Cronofy Interview Scheduling Survey Results 2017

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We recently polled 33 HR professionals to find out more about their interview scheduling experiences, and to understand how calendar sync can help them save time and acquire talent faster. They range from HR managers to internal and external recruiters; some work for SMEs, while others work for large organizations.

We were surprised to discover that many of the main issues our respondents faced were the same whether they worked for a small or large company. From conflicting appointments to waiting to hear back from someone, there are just some issues that are universal.

Key findings

  • 60% of companies take over 1 month to hire a candidate to fill a vacancy
  • 56% of recruiters spend more than a full working day scheduling interviews for a vacancy
  • 61% of respondents said interviews regularly clash with other commitments

Time to hire

The average time to hire varied greatly. One person said that their time to hire is less than a week (nicely done – what’s your secret?), 36% said it takes them 2-4 weeks, and a further 36% said that it takes them 1-2 months. 24% said that it takes them more than two months to hire.

It took larger organizations a little longer to hire than SMEs, which is to be expected. Bigger companies usually have more people involved in the recruitment process and this can translate into more interviews.

However, there were some SMEs that took over two months to hire for a new role, too. This is a reflection of how important it is for smaller companies to find the right fit. When you have a small team, one person can make a huge difference.

The longer a company takes to hire, the more likely the best candidates are to go to a competitor or to pull out because the process is taking too long. When a business doesn’t hire the best talent, it can slow its growth, too.

A drawn out hiring process can make a company look disorganized and impact the employer’s brand. The faster and more straightforward your hiring process is, the more attractive you are to new hires and the stronger your employer brand will be. If you have a positive candidate experience, even unsuccessful candidates may share their experiences on sites like Glassdoor.

Interview scheduling

When it came to the average time to schedule interviews, the difference between answers was even more pronounced.

The fastest time to schedule interviews was 1-2 hours, with 22% of people saying that’s how long it took them. 19% said it took them 2-6 hours, and 25% said it took between 6-10 hours, which is a full working day!

A further 25% said it took them a whole two days to schedule interviews.

It doesn’t stop there, either.

6% of people said it took them a week to schedule interviews, and one person said it took them over two weeks to get everyone’s schedules synced! Two weeks to schedule interviews! Just think what you could achieve with all that time if you weren’t constantly chasing people.

Calendar sync helps to speed up this process by letting candidates book their interview in their own time. An interview panel can block out times when they are available to meet candidates, and candidates can then choose from the list in their own time. Once a candidate has chosen a time, it’s removed from the list of options offered to other candidates to prevent any double-bookings. The interview panel’s calendars are then updated with the new interview, and candidates can add the booking to their own calendar, too.

Commitment clashes

One thing we didn’t expect was the number of people that said that interviews often clash with other events or commitments. 60% said that this happens on a regular basis.

This is why so many businesses are now embracing calendar sync. Calendar sync ensures that when you schedule an interview, it won’t clash with another calendar appointment, either in your calendar or in your colleagues’ schedules. Everyone’s real-time availability is visible from the start so that you know when everyone is available for interview.

Candidate no-shows

72% said that it was uncommon for candidates to not show up for an interview. 21% said that candidates sometimes don’t show up, and 6% said that it’s a regular occurrence.

This shows that – most of the time – recruiters are great at filtering CVs and finding candidates who are not only qualified, but also genuinely interested in, the role they applied for.

However, if 25% of recruiters have experienced a no-show, that’s something that also need to be addressed. Real-time calendar sync allows businesses to be notified when calendar invites are accepted, deleted, or moved. This can be integrated into workflows to prevent miscommunications. For example, if a candidate doesn’t accept a calendar invite, an email or text can be sent automatically to confirm their availability.

Other scheduling issues

We also asked if there were any other interview scheduling issues you faced. There were many. Listed below are the three most common. Other issues highlighted include trying to fit interviews in around office hours when candidates request an early/late interview, and finding alternative start dates when a candidate is on holiday.

Time zone conflicts

The issue that came up the most was factoring in multiple time zones when scheduling interviews. This can be difficult when hiring a new team overseas, especially if not all of the members of the interview panel are based in the same time zone. More and more interviews can be conducted remotely, but if the booking system doesn’t account for time zones it can turn a simple process into a complicated one fast.

Calendar sync through a Calendar API ensures that the booking system will be able to detect or specify the time zones the invites are sent from, meaning that nobody gets an interview scheduled for three o’clock in the morning.

Last-minute changes

Another issue was frequent or last-minute changes, either on the part of the candidate or the interview panel. This can cause huge inconveniences for everyone involved. It can result in delays, causing a longer time to hire. It’s frustrating for candidates who’ve booked paid time off to go to their interview, and it’s frustrating for interview panel members because it increases the cost of hiring and means the company has a vacancy for longer.

We can’t predict emergencies that get in the way, but some scheduling conflicts we’re aware of in advance. Using calendar sync to connect your booking software or Applicant Tracking Systems to internal and external calendars becomes really useful in this situation. Candidates can be notified of changes in real-time and reschedule their interviews without having to call or start another email chain. Their previous interview slot can then be re-opened for other interviews or appointments.

Meeting rooms and resources

Getting the right meeting room in a busy building can require as much coordinating as the interview itself.

When you interview a candidate, the right meeting room is crucial. After all, a candidate interviews the company as much as you interview them. A poor experience puts them off and means you could lose out on your favorite candidate. A clean, modern, spacious meeting room, meanwhile, suggests a modern, welcoming working environment that any candidate would be lucky to be a part of.

Things are even more complicated if candidates are required to do a presentation as part of their interview. How can you guarantee a room with a screen will be available, or that there’ll be an external screen available as an alternative?

In a busy office building, if you don’t reserve a room in advance, you could end up with a candidate and nowhere to interview them. Creating calendars for your bookable rooms and resources makes it easier than ever for hiring managers to coordinate everyone and everything required for an interview.

Conclusion

Some of these are small – and seemingly simple – tasks, but when you put them together they create big problems. Each task needs to be completed for each interview, meaning that hiring managers can waste hours coordinating everyone and everything. It’s a huge time sink, and it’s impractical.

Calendar sync can solve all these problems and more. In the twenty first century, there’s really no good reason why interviews should clash with other events, or why you should struggle to find the right meeting room and equipment when you need it.

Get a full breakdown of the results here.


Source: Interview Scheduling Survey 2017 | Cronofy Calendar API

About Cronofy

Cronofy connects HR software to users’ calendars via a unified calendar API.

To discover how calendar sync can save you and your users time and money, and help to hire the best candidates, watch our Real-Time Scheduling video.

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Real-life Employer Branding Ideas

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Employer Branding ideas are essential for building a strong and attractive employer brand. Many firms have started investing more in their employer branding strategy so I decided write about some real-life employer branding ideas and strategies. HubSpot and Facebook have mastered their employer branding and recruitment marketing efforts, and here is how!

Why is employer branding important?

The concept of employer branding has become one of the most popular topics in the world of Talent Acquisition. Demand for talent is getting bigger, and supply is getting smaller every day. Naturally, the market is suffering from a big talent shortage, which has resulted in the “War for Talent”.

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Because all the changes in the HR and tech industries, the way we recruit has changed. Still, many companies are still sitting steal thinking that there is nothing to be done to attract talent.

Wrong!

Employer branding ideas and methods

To make employer branding as a recruiting strategy clearer, I decided to give you some real-life examples and ideas from the industry leaders. Use these brilliant employer branding ideas, and try them out in your own recruiting strategies.

Employer branding through social media

Social Media is a simple, fast and affordable way to target the right people and spread the word out. Similarly to product and service marketing efforts, social media can be used in Employer Branding and Recruitment Marketing strategies.

HubSpot on Instagram

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This is Hubspot’s post that grabbed people’s attention just a few hours after it was posted. Why is this post so special? Why is it considered a part of their Employer Branding and Recruitment Marketing strategy?

First of all, right below the business name, there is a tag line “My Happy Place” that immediately sends a positive message about the workplace. If you read what the post is about, you will find out that it is all about making their employees feel better.

Looking at their hashtags, you can see that they really made sure that this post gets to the right people- sales people and marketers. Finally, they encourage other candidates to engage and give them tips for staying motivated. In just one post, HubSpot used some of the best recruitment marketing strategies.

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Look at this post!

I know that not all of you have games and beer at work! However, many modern workplaces encourage fun times and games at work.

Even though you may not offer the same thing, I believe, and hope that, there is something your employees love doing besides sitting at the table and working. If so, capture the moment and share it on social media. Don’t forget to encourage your employees to do the same. They are your best brand ambassadors.

When promoting on social media, it is important to know who your candidate persona is. This way, you can make vetz targeted messages towards your ideal candidates.

Need help defining your ideal candidate, here is our guide to define a candidate persona.

Employer branding through Glassdoor

Websites such as Glassdoor are a great source of information about employers from all over the world. People go there to learn more about companies, their cultures, pay, positions, job descriptions, and most importantly, current employees’ opinions and reviews.

If you are struggling to find the right candidates, get a listing on websites such as Glassdoor and encourage your employees to write about you. At the end of the day, your current employees are your best brand advocates!

To understand the importantce of employer branding on Glassdoor, let me share a few stats from surveys done by Glassdoor and Allegis Group:

  • 69% are likely to apply to a job if the employer actively manages its employer brand (e.g., responds to reviews, updates their profile, shares updates on the culture and work environment). -Glassdoor
  • 76% want details on what makes the company an attractive place to work. -Glassdoor
  • Top five pieces of information job seekers want employers to provide as they research where to work: 1) Salary/compensation, 2) Benefits, 3) Basic company information, 4) What makes it an attractive place to work, 5) Company mission, vision, values. -Glassdoor
  • 69% would not take a job with a company that had a bad reputation, even if they were unemployed! -Allegis Group Services Study
  • 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. And most in $75-100K salary range would only require a 1-10% salary increase to consider such a move -Allegis Group Services Study
  • 84% of companies believe a clearly defined strategy is key to achieving employer branding objectives -Employer Brand International Global Research Study

Facebook on Glassdoor

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What is great about this job ad is that candidates can find tons of useful information about the company and position. This is one of their current employee’s testimonials. It is completely transparent. This is important because, to find the perfect job candidate, both pros and cons should be disclosed.

This particular employee says: “If you don’t like data, don’t come here!” If you are looking for a perfect match for your company and job opening, let the candidates know what would make them your candidate persona.

Employer branding through referrals

When looking for good employer branding and recruitment marketing ideas, always start with your own employees. Employee referrals are structured programs in which companies use existing employees’ talent networks.  

Research has proved many times that employee referral programs help improve many recruiting KPIs.

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But why is a referral program considered employer branding and recruitment marketing method?

The answer is simple- they strengthen your employer brand and reputation. When your employee wants to recommend someone for an open position, they talk to those candidates first. Trust me, these are mostly nice words about you as an employer and your Employee Value Proposition.

On their ‘Refer a Dev‘ webpage, HubSpot explains how much they love and need awesome software developers. If you refer such a developer to them, and HubSpot ends up hiring them, you’ll be rewarded with a paycheck or some other type of referral bonuses.

Already have a referral program? Check out these referral reward ideas!

Employer branding through inbound recruiting

Inbound recruiting is one of the newest HR strategies used to attract talented people. The main purpose of an inbound recruiting strategy is to, through relevant and useful content, get to the people that would best fit your company’s jobs and culture.

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Inbound strategy is a long-term solution for filling hard-to-fill roles. In the example below, you can see a blog post of an interview with 3 data scientists at Facebook. This blog is posted in Facebook’s career site, and it talks about their personal experiences as data scientists at Facebook.

Do you have interesting projects your company is working on? If so, these are likely to attract passionate and motivated people who want to grow their careers. You just have to have a strategic way to communicate your story with them.

Employer branding through career site

Your career page isn’t just a place to post your jobs – it is a place to attract high-quality applicants and sell them your job opportunities.

Candidates don’t apply immediately after hearing about a job. Instead, 59% look up the company’s website. Sixty six percent want to know about your company’s culture and values, 54% about perks and benefits, and 50% about mission and vision. -2016 Global Talent Trends

Check out Facebook’s career site.

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Do you see how their career site is used to attract ambitious people who want to make a difference? They really make their site a goldmine of meaningful content attractive to many job seekers.

Here are some more ideas for career site optimization.

Employer branding through video advertising

As video is the best way for delivering messages in marketing, it is now also widely used in recruitment marketing. Social media and internet users are just more likely to watch videos than read. Use video to record employee testimonials, and put them on your career site.

Make a video of your workplace, and share it on social media. Include videos on your job ads and on job boards. Since Google likes videos, these will reach much more audience than images and plain text.

I know this post is about Facebook and HubSpot, but I had to include this video from Dropbox!

Employer branding through job descriptions

There are no words to explain how important your job descriptions are for attracting high-quality job applicants. The goal of every job description is to mirror your candidate personas’ dream jobs, cultures and workplaces.

Same as you want to attract people with best fit, candidates want to find their perfect jobs. Explaining your company culture, EVP should be part of every job description. Precise requirement, duties, skills and characteristics should be listed.

Before writing a job description, do a research on which keywords people are using when looking for job opportunities. Use these keywords and include them in your job descriptions as Google will award you for that by ranking you higher on job search results.

To save time, we have made some editable job description templates for you.

Employer branding through talent community and recruiting events

Another great way for building your talent pool with high-quality job candidates is through talent community and recruiting events. Many employers have found this one of the best ways for finding people with the perfect match for their companies.

In a recent conversation with a few HR managers from fast growing companies, I found out about a few interesting ways to organize talent community events.

If you, for example, struggle to hire people with certain IT skills, think about creating a workshop where your IT professionals will educate students or anyone else interested in this area. Share your event on social media platforms, your career sites, do some paid advertising to increase your ad impressions and do a highly-targeted campaign.

HubSpot has a great strategy for building their talent community. For example, they have live online webinars about New Hire Training at HubSpot. Anyone can join the live event, and learn about how does the onboarding and training look at HubSpot. They are well known for having great training programs, and this is what attracts people.

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Talent communities and events are great ways to meet people interested in your company. This way you can find out about their skills, personalities and knowledge.

Employer branding through Candidate Relationship Management

Connecting with candidates at the point when you have a new job opening is an old an inefficient recruiting strategy. Today, it is necessary to engage with talent way before that.

This is one of the most productive ways for building your talent pool with high-quality job candidates. Companies that use this approach are much more successful in reducing their time and cost per hire, improving quality of hire and reducing employee turnover rates.

Why?

Talent that ends up in your talent pool through candidate relationship management and inbound recruiting methods, are candidates with the best cultural fit. They are your ideal candidates or candidate personas.

If you have a career blog, don’t just finish there. Allow your readers to opt in to a newsletter. Share useful tips and stories from your company through targeted email campaigns. Even if they are not ready to apply yet, you have the opportunity to connect with them and convert them into applicants later.

Remember, candidates are like customers. It takes as much research and touch-point for candidates to apply as it takes for customers to purchase. You need to make sure that you are delivering an exceptional and unique experience through all these touch-points.

Using a recruitment marketing platform for employer branding

All these steps seem complicated and very time consuming. They are, if you are not using the right tools. Recruitment marketing tools such as TalentLyft can help you implement your recruitment marketing and employer branding strategies.

With tools like this, you can easily create a well optimized career site, optimize your job descriptions, streamline your referral programs, and significantly improve relationships with candidates and improve candidate experience and candidate engagement.

If you are not sure if you need a tool like this, here’s our guide for buying a recruiting tool.

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.

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.

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.

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.

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?

Diversity and Inclusion (D&I)

It’s here: the full Diversity & Inclusion recruiter!

Implementing diversity & inclusion (D&I) in the workplace elevates your business to the next level. Reduce bias in your recruitment process, hire the candidate with the best matching competencies, thanks to a full D&I recruiting HRTech solution as add-on to your ATS.

The Zurich based HRTech innovator softfactors launched its latest addition to their softfactors recruiting suite ready for HRTechCongress in Amsterdam: a diversity & inclusion recruiter utilising a core screening engine purely focusing on the competencies of the candidates. No CV, no gender, no name, no age, no religion, no race – just the competencies and match to the job. True diversity & inclusion. (Download Whitepaper)

Are you taking D&I serious in recruiting?

Research by Forbes, Howard Business School and The Economist suggested that companies following a true D&I strategy have a number of direct business benefits e.g.

  • Business growth
  • Higher earnings & return on equity
  • Increased sales revenue growth
  • Better ability to serve clients

The benefits of D&I are clear – but to truly execute it, you have to rethink your recruiting process and tools. Still, most hiring process bursts with bias, as human beings interact  with other human beings. When we discuss bias, we typically think of the “obvious” sources of bias like gender, race and age, but many other unconscious biases influence the way we evaluate a candidate:

  • School bias
  • Beauty bias
  • Affinity bias
  • Conformity bias

The goal of diversity hiring is to identify and remove conscious and unconscious biases that could lead to hiring candidates based upon other criteria than the best matching competencies. This can best be achieved using an unbiased recruiting tool, but also needs awareness amongst recruiters and hiring managers.

How can an automated screening and assessment support your D&I recruiting process?

The new softfactors diversity recruiter module neutralises the candidate information to present the recruiter with only the information necessary to assess the candidates competencies and the match to the job in question. It offers multiple levels of D&I process depths with several D&I recruiting tools:

  • D&I screening process
  • D&I reports
  • D&I assessment solution
  • D&I candidate compare features

And the good news is: it works with any ATS (i.e. Workday or SuccesFactors) with an availble API. Come and visit softfactors at HRTechCongress in Amsterdam from October 22 – 24, 2017, Stand 527. And get a free D&I recruiter demo or trial version its cloud services.

Download a comprehensive, free whitepaper on D&I recruiting by Lucy Dubin, PhD, and Christer Balle here.

Wheel Gear

What potential HR struggles can early stage start-ups encounter?

Active

With every great idea and every platform or app that promises to be the next great disturber, there is normally a common challenge faced by many SME’s and early stage start-ups, and that is hiring.

The hiring process can potentially be a long and drawn out process that is both time-consuming and expensive. Here are just some of the potential HR struggles that today’s start-ups face.

They neither possess the skills, tools or networks

Recruitment can be a fine art. Finding the right person is difficult enough and knowing where to look and having the appropriate networks to search for these people is a big initial challenge in itself. Then there’s assessment, in most early stage-ups, many of its senior officials will have to take on different hats and sometimes may have to go on instinct when looking to hire someone.

They don’t have the budget

In follow up to this point, with some early stage start-ups not possessing the appropriate HR skills, there may be need to call up on the service of others. This could be through posting on a job posting site, or hiring agency help which of course means investment. They may also not be in a position to hire a HR Professional full-time in their embryonic stage so don’t have a great deal of options. With Development as we know requiring huge investment, the cost of finding and hiring someone can be a daunting prospect.

They don’t have the time

A great idea can be just that and never see the light of day. Traction is key for the success of any start-up, and this needs to be almost immediate. Looking for someone to potentially hire can be a long and arduous process. Where you may get hundreds of applicants for one role, trawling through the many CV’s and profiles can be extremely time consuming and most senior figures will want their time and energy invested elsewhere.

They don’t have the control

All of these points lead to one issue, control, and the lack of it. Hiring someone is a big decision and something you feel you want to be a part of. Much like buying a house, hiring someone is something you want close control over from start to finish to ensure you’ve hired the right person and there’s no grey area or doubt left in mind. Leaving it in the hands of others isn’t something most start-ups are fond of but something they comply with due to their circumstances.

About the Author:

Chris Henry

Chris Henry-Reeve has 7 years of experience in online content marketing, social media community management, as well as experience in public relations and creative project management. Chris is a regular commentator on retail and experience led marketing, plus societal changes and their impact on industries such as recruitment. He was responsible for the launch of a new marketing insight magazine entitled HATCH which enjoyed a distribution of 10,000 copies and saw it stocked in premium airport lounges and private members’ clubs such as SOHO House, as well as enjoying a live launch event attended by over 250 industry professionals. Chris also has consummate experience in video development and production, being responsible for the management of several marketing video case studies and previously working with an online video focused start-up.

About iContract:

iContract is an online platform transforming the hiring process of contractors in the field of legal, finance and tech.

Talent seekers can be instantly recommended to relevant contractors based on the specific needs of their company and the contract they are posting.

Ensuring more transparency in the contractor market, iContract matches you to contractors that are tailored to your unique needs. Reducing the need for long and arduous assessment processes such as CV trawling, iContract connects you to the right candidate quickly and effectively.

Learn more here www.icontract.co.uk
AI is all the rage, but is it dangerous?

AI is all the rage, but is it dangerous?

AI on the digital map

Artificial Intelligence continues to be a major trend in HR as companies look to improve hiring decisions and efficiency. As a computer scientist and expert on hiring research, I can attest that there are definitely components of hiring that can be improved with AI. One example is using algorithms to automatically remove identifying information from resumes to make identity-blind resume review more efficient. We can also use AI to help companies write better and more inclusive job descriptions that attract a broader pool of qualified applicants. A company concerned with employee turnover could use AI to identify employees who may be likely to leave based on variables like how many managers they’ve had, pay equity, and length of tenure. These are all exciting applications of AI that could make a real difference to a company’s hiring success.

AI and Recruiting

The main place people seem to be interested in using AI in recruiting is in reducing the number of resumes recruiters have to review to get to the best candidate. This makes perfect sense: given how easy it is to apply to a job with one-click these days, recruiters are understandably overwhelmed with the number of resumes they receive.

Unfortunately, there is a huge risk that using AI in the recruiting process is going to increase bias and not reduce it. Why do I sound so pessimistic? Because AI is completely dependent on the training set that is used to generate its predictive results. We’ve already seen how this can go horribly wrong in trying to identify images and create Twitter posts. When it comes to hiring, a critically important function for companies, AI can perpetuate biased patterns and teams that are very similar to existing ones.

Here’s an example where AI does not serve a company well. Let’s say a corporate hiring manager always looks for candidates who went to Ivy League schools. When an algorithm looks for patterns of the employees at the company, it will notice that there are certain schools that are more common among current employees, and it will seek candidates from those schools. However, research has shown that where someone went to school is not predictive of how well they will perform in a job. So, the algorithm has now found a “signal” in the data that is not predictive of how well a potential candidate will actually do the job. In this case, AI is simply feeding recruiters “more of the same,” which may not be what your company needs to achieve future goals.

Using AI in this way won’t be help organizations predict what they need to achieve future goals. AI is essentially “driving in the rearview mirror” – it is based on what has been done in the past. That’s why AI can’t replace recruiters, who have specific knowledge on the best types of people to hire to meet certain skillsets that will move a company forward.

How to spot potential bias in AI

The possibility of bias in AI training sets won’t occur to many algorithms designers, so it is up to the organizations that are deploying these algorithms to ask the right questions about what testing has been done to ensure bias was not trained into the algorithm itself. For example, if you’re considering video software that analyzes nonverbal communication to predict candidate quality or a pre-assessment that claims to predict job performance, ask whether there were observed group differences in the training data. If they can’t tell you, think twice about using it.

You’re still smarter than AI

Use AI to augment your hiring wisely. No amount of AI can replace following best practices in hiring, like identifying key skills and values before sourcing candidates and using structured interviewing. Some AI can help improve these best practices and get you closer to your goals, faster. Just make sure you have your eyes open for potential biases along the way.