our lives easier. Having a conversation with someone on the other side of the world is now simple and instantaneous. There’s no delay. That’s precisely how good performance management software should work, and is the key to Impraise’s performance management software. Multi-award winning Impraise, is a web and mobile application, that was founded in 2013. Since then, the start-up has grown impressively with over 130 clients including booking.com, NRG and Fandango all using Impraise to streamline their in-office communication. Ease of use and accessibility are at the heart of Impraise’s performance management tool. Impraise allows you to gather relevant and accurate feedback for your employees faster and easier than ever before. Collaborative feedback is set up in a matter of minutes, giving an excellent understanding of your team’s strengths and possible coaching needs. Prompt feedback results in faster learning and encourages social interaction amongst your team.

Asana

Asana is web based ‘software-as-a-service’ designed to improve team collaboration. It comes in both web and mobile app versions, and enables users to manage projects and tasks online without the use of email. This is a crucial part of Asana’s mantra, as its founders  Dustin Moskovitz and Justin Rosenstein launched “an audacious attempt to change the way people connect at work, where the incessant drumbeat of email has become an excruciating annoyance”. Asana works by giving each team its own unique workspace. These workspaces contain projects, and projects contain tasks which can be assigned (or owned) by a team member. Users can follow projects and tasks and, when the state of a project or task changes, get updates about the changes in their Asana inboxes. The app also contains a social network, instant messaging application and online calendar. These features enable teams of employees to share information and do most of their jobs without relying on tedious emails. This is a revolutionary idea as the ‘2016 Digital Workplace Communications Survey’ found that 97% of employees still use emails for both internal and external communication.

Without continuous and free flowing communication in the digital workplace, companies will fail to innovate and progress will be stunted. There are many applications that companies can adopt to improve communication however Slack, Impraise and Asana are our three favourites.

App. An image from stockio.com

Five Ways Text Messaging Can Help with Open Enrollment

Open Enrollment

Open enrollment is a period in which your employees are able to compare all of the various benefits of your company that are available to them and make the selections that best meet their needs. Communicating with employees throughout this period ensures that they take advantage of all available benefits and are happy with their selections. Forget email, the best ways to communicate with employees during open enrollment is through the use of text messaging.

Why Text Messaging?

Text messaging is the simplest, most cost-effective methods of communication available to human resources. Not only are text messages received by your employees almost instantaneously, but they are also much more likely to be opened than other forms of communication, such as email. In addition, using the right text messaging software, you can send text messages to large numbers of employees at the same time with minimal effort. You can also send automated text messages to employees who complete certain tasks, such as changing their health plan.

Here are five ways your human resources department can use text messaging to improve your open enrollment process.

  1. Informing employees of the beginning of the open enrollment period

Shortly before the beginning of your company’s open enrollment period, you can use text messaging to let employees know that they need to be prepared to make their selections before open enrollment begins. You can then remind them to take action again when the open enrollment period actually starts.

  1. Confirming changes or new selections made

When an employee makes a change to his or her benefits, or when an employee selects a new benefit, you can use text messaging to send an automated confirmation to the employee. This reassures the employee that his or her action was recorded by the company. It can also alert an employee to any unintended changes he or she may have made while exploring or comparing benefits.

  1. Reminding employees to complete open enrollment tasks

Many employees wait until the last minute to compare benefits and complete open enrollment, only to find out that the open enrollment period has already ended by the time they are ready to take action. Help your employees avoid this common problem by reminding them that they need to complete open enrollment via text message. Be sure to send your last text reminder while your employees still have time to make selections if they haven’t yet done so.

  1. Help your employees avoid open enrollment mistakes

During the open enrollment period, many employees make mistakes that lead them to be unhappy with their employment benefit selections. Some of the most common mistakes include missing the enrollment period altogether, misunderstanding the benefits available or simply keeping the same benefits they had during the previous year. Using text messaging to keep your employees engaged throughout the open enrollment process reduces the risk of these common mistakes.

  1. Collecting feedback

Collecting feedback about the open enrollment process in general, as well as the specific benefits you offer employees, can help your company improve future open enrollment periods. Text messaging provides you with a simple method of collecting feedback from employees quickly and easily.

Open enrollment is one of the most important times of the year for employees and the human resources department alike. With the help of text messaging, you can be sure that open enrollment is as smooth and effective as possible.

About the Author:

Ken Rhie, CEO of Trumpia

Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.


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HR Buzzwords or Actual Recruiting Strategies?

HR and Talent Acquisition (TA) industries have been going through some major changes in the past few years. Following the new trends, people have come up with new terms, HR technology, expressions, as well as new TA strategies.

Some experts believe that these new terms are just buzzwords, while others believe that they have become inevitable strategies of every successful recruiting and hiring strategy.

Here is my list of some of the newly introduced HR expressions.

1. Recruitment Marketing

Recruitment Marketing is an expression used to describe methods used for communicating organization’s Employer Brand and Employee Value Proposition to attract high-quality job candidates to apply for their open positions.

Recruitment Marketing strategies are described as methods with the main goal of improving Candidate Experience and encouraging Candidate Engagement.

Many companies that follow latest trends in the world of HR technology, use features offered by Recruitment Marketing tools to better communicate their Employer Brand and Employee Value Proposition.

2. Inbound Recruiting

Inbound Recruiting is a method of creating targeted and branded content with the purpose of increasing your firm’s popularity and strengthening your Employer Brand.

Inbound Recruiting follows the famous Inbound Marketing strategy; technique for drawing customers to products and services via recruiting content marketing, social media marketing and search engine optimization.

The number one goal of every Inbound Recruiting strategy is to engage qualified candidates and convert them into job applicants to expand talent pools.

3. Candidate Relationship Management

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates. Many companies use CRM technology to automate and ease communication process with the job seekers, encourage their engagement and improve candidate experience.

For example, some Recruitment Marketing tools offer solutions for creating engaging email campaigns to provide highly relevant, educative and interesting content in order to build stronger relationships and expand their talent pools with highly-qualified job candidates.

4. Employer Branding

Employer Branding involves all the activities and tactics used to communicate Employer Brand and Employee Value Proposition to passive and active job seekers.

In today’s “War for Talent” Employer Branding strategies are considered very important when it comes to solving one of the biggest recruiting challenges – attracting high-quality applicants.

LinkedIn’s research has shown that more than 75% of job seekers research about firm’s reputation before they apply for an open position. Companies that have weak employer brands not only have problems in attracting candidates, but also in retaining employees.

employer-branding-retaining-employees

5. Data-Driven Recruiting and HR Analytics

Data-Driven Recruiting or HR Analytics are two expressions used to demonstrate new recruiting methods in which HR Professionals make hiring decisions based on data gathered through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.

Data-driven recruiting has proven to improve some of the most important hiring metrics such as time to hire, cost to hire and quality of hire.

hr metrics

Question:

If you had data available that proves that referred candidates take shortest to hire, fastest to on-board, require least money and stay longest with your company, would you still waste your money on job boards and job promotions or would you improve your Employee Referral Program?

If you are wondering which HR metrics should you be tracking, here is our checklist of most important HR metrics with tips for improvement.

So are these just buzzwords or actual recruiting trends?