How HR Technology Can Help You Overcome Biggest Recruiting Challenges

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Every HR professional and recruiter comes up against certain obstacles when they are trying to hire new employees. Learn how HR technology can help you overcome your biggest recruiting challenges and take your recruiting strategy to a whole new level!

What are your biggest recruiting challenges?

Are you struggling to find qualified candidates? Do you have problems attracting passive job seekers? Wouldn’t it be great if you could reduce your time-to-hire? Are you trying to find an easy way to measure the ROI and effectiveness of your recruitment strategy?

If you are nodding your head yes right now, don’t worry – you are not alone.

Mentioned obstacles are the biggest recruiting challenges every HR professional and recruiter comes up against when they are trying to hire new employees.

Luckily, in the modern world of HR, there are vast technological solutions created with an intention to tackle these problems.

Read on and learn how to leverage HR technology to solve your biggest recruiting challenges!

Recruiting challenge #1: Finding qualified candidates

According to Glassdoor research, talent shortage is the No. 1 hiring challenge today. A shocking 48% of employers say they are having difficulty finding qualified candidates to fill their open positions!

talent-shortage

This lack of qualified candidates has completely changed the way we recruit. Compared to just a few years ago, candidates now have far more power during the job search. You don’t pick talent anymore. Talent picks you.
Consequently, finding and hiring the ideal job candidates has become the most pressing modern recruitment issue.

How can HR technology help you overcome this recruiting challenge?

Modern HR technology offers many different solutions for finding qualified candidates.

First, there are software programs with the possibility of posting your open job positions on multiple free and paid job boards with just one click. Posting your job opening on multiple job boards will widen your reach and increase your chance of finding the right candidate.

You can also reach more candidates with social recruiting tools. With HR technology you can create a specialized Facebook job tab and post and promote your job there, too.

Another great solution for finding qualified candidates is offered by Employee Referrals Tools. These tools offer the possibility of creating and automating employee referral programs.

Employee referral program is a system of utilizing and rewarding your existing employees for recommending high quality candidates for your company’s open positions from their existing professional and personal networks.

Finally, there are web sourcing tools which can help you proactively look for candidates. Web sourcing utilizes web search and scans millions of online profiles to retrieve candidates’ details including email addresses, resumes and more.

Recruiting challenge #2: Attracting passive job seekers

According to LinkedIn research, 73% of the global workforce is made up of passive job seekers, who are your best job candidates.

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Passive job seekers are the candidates that aren’t actively looking for a job, mostly because they are already employed. That means they won’t be visiting job boards and browsing your career site.

However, if you approach these passive candidates in a right way, they would be willing to accept the better job offer. Remember, a better offer doesn’t necessarily mean more money. It can be flexible working time, education, opportunities to grow, benefits, cool projects, and many other.

That’s great, you may think, but how can I reach them and convince them to apply to my open positions? This is where HR technology comes in.

How can HR technology help you overcome this recruiting challenge?

Recruitment Marketing Software offers a solution for attracting passive candidates. Recruitment Marketing Software can help you to attract passive candidates and build relationships with them.

First, you need to grab their attention by showcasing your employer brand, company culture and employee value proposition.

That is how you’ll draw them in and make them eager to join your talent pool. Then you can use different tactics of candidate relationship management to engage and nurture them until they are ready to be turned into your job applicants.

Recruiting challenge #3: Reducing time-to-hire

Time-to-hire is one of the most important recruitment metrics. Reducing time-to-hire is crucial for two main reasons: hiring the best candidates and saving money.

Let’s examine both of them.

First we will explain how is time-to-hire connected with the possibility of hiring the best candidates.

Well, according to research, top candidates stay available on the market for 10 days only. That means you have to speed up your hiring process, otherwise some other, faster company will snatch your top candidates right under your nose.

Second, reducing time-to-hire means reducing cost-per-hire too. Needing less human hours to fill a position makes your hiring strategy more productive and cost efficient.

How can HR technology help you overcome this recruiting challenge?

While already mentioned sourcing and Recruitment Marketing tools help you find candidates faster, there are also specialized recruiting tools that can help you significantly reduce the time of your selections process.

These HR technology tools designed to streamline recruiting operations and fasten selection process are called Applicant Tracking System.

With Applicant Tracking System you can automate, simplify and fasten many recruiting tasks.

These tools make previously time consuming tasks like resume parsing, disqualifications of non-qualified applicants, interview scheduling and sending personalized recruiting emails to your candidates fast and easy.

Applicant Tracking System also saves your precious time by building talent pools, which can be used to find perfect candidates for your future roles and job openings.

Imagine how much time you could save if every time you had a job opening, you had a pool of talent from which you can just pick the best candidates!

In addition, as the graph below shows, Employee Referral Programs are a great way for reducing time-to-hire.

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Recruiting challenge #4: Improving the quality-of-hire

Speedy finding and hiring a qualified candidate doesn’t mean a thing if it isn’t finding and hiring your ideal job candidate. Ideal job candidates are the ones that will stick around and perform their best.

You need to find candidates who will fit in perfectly in your team and be able to thrive in your company culture, otherwise you will end up disappointed with their poor performance, early leave or termination.

That’s why it is important to hire the best talent by finding the perfect fit for your company.

How can HR technology help you overcome this recruiting challenge?

Research shows that 78% of recruiters who use an HR technology have improved the quality of candidates they hire.

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One of the most effective ways to improve your quality-of-hire is to utilize employee referral programs. Why is that?

Your current employees have a hands-on experience with your company culture, mission and vision. That means they can easily recommend candidates who make the best cultural fit for your company.

With HR technology, you can set up structured and automated employee referral programs, which will significantly improve your quality-of-hire.

Recruiting challenge #5: Measuring the effectiveness of recruitment strategy

More than ever before, modern HR professionals and recruiters are faced with a growing demand to demonstrate a clear link between their hiring practices and outcomes.

Management requires hard data and exact numbers, so evaluating and measuring the effectiveness of recruitment strategy has become one of the pressing pain points of modern HR professionals.

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They are aware of how the most important hiring metrics can significantly improve decision-making, optimize recruiting effectiveness and maximize the value of HR investments in recruiting process.

However, most of these HR professionals and recruiters struggle with HR analysis and data driven recruiting question and dilemmas. Which recruiting metrics are the most important for my company? How to implement, track and measure them? How to analyse and compare them?

How can HR technology help you overcome this recruiting challenge?

Modern HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms can automatically implement, track and calculate the most important hiring and recruiting metrics like time-to-hire, cost-per-hire, source of applicants, hire to applicant ratio etc.

Moreover, these HR tools can create customized, detailed reports on most important recruiting metrics which will make it easy for you to analyze every step of your recruiting process.

With data backed insights provided by HR technology in a form of easy to read reports, you can quickly notice which parts of your hiring strategy work well, and which ones have room for improvement. That way you can make better and more informed decisions and improve your recruiting process and productivity.

Other recruiting challenges and HR technology solutions

Above mentioned recruiting challenges are the most common among modern recruiters and HR professionals.

However, if you are faced with some other specific recruiting challenge, take a look at The ultimate list of best HR software. It will help you comprehend all the different aspects and solutions HR technology can provide so you can identify the one that best suits your needs.

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Designing Orgs of the Future: Organimi Releases Version 5 to Offer Flexibility to Diverse User Base

Organimi is a cloud based, easy to use, low cost alternative to traditional software org chart design tools that enables users to easily create and share org charts, photo boards, and directories. The Canadian start-up allows organizations of all sizes, industries, and workforce modernizations to organize how they communicate and collaborate wherever, and however they work.

Drawing on feedback from a growing user community across thousands of organizations including well-known brands such as Airbnb, eBay, and Kayak. Organimi developed V5 to simplify the process of creating an org chart and increase flexibility for modern organizations looking to create direct representations of complex organizations. They have also made it easier to share org charts with members across organizations to increase transparency and limit knowledge gaps.

“We listened and our users wanted more flexibility to accommodate their diverse needs for their organizational structures, so we opened up options to customize the tool to their preferences, simplifying the overall use case regardless of their organizational structure.”

-Eric Apps, Organimi Co-Founder

Organimi’s main users of the platform include: business owners, faith based and not-for-profit organizations, sales reps, account managers, consultants, educational organizations, government departments, agencies and other public sector groups and virtual organizations.

Organimi is free for up to 50 members. Sign up today at https://v5.organimi.com/register
Organimi is a cloud based, simple organizational chart maker. Based out of Toronto and Waterloo, Organimi is charting organizations of the future. The company founders have embraced the changing nature of the modern workforce to create software that is flexible to accommodate different organizational designs.

Contact: Nicole Ragno
Marketing & Customer Success, Organimi
Email: nicole.ragno@organimi.com
Web: http://www.organimi.com

HR Tools: The List of Best HR Software by Type

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This ultimate list of best HR software by type offers an overview of various HR software available on the market. It will help you comprehend all the different aspects and solutions HR tools can provide so you can identify the one that best suits your needs.

What are HR tools?

HR software are software programs or tools designed to automate, streamline and improve human resources operations and processes.

HR software are known as:

  • HR tools
  • HR platforms
  • HR information systems
  • HR management systems
  • Software applications for human resources

The benefits of using HR software

HR software have proven to improve some of the most important HR metrics.
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There are vast benefits of implementing HR software in HR management, but here are the 6 main ones. HR software tools can help you:

1. Improve productivity

HR software can digitize all your paperwork, making it easy to search, update and available to every member of your HR team anytime, from anywhere.

2. Save time

HR software can streamline and automate a huge number of HR functions. With HR tools, tasks that previously required many hours of work can now be executed very quickly and easily – or sometimes even done automatically.

3. Reduce errors

Even a minor error on the part of a human resources employee could result in considerable legal issues and even financial loss for the company. The use of HR software reduces the amount of human error and related risks to a bare minimum.

4. Improve decision making

With HR software you can store and analyse huge amounts of employee data, measure the most important metrics and generate informative reports that can help you improve your decision making process.

5. Improve communication

HR software can improve communication and collaboration between teammates of you HR team or department, between different HR teams and of your HR team with external associates, employees and candidates.

6. Save money

The use of HR software can lead to substantial cost savings in many different ways – from saving numerous hours of manpower, and improving your business decision making to reducing the chance of human, legal and accounting errors which can cost you money.

Different types of HR software

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HR software can be grouped in 3 main types regarding the aspect of HR functions they manage:

  • Type #1: Recruiting HR software
  • Type #2: Administration HR software
  • Type #3: Human capital management HR software.

Buying a HR software: Which HR tool to choose?

Even though there are many different things to consider when buying an HR software, there is a proven strategy that helps in making the best decision.
The crucial step is to clearly define your own HR goals and challenges. These can be things such as finding and hiring best candidates, evaluating your employees performance, automating your HR administrative processes (personnel tracking and payroll) or any other HR goal you may have.

List of best HR software by type

Type #1: Recruiting HR software

Recruiting HR software are HR tools designed to improve and streamline hiring process. Recruiting tools can help you with sourcing, attracting, testing and selecting candidates.

1. Recruitment Marketing tools: Since Recruitment Marketing is a relatively new discipline, there are still not a lot of RM software out there, so make sure to check out TalentLyft Recruitment marketing platform and the list of solutions Recruitment Marketing software can offer.

2. Candidate Sourcing tools: TalenLyft Source, OctoHR, Snovio, Intelligence Search, Hiretual, Lusha.

3. Email Finders: Email Hunter, Voila Norbert, Find That Lead, Headreach,

Email Generator

4. Applicant Tracking System (ATS):  TalentLyft Applicant Tracking System

5. Employee referrals tools: TalenLyft Source, Teamable, Employee Referrals, Referagig, Reffind, Boon.

6. Candidate Assessment and Testing tools: TalentSorter, Testdome, Eskill, Codility, ClassMarker, ExpertRating, HR Avatar, Sabber.

7. Video Interviewing platforms: Skype Interviews, Montage, HireVue, InterviewStream, Rivs, Interactly.

8. Background Checks tools: Intelifi, GoodHire, ClearStar, AccurateNow, OPENonline.

Type #2: Administrative HR software

Administrative (or core) HR software are HR tools designed to manage day to day HR administrative needs. Administrative HR tools help you manage basic employee information, attendance records, benefits and compensation, payroll etc.

  1. Personnel (time and attendance) tracking software: GAO Personnel Tracking System, Time Doctor, Work Examiner, EasyClocking, TrackSmart, ClockIt.
  2. Payroll software: Xero, Wave, ADP, Intuit Payroll, SurePayroll.
  3. Benefits software: PeopleKeep, Benefitsolver, ThrivePass, Benefitfocus.
  4. Employee scheduling software: Humanity, When I work, Shiftboard, Homebase.

Type #3: Human capital management HR software

Human capital management software are HR tools designed to ensure that a company is efficiently using, managing and developing its talent. These HR tools can help you manage onboarding, employee performance reviews and education of your employees.

  1. Onboarding software: Kin, HR Onboard, Onboard by HR cloud, Click Boarding.
  2. Employee performance software: 15Five, AssessTeam, Trakstar, PeopleGoal, Impraise, Reflektive.
  3. Employee engagement software: Peakon, Briq, TINYpulse, Officevibe, Bitrix2, VibeCatch.
  4. Learning management software: Lessonly, Looop, Grovo, Mindflash, GamEffective.
  5.  Offboarding software: Offboarding by HR Onboard.

How HR Continues To Evolve, Technologically and Politically

How HR Continues To Evolve, Technologically and Politically

Changes in human resources are driven by a number of overlapping factors, including the demographics of both the workplace and surrounding society; political climate and legislation coming out of it; and the development of new technology.

The rise of tech startups have created a lot of change in business communities and shifted the expectations of employees. Add breakthroughs in cloud services and management software, and authentication into the mix, and it’s easy to see how the tech boom has had a major effect on the procedures and culture of HR.

Hiring and Interview

Finding job seekers is getting easier and easier. On the other hand, as easy as job sites like Indeed and social networks like LinkedIn have made posting ads, they’ve also allowed a larger number of job seekers to respond.

Recruiters and hiring managers must deal with a much greater volume of applicants if they choose to make use of internet job postings. The benefit is that it’s easier to find the right candidate. LinkedIn and resume upload sites have made it especially easy for savvy HR professionals to target the skills they’re looking for and search for candidates more intentionally.

On the interview side, things are changing too. Skype and other video and voice-over IP apps are making remote interviews a more robust and common process. Being able to interview over long distances is exposing recruiters to talent from far-flung places. 43 percent of Americans say they spend at least some time working remotely, according to The New York Times. Remote work is changing office environments, and it’s changing the way companies hire, giving them access to employees hundreds or thousands of miles away.

Company Culture

The hiring process is closely related to company culture, but it’s an idea that goes far beyond the initial hire.

This is where the tech startup world has made a huge influence. “Company culture” has almost achieved buzzword status in job ads. Both prospective job seekers and employers are putting a heavy emphasis on “fitting in” with the company culture.

This has come with advantages and disadvantages. Tech companies in particular have shown how “culture” can be taken way too far. There have been a number of high-profile cases where culture has been used to justify abuse, inaction, or discrimination.

Company culture is a powerful and popular tool to ensure that businesses and employees truly make the most of their personnel. Every work environment is different, and hiring an employee with the right skills but the wrong demeanor can be more damaging than hiring someone who needs extra training.

Contracts and Consent

One of the biggest developments in recent years has been the ability to handle contracts, compliance, performance reviews, consent forms, and anything else that people need to sign digitally. HR departments have been leveraging digital signatures to streamline and more effectively track important documents.

Paperwork that can be signed electronically can be carefully controlled and tracked. A performance review can be signed in order, first by the employee, then by their manager, and added to their digital record without any printing, scanning, or physical transportation. The process becomes shorter and easier to track.

Timestamps recorded on electronic signatures are more accurate, and the digitizing process is better for privacy and compliance because control is kept of the document at all times. It’s easy to track who has access to it. Signing something electronically may not feel very safe, but electronic signatures are built of digital signature technology which provides encryption and verification, making the whole process very secure.

Communications Technology

Some companies are choosing to adopt high-tech communications technology within their workplaces as a way to improve efficiency of both employees and HR processes.

Chat applications are one way that companies improve communication, letting employees interact with each other and their managers in real time to discuss topics or pose questions that they wouldn’t ordinarily interrupt one another with.

Another high-tech communications solution comes with digital signage that HR can leverage to cut down on emails, poster printing, and newsletter composition. Announcements of events, important legal updates or performance metrics can instead be simultaneously displayed across a number of devices. That way, employees have information available at a glance without having to open a distracting email whenever there’s a company announcement.

Safety and Compliance

Workplace safety has changed a lot over the years. From the days of steelworkers clambering unassisted on top of skyscrapers and employees handling asbestos, the law and cultural attitudes about safety have made dramatic turns. So too is it with liability surrounding legal rights of employees, such as overtime laws and “theft of employee time”.

One of the biggest changes has been the uptick in retroactive legal action against companies that engaged in unsafe and unlawful practices. Though HR teams were always tasked with compliance and liability limitation, as lawsuits become more prevalent and potentially damaging, Human Resource’s role in protecting the company, and by proxy the company’s employees, has been magnified in recent years.

HR departments work tirelessly to create inclusive, safe workspaces that don’t discriminate or place employees in unsafe situations without a reasonable notice and acceptance of risk. Digital tools are making this process easier and will continue to influence the shape of human resources as we discover new ways to track, authenticate, and communicate.

Retail Giants Are Shifting America’s Economy, Meet the Recruiting Tactics Shaping Their Impact

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Retail giants are using automation to get rid of jobs!

Headlines like this sell magazines and newspapers, but they’re incredibly misleading. Companies like Amazon and Wal-Mart are creating so many jobs in smaller towns all over the United States. The Bureau of Labor Statistics states that the number of warehouse and storage-sector jobs had risen roughly 3.9% year-over-year, to a preliminary count of 948,500. Recent stories from various cities have chambers of commerce vying for the chance to become the location of the next warehouse.

In fact, warehouse jobs pay about 31% more than retail jobs in the same county, and are more likely to hire black and Hispanic workers, according to the Progressive Policy Institute.

Far from decimating the workforce in small towns and semi-rural locations, Amazon, Staples and their counterparts employ 1.2 million workers in warehouses and other establishments. From 2010 to 2016, employment grew by 372,000 additional workers, a 48% increase. Compare that to all private industries’ cumulative 12% during the same time period.

Anyone who works in high-volume recruiting or medical staffing knows it is not easy to find hordes of qualified workers to support an economic shift. Job boards changed the game for many in recruiting–not to mention job seekers–in the late 1990s. Despite the onset of mass aggregation and performance-based job advertising, the job advertising business remains mostly unchanged. However, we are currently seeing a shift in recruiting once more, spurred in part by these retail behemoths. Leading companies are taking a holistic look at recruiting and developing recruitment marketing strategies that use multiple tactics, some old some new, to surround job seekers with their message as well as spur them to engage.

What sorts of tactics are becoming part of the recruiting mix to help companies hire better and faster? Companies in the space are stepping up to the challenge of finding innovative ways to attract and retain workers at companies like Amazon.

What unique hurdles do warehouse and fulfillment recruiters face?

First, let’s address the unique challenges that face recruiters when a new warehouse opens in a city. While the effects on the location and the workers themselves are often discussed in the news, we rarely hear about how talent acquisition pros work to staff these locations where the population levels and supporting services may be non-existent. Issues like:

  • Poor or no public transportation. While white collar companies like Google often bus in workers who don’t want to deal with a commute, it’s rare for non-white collar workers to be extended anything similar.
  • Low-income population. Retailers often rely on pay alone to attract workers, but when a competitor also raises wages, they may face turnover issues.
  • Unwilling workforce. Many states’ minimum wages do not cover living expenses in addition to child care, transportation and other considerations a low-income population may have to factor in when looking for a new job.
  • Competing for a smaller pool of candidates. Fulfillment centers are often built in rural areas where land is cheap, but there are not enough available or interested job seekers to fill the positions.
  • Geographic requirements don’t always line up with the population
  • More difficult than typical retail work. Working in a warehouse tends to be more labor-intensive than customer-facing roles, which can make retail jobs appealing.
  • Lack of brand. Warehouse roles can be the toughest to fill. Often, those opportunities typically aren’t top of mind for job seekers.

Recruiters and HR Pros are not only fighting the above frustrations, but they’re also fighting record low unemployment:

The same group of [retailers] that were fighting over people last year will be fighting over people this year. And there are a few less people to fight over and a few more positions to fill,” said Steve Osburn, a director at the Kurt Salmon consulting firm who specializes in the supply chain.

What tools are today’s recruiters using to combat this conflation of events?

Better Pay: Amazon pays anywhere between the state minimum wage and Amazon’s widely touted $14. According to PayScale, the average U.S. warehouse worker earns $12.62 per hour, or about $28,000 annually. While the compensation may appear low relative to occupations nationally, they are more competitive than wages typically earned by occupations like cashiers and cooks at about $10 an hour, according to Brookings Institute. While Wal-Mart often finds itself behind the 8-ball in wage discussions, many workers report they receive similar pay at its warehouses.

Benefits You Don’t See Everyday (At least not at this skill level). While these jobs are most certainly a harbinger of the future, many of the jobs require the same level of education and skill as cashiers or cooks, meaning the talent pool can be as large as the population in many cases. Amazon, Wal-Mart and Staples offer benefits many of those (often hourly) jobs can’t like medical benefits, life insurance, frequent breaks and 401k plans. But the benefits these companies should offer are things like emergency child care, flexible work schedules and the potential for bonuses. Candidates who take warehouse jobs (depending on location) may speak little English, come from many different cultures, and could struggle to manage multiple jobs, family duties and transportation or stability issues that can affect attendance and tardiness.

Unique Approaches & Recruitment Challenges: When you’re new in town and chances are some bad press preceded your arrival, how do you staff up in a hurry? For many recruiters, this is where big data really shines in identifying the right people to reach out to. While much has been made of resume lines and fairs, for most warehouse jobs you can apply online.

Going beyond standard job postings: Some recruiters are also using SMS messaging to move candidates through the process even faster. This speaks to candidates for hard-to-fill positions because it gives them immediate interest by the employer. Candidates don’t want to fall into a black hole process where communication from the company is sparse and not very promising. Text recruit services gives candidates security in reliable job opportunities. Automated responses and scheduling make this kind of high-volume recruiting much simpler. With a population group that may not even have a resume or a home computer, this type of quick and painless “interview” is preferred. It’s also simpler for the recruiter, who can answer many of the questions posed with automated scripts or in other languages.

Advantages of Mobile First Recruiting

Mobile-first recruiting combines SMS and Text messaging, retargeting, and career site optimization to create an experience that is better on mobile. Recognizing that even Google is putting more weight behind mobile-optimized content and more people in the job seeking public have their phones at all times, mobile-first recruiting seeks to pique candidates’ interest where they are.

  • Recruiters can quickly and easily send out new information like hiring bonuses.
  • In a competitive landscape, hiring companies can inform applicants of benefits and retarget those who might be interested in them.
  • Organizations can reach those who may not desire the arduous process of a complex ATS.
  • Text messaging a candidate is 8x more effective than email.
  • Automation allows for a faster process and pre-populated answers in ANY language, allowing recruiters to reach a more diverse population than ever before.
  • In an SMS application process, a resume is often not even necessary, making the mobile-first recruiting a boon for jobs with a low barrier of entry.

Referral Programs: Since many of the candidates who might apply to a warehouse opening may not have a resume, smart recruiters are focusing on referrals from current (even new) hires. Using religious houses and community groups to find even more workers is another tactic. Even neighborhoods are used to spread the word about the benefits of working at these warehouses. Referral bonuses are often used. Retargeting on mobile or using SMS to attract those who may not have completed the entire application or “interview” can seal the deal in areas where there are many competing warehouses and fulfillment centers.

Incentives: Going beyond cash is another tactic when it comes to incentivizing workers. From discounts on the retailer’s products, to free ESL classes and after-parties during particularly difficult shifts, the incentives heat up during a warehouse initial hiring spate and again during seasonal upswings, like Thanksgiving and Christmas. Other incentives includes shift selection and optional weekend shifts.

Create a Recruitment Marketing Campaign to Target Warehouse Workers

A Step-By-Step Guide

Gather your materials. The job shifts you need filled, specific benefits for the positions, any licenses a candidate might need (forklift for example) and any compensation numbers (including hourly pay, overtime pay, referral bonuses and seasonal bonuses.)

Look at your superstars. Referrals are crucial in the warehouse business for a reason. If you have warehouse rockstars, you need to find the thread that connects them. Pay attention to their work values and ask them what benefits or monetary compensation attracted them to the job. The answers may range from tuition benefits to the optional third-shift. Add their answers to your materials pile.

Build your job ad 3 ways: Of course you’ll need a description to do this, but you also want to make your ad compelling, point out the benefits of not having a traditional desk job or point out how your warehouse offers benefits others don’t. One warehouse had air conditioning and it made them more desirable than nearby warehouses that did not.

Job Advertisement: This will go on your career site, job boards, get picked up by aggregators and generally be a candidate’s window into what it’s like to work for your company, so make it good. Include details, benefits, options and NEXT STEPS. Especially important are what the candidate will need to bring to the in-person interview or what they will need to send in beforehand.

Headlines: These will go where the entire ad can’t. Think banner ads, mobile advertisement on social networks. You’ll need to capture the essence of the job and very likely low barrier of entry and salary in this short area.

FAQs: Figure out the questions people often ask about the jobs and then answer them for each role. These will come in handy for recruitment communication.

Please note: You may need to translate these, which is why it’s recommended to create them all at once. While it may take a few extra days initially, it will save time when you start a multi-channel recruitment campaign.

Figure out your channel strategy: Recruitment marketing today is a huge field of choices and it can get a little overwhelming. From job boards to billboards, there are a multitude of ways to get your message across. Here are the ones that work best with warehouse positions, particularly high-volume recruiting when opening a facility.

Email campaigns: Your jobs ads go into email alerts right alongside your competitors’ jobs. So tell your own story! This is where the advertisements are valuable. Create a campaign that focuses on benefits, follow up with compensation, inform candidates of upcoming hiring events and more. Many job boards offer custom email campaigns that align with your total recruitment marketing strategy.

SMS text blasts: Reach people where they are in a way that is easy to engage. Auto-responses allow you to start to develop a relationship and answer any questions. Remember those FAQs? Use them to build auto responses and save time. Recruit across the language barrier by offering language support. Send people to a hiring event and ensure they’re equipped with the tools they need to succeed there by giving them prompts and reminders.

Try retargeting: Did you know mobile has now eclipsed the desktop computer for browsing? It has. Time to follow your top candidates around the web and be top of mind during their job search. Remind them of upcoming hiring milestones or openings, referral bonuses and your top pay and benefits while they surf the web on their phone. This is pretty new in recruiting but wildly effective. All a candidate has to do is click on your job ad or visit your site and boom, you’re retargeting them. Since this is far from mainstream, it’s not something everyone is doing, but Nexxt is!

Boost your job ads, recruitment brand and your applies with targeted SMS recruiting and email marketing. Nexxt will help you build a custom campaign, backed with your brand, your message, and your goals in mind. In other words, it’s your arrow, Nexxt takes care of the aim. Start hiring with Nexxt!  

Two Challenges Facing Healthcare HR

Two Challenges Facing Healthcare HR

As technology races forward and the aging population places greater demands on healthcare staff, the need for competent HR professionals will only continue to grow. Current healthcare professionals as well as HR specialists in other industries should consider advancing within health administration in order to bring their experience to a rapidly expanding field and help shape the future of healthcare. Here are two major challenges healthcare HR departments face along with strategies for successfully combating them.

Adapting to New Technologies

Thanks to advances in healthcare technologies, health providers can monitor and analyze health issues remotely. Fitness trackers, mobile apps, telemedicine platforms, and devices such as remote heart monitors and insulin pumps are giving medical professionals real-time insights into a patient’s medical conditions like never before. However, these also place new demands on HR professionals.

One major responsibility that falls on HR departments is the task of ensuring healthcare professionals are trained to use the constantly evolving array of technologies. Training sessions and other learning opportunities can be particularly challenging in part because hospital staff are often made up of several generations of people. This includes baby boomers who may lack the technical skills to pick up new technologies right away and may need special support. Millennials may also have difficulty adopting new technologies because information systems can vary greatly between facilities they’ve previously worked for.

Although some technology vendors will provide training to healthcare professionals, there are limits to what an individual can learn and retain. In most cases, it isn’t possible to know everything about each device, especially if training takes place infrequently. To combat this, HR professionals can create in-house training initiatives that stand as a resource professionals can return to.

One example of this is to create opportunities for microlearning. This is an effective strategy because it provides specific information at the moment healthcare staff need it. Medical professionals can view short videos that break down difficult concepts or processes into more digestible lessons, after which they can immediately put the information to use. This also cuts down on the amount of time doctors and nurses have to spend away from their current tasks and patients for training.

In addition to their impact on training, new technologies lower a facility’s need for some positions. For example, as the adoption of electronic health record (EHR) systems continues to rise, the tedious and expensive process of transcribing, charting, and duplicating medical information is significantly minimized. These digital systems also reduce the chance of medical errors due to conflicting or incorrect patient information. In addition to EHRs, radio frequency identification (RFID) systems can wirelessly track patients’ conditions and provide instant access to medical records, which will eliminate some low-tech clerical positions.

Responding to Workforce Shortages

Hiring and retaining qualified staff may be the most impactful thing an HR department can do to improve patient outcomes. We’re facing a shortage of healthcare professionals due to a number of factors. For one, our population is aging, which means a higher percentage of people are developing health conditions that require medical attention. The fact that more people are insured also places additional strain on healthcare facilities.

The number of primary care physicians, in particular, is decreasing because fewer physicians are choosing primary care specialties. However, HR professionals can hire alternative staff such as physician assistants or nurse practitioners to help fill this gap. Nurse practitioners can provide a similar level of care to primary physicians, and they have kept an even pace with the demand for their position. As an added bonus, nurse practitioners can provide their services at a lower cost than physicians.

As with any industry, HR departments looking to combat the shortage of healthcare professionals should take advantage of hiring best practices in order to find the right employees. Hiring qualified professionals is essential for positive patient outcomes as well as reducing employee turnover. In order to attract quality talent, healthcare facilities should design compensation packages that meet the financial and lifestyle needs of new medical professionals. This includes things like insurance, retirement plans, paid time off, and something that has become increasingly important — debt relief.

It’s important for HR professionals to work with unit managers when creating job descriptions in order to identify which qualifications are essential to the position and which are simply preferred. They should also avoid setting experience or education requirements higher than necessary in order to draw from a wider pool of worthy applicants. Pre-hiring assessments can reveal qualifications beyond an applicant’s resume, such as their personality and their ability to fit in with the organization’s culture.

The internet has changed the way people find and apply for jobs, and HR professionals should target a variety of channels to advertise an opening. This includes and job boards that cater to healthcare positions as well as social media platforms and university recruitment programs. Employee referrals are also a great resource for discovering qualified applicants who, in many cases, will also stand a good chance of fitting into the culture of the workplace. Internships offer a low-stakes opportunity to work with an employee and test whether they are a good fit.

Finding and hiring the right employees is only one facet to maintaining a successful workforce. Retaining employees should take high priority within healthcare HR. According to one study, employee turnover is the top staffing concern of a third of healthcare recruiters in the United States. And while the exact number isn’t clear, some studies suggest a 28 percent turnover rate in healthcare jobs. Aside from expensive recruiting and training costs, turnover hurts patient satisfaction, places additional burdens on other staff, and lowers productivity and morale between co-workers.

To increase retention rates, HR departments should focus on hiring employees that are a good fit professionally and culturally. Although recruiters might meet their organization’s goals for quickly hiring employees within a set budget, bringing on low-cost employees who aren’t the right fit contributes to high turnover rates. One strategy for accomplishing this is to include peer interviews within the hiring process. This way an applicant can meet their potential co-workers, and the current staff can gauge whether the person would be a cultural fit.

Employee retention isn’t just about making good hiring decisions, but ensuring current employees have the resources they need to do their job well and stay engaged. Regular workshops in which staff and management can share best practices, personal goals, and success stories is a great way to create a dialogue that will help staff to grow professionally and build a sense of community in their mission as a team. Likewise, employees who under-perform should work with management to set clear goals for moving forward. If timely improvement doesn’t seem possible, it may be a good idea to let that employee go in order to ensure they aren’t placing additional strain on their co-workers and the organization.

Top Things You Need to Know Before Hiring Sales People

Top Things You Need to Know Before Hiring Sales People

The rise of new business technologies and techniques over the past recent years have made people to speculate the death of sales. However, professional salespeople continue to have a value in companies. In fact, many high-performing companies still provide ongoing sales training to their sales teams – twice likely than low-performing companies.

With the right tools, knowledge, and skills, a salesperson can bring tremendous values to the company which cannot be easily replaced by any alternative marketing methods. Sales professionals who are expert in relationship building, growing existing accounts, and entice customers away from competitors are extremely valuable and highly sought after in the current job market. But before you hire, make sure you know the things to look for in a sales professional by checking this infographic from Healthy Business Builder.

Top Things You Need to Know Before Hiring Sales People-01

How to Find Someone’s Email Address: List of Best Email Finders

Finding someone’s email address is one the key pain points in modern recruiting. That’s why professional recruiting masterminds use so called “email finders”, online sourcing tools that can help you find somebody’s email address for free in as little as a few seconds!

Email finders for recruiting?

Finding someone’s email address is one the key pain points in modern recruitment marketing. The way we recruit has changed. The war for talent is ranging on. For these reasons, instead of using “post and pray” method, we now have to proactively search for talent.

And when we find that perfect candidates, it’s crucial to contact them as soon as possible, in the most professional way – via email. But what to do when you just can’t seem to find your perfect candidate’s email address?

Source passive candidates with email finders

73% of your potential candidates are passive, especially the best job candidates. Passive candidates are those candidates who are not actively looking for a new job, but would be willing to accept a better offer.

email-finder-passive-candidates

Remember, a better offer doesn’t necessarily mean more money. It can be anything from flexible working time, education, opportunities to grow, benefits to cool projects. That being said, you have to think carefully how to approach passive candidates.

How to find someone’s email address?

How do professional recruiting masterminds solve the problem of “missing” email addresses?
They use so called “email finders”, online sourcing tools that can help you find somebody’s email address for free in as little as a few seconds!

List of best email finders

There are many similar email finders out there, so it can be very difficult to find the perfect one, especially if you have a tight budget (or no budget at all). That’s why we came up with this top 5 list of the best email finders you can use for free (to some extent).

1. Email Hunter

Why we like it: Email Hunter allows you to search for email addresses by the person’s name, but also by domain. Search by domain means that if you type in any company domain (company.com), it will scan that domain for email addresses and you’ll quickly get a list of all publicly available email addresses associated with it. When you find an email address you were looking for, you can type it in and Email Hunter will verify it for you!

finding-someones-email-Hunter

2. Voila Norbert

Why we like it: Meet Norbert, a guy who promises he can find anyone’s corporate email. You can search for anyone’s email address based on their name and company (or website). Once he finds that someone’s email address, Norbert can also verify it for you.  

Email-finder-Voila-Norbert

3. Find That Lead

Why we like it: Find That Lead offers a few more search options than previously mentioned email finders. You can search for an email based on a name and domain, but also based on a social media profile URL. Currently they support LinkedIn and Twitter. You can also choose between the different variables (e.g. location, job title, company industry, degree etc.) to make your search more accurate and find the right prospect. Find That Lead also offers email address verifier.

Email-finder-Find-that-domain

4. Lusha

Why we like it: Lusha is a browser extension focused on finding personal email addresses and phone numbers from people’s social profiles on sites such as Twitter or LinkedIn. It also offers an email template you can edit, save and use to reach out to potential candidates.

finding-someones-email-Lusha
5. Headreach

Why we like it: Headreach is very interesting email finder because it offers a possibility to search and find someone’s email address and social profiles by their personal name only, but also by domain, company etc. It also offers advanced search with different variables (e.g. position, industry, keywords, country, location, etc.).

finding-someones-email-HeadReach

6. Email Generator

Why we like it: If you tried out all of the above mentioned free email finders and came up empty handed, don’t despair – all is not lost yet! We present you Email Generator! This completely free online tool will help you generate possible email combinations and see if any is real.

finding-someones-email-Email-generator

7. All My Tweets

Why we like it: If your potential candidate is active on Twitter, you have to try this! This tool wasn’t originally meant to be used for finding email addresses, so its powers are still quite hidden. Take advantage of that and learn how to hack out anyone’s email address through Twitter!

Find-email-address-All-my-tweets

What’s your favorite email finder?

Clearly, there are many email finders out there. You favorite one may not be on this list, but we would love to hear about which email finder tool best helps your recruiting strategy?

Which HR tool to invest in? ATS or Recruitment Marketing platform?

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Talking with business owners, recruiters and other HR professionals, we have realized that many of them have the same two questions: “Which recruiting tool should I buy? Recruitment Marketing software or ATS?” The problem is that many of them, besides not knowing the difference between the two, don’t know that there are 2-in-1 solutions that offer both.

Types of recruiting tools

Not every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. To make recruiting software classification as simple as possible, I put them in 2 categories based on primary solutions that they offer:

  1. Applicant Tracking System (ATS) and
  2. Recruitment Marketing Software

To help you understand the biggest difference between the two, think of them as pre and post application tools. Applicant Tracking System (ATS) is a solution to manage applicants, and recruitment marketing software is a solution to manage leads. Leads are defined as candidates who are or may be interested in your company, but are not ready to apply just yet.

That being said, solutions offered by these two types of recruiting software are very different. However, realizing that they complement each other well, and offer the best recruiting experience together, some software providers now offer 2-in-1 recruitment marketing and ATS solution.

In this post, we will define the difference between ATS and Recruitment Marketingtools. This way, it will be easier for you to decide which one of the two is the best solution to your hiring and recruiting challenges.

What is Applicant Tracking System?

Applicant tracking system offers a wide range of solutions for different hiring challenges. It is a repository of all of your applicants for job openings that manages and streamlines your hiring process from job applications to hires. In other words, ATS usually is a database of all your applicants’ profiles. Through ATS you can do interview scheduling, candidate screening and evaluation, collaborate with your team members…all in one place.

In other words, ATS can help you in your hiring efforts only AFTER you already have applicants for your job opening. If you are struggling to attract talent, engage existing talent in your talent pools, provide better candidate experience and get more high-quality applicants, ATS is not a solution for that problem…

Recruitment marketing is!

What is a Recruitment Marketing software?

Creating an outstanding candidate experience is what employers are focused on more than ever before. Attracting talent is more challenging than managing existing applicants, and this is exactly what recruitment marketing tools are designed for.

In a recent Aptitude researchMadeline Laurano, Co-Founder & Chief Research Officer, defines a recruitment marketing platform as a platform that

Manages outbound sourcing, inbound recruitment marketing, and employer branding. A recruitment marketing platform includes capabilities that maintain the employer brand, foster candidate relationships, and enhance messaging and communication efforts. The most critical capabilities in these systems include: Career Site, SEO, Employee Referrals, and Talent Communities/Networks.

Some of the most important features of a recruitment marketing software include:

That’s a lot, isn’t it?

Yes, but these are all solutions that companies and recruiters have started looking for in order to improve their hiring efforts. Therefore, when you start looking for a recruitment marketing software, make sure that all these features are available.

To make this more simple, recruitment marketing platforms are designed to help companies communicate their Employee Value Propositions, optimize their Employer Branding strategies, and with that, attract talent.

Unlike recruitment marketing platforms, there are many companies that already use ATS. However, it is becoming more and more obvious that ATS alone is not considered a solution for more effective hiring and talent acquisition.

Many HR experts and influencers share the same opinion, including Matt Charney, one of the biggest HR bloggers and analysts. This is his opinion about ATS:

If you think you can actually transform a system of record into a system of engagement, you must be high on the hog.

Should I buy an ATS or a Recruitment Marketing Software?

Even though we have defined the two recruiting tools, you are probably still not sure about which one would best serve your needs.

In order to help you make the best decision about which tool to buy, we have written a detailed 2018 Guide for Buying a Recruiting Tool.

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.