Your employees’ professional growth doesn’t happen overnight. Developing people’s skills needs investment of thought, time and love in order to create meaningful change. Ideally a manager becomes a mentor. They provide guidance and coaching to evolve employee skill-sets, knowledge and confidence. With managers acting as the catalyst for progression, we’ve pinpointed five ways to effectively advance your employee’s career path.
Align your business goals
When you’re working closely with your employees, don’t forget to feed back the “bigger picture” to them. You can coach people in leadership qualities all day long but it’s pointless if you’re not communicating why. Employees motivation to excel can diminish if they don’t feel valued or believe they can create an impact for the company. Realistically, how empowered would your employees feel if they’re given the freedom to make smart, informed decisions however they still need to run their ideas by you before making moves? Communicate the objectives and company goals before anything else, and provide freedom for them to actually reach these.
Create a career development plan
Having conversations around career progressions is the first step in gauging employee development, but it’s important to follow up with implementing achievable objectives. This encourages employees to formulate their goals so they can actively execute them. Create a space where you can collaborate openly on short-term and long-term career goals and most importantly how these can be achieved. If you’re not sure where role progression can evolve, check out Search Party’s Career Path Tool to see all possible options.
Objectives and Key Results (OKR) is a popular technique to setting and communicating goals and results in organisations. The main purpose for OKRs is to connect the company, team and individual’s personal objectives to measurable results, ensuring everyone is moving in the right direction. The structure is fairly straightforward.
Define 3-5 key objectives on company, team or personal levels. These must be qualitative, ambitious and time bound.
Under each objective, define 3-4 measurable results based on growth performance, revenue or engagement.
When OKRs are a place and remain transparent across all teams, employees have complete clarity of knowing what’s expected of them and have something to work towards. Defining these can take into account career progressions or onboarding new responsibilities or projects and when you’re able to measure you’re also able to mentor. No wonder OKR’s are loved by tech giants like Google, Twitter, and Oracle. It’s a proven process that genuinely works.
Actively identify new opportunities within the organisation
When employees begin to seek new experiences or want to build their portfolio of skill-sets, 9 times out of 10 they’ll leave their current organisation rather than take on a new role in a different area within their current company. And it’s no surprise that losing talent and re-training new starters is timely and costly for managers. However this behaviour can be avoided if there is real encouragement and facilitation of internal transfers. Speak with the individual about what skills they would like to gain or areas they wish to excel in and then identify all possible new opportunities and paths they can explore within the organisation. Mentors are those who can look beyond their own areas or personal needs for growth opportunities, even if it means they’re losing a great asset.
Encourage developmental assignments
Developmental assignments come from the opportunity to initiate something new that an employee takes the majority of the reigns with. Internal projects, new product lines or championing a change such as adopting new technology or a restructure in workflows are all great ways to allow employees to step outside of their comfort zones. These kind of initiatives are the gateway into harbouring new skill-sets and embracing areas not usual to their daily tasks. Enabling employees to lead or manage side projects or totally new initiatives are the stepping stones into project management fields and opens a huge number of doors into other leadership roles.
Although most CEOs understand the importance of employee development, the sad truth is that they don’t devote the necessary time into excelling them into greater things. But the proof really is in the pudding. The more effort you put into developing employees, the higher the employee retention, productivity, engagement, turnover…the list goes on!
If you’re unsure as to where career progression can take you or your employees, Search Party have developed a nifty Career Path Tool. Simply type in your current role, and see how careers of people who’ve been in your shoes developed. Or, type in your dream job and see which paths can take you there. Check it out and let us know what you think!
If you’re a recruiter looking to boost your productivity, here are top 4 tools you have to know about!
Attention recruiters: These tools can seriously improve your productivity!
Most HR professionals and recruiters I know are always looking for better ways to find the right job candidates and improve their productivity. If you are one of them, you’ve come to the right place!
In this article I will present 4 types of productivity tools that can help you:
Achieve better recruiting results
Organize and streamline your recruiting processes
Help you stay focused
Free up your time
Make your life easier!
So without further ado, here are 4 awesome tools that can help you boost your recruiting efficiency and productivity!
Top 4 productivity tools for recruiters
Here is the list of the 4 key types of productivity tools for recruiters:
Productivity tool for recruiters #1: Recruitment software
The right recruitment softwarewill help recruiters automate, streamline and improve their recruitment efforts by offering numerous benefits. Make sure you choose all in one recruitment software, the one that offers sourcing, recruitment marketing, candidate tracking and candidate relationship management features. Having all these features under one platform will save your time (and nerves) immensely! Forget about switching back and forth between many different recruiting tools!
Productivity tool for recruiters #2: Project management tools
Recruiters often have to work on many different projects at the same time and work with a lot of coworkers, clients and candidates. There are so many people to be contacted and so many tasks to be done… Trying to keep track of everything can easily get overwhelming.
This is why recruiters can benefit a lot form comprehensive project management tools. These tools will help recruiters organize their workflow and efficiently juggle deadlines, resources, and deliverables.
Productivity tool for recruiters #3: Time management tools
With million things to do and million people that need to be kept in touch with, recruiters often struggle to stay focused. Usually working on one task at the time and blocking out all distractions seems like a mission impossible, doesn’t it? If you feel like time is slipping through your fingers, a time management tool that can track the time you spent on applications and websites and give you an accurate picture of your day will come in handy.
Productivity tool for recruiters #4: Social media management tools
No, LinkedIn is not enough. If you want to excel as a recruiter these days, you have to juggle many different social media networks, form LinkedIn, Facebook and Twitter to Instagram, Snapchat, Youtube, etc. Social media management tools will help you save time and manage all your social media in one place. Using social media management is a simpler way to schedule and track the performance of your posts on different social media networks.
An Applicant Tracking System (ATS) is a software created to automate, fasten and improve your hiring process. In this blog we will explain how using an ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals.
What is Applicant Tracking System (ATS)?
An Applicant Tracking System (ATS) is an HR software designed to simplify and fasten your entire recruiting process.
The need for speed is one the biggest pain points for modern recruiting professionals.
This is not surprising considering that the average hiring process lasts for 2 to 3 months, while the top candidates stay on the job market for 10 days only.
According to research, 86% of recruiting professionals stated that using an ATS has helped them hire faster, and 78% of them confirmed that using an ATS has improved the quality of candidates they hire.
Applicant Tracking System (ATS) features
ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals by offering following features:
Ask any business right now about their top challenges — chances are good that recruiting and retaining talent will be on the top three in the priority list. Smart organizations are aware that they’re only as good as their employees and will prioritize in hiring the best of the best for their organizations.
As technology continues to evolve, it is playing a significant role in the way companies approach the talent search and the hiring process. With companies not really carrying labels that say they are tech or non-tech anymore, finding and retaining great tech talent is what the hiring game is now all about.
According to a recent 2017 survey, finding and hiring top tech talent is what keeps the executives up at night. It has been the management’s greatest concern for the last five years. However, with recruiters latching on to online recruitment tools that are “smartifying” the hiring process, tech hiring was never easier, and never more reliable.
Time for a change
When LinkedIn and other online job applications first began to gain traction, they were considered as supplements to the traditional paper résumé and in-person interview. Today, the world of recruiting has gone nearly 100-percent digital. Traditional recruiting processes often fail to acquire the best and brightest. With smart online assessment tools, recruiters are no longer limited to interviewing candidates within a limited geographical radius, and they are less likely to make bad hires based just on snazzy résumés. They don’t need to put in hours sifting through résumés that are often not a reflection the saleable skills or manually evaluating tests. There is no place for unconscious bias either.
Online recruitment tools are replacing traditional methods that don’t always work. Entrepreneurs are ready to invest big in amazing technical assessment tools that automate complex screening and recruiting tasks to add real value.
Using traditional hiring methods are deal-breakers especially for companies looking at acquiring quality technical talent. There is no one-size-fits-all approach. Different requirements warrant different tools or processes. Be it a campus recruitment drive or hiring for niche profiles, online technical assessment tools have an answer. So, what is the reason for these tools to be highly successful?
A leading retailer wanted to scale its hiring process across Indian cities. When its current hiring process did not support the rapid expansion, the global e-com leader opted for online technical assessment tool. It allowed them to have multiple administrators and enabled them to conduct multiple recruitment drives from several cities for various roles and functions. The tool allowed them to assess thousands of candidates remotely and the proctoring mechanisms ensured a fair assessment. In a span of six months, the company conducted 200+ hiring drives and assessed over 27,000 candidates in different cities.
Minimizes manual filtering of hundreds of résumés thus saving time. Significantly reduces the number of interviews your technical team needs to take to find the right candidate. Prevents the number of candidates from becoming a bottleneck because any number of candidates can be tested simultaneously. This meant hiring managers and technical managers spending less time assessing candidates and wasting no time on irrelevant candidates.
Efficient campus hiring
Large enterprises usually hire developers in big numbers. Campus hiring is one of the many modes that these organizations use. Using an online recruiting tool, these companies can accurately measure the technical skills of candidates. Online tools will also help these companies to hire from different campuses across states thus achieving the numbers they want to.
Exhaustive Question Library
Some of the best tools nowadays supports multiple question types including programming, MCQ, subjective, android, and front-end programming. These libraries help companies to save time on problem setting and test candidates on assorted topics.
Recruiting tools come with the best proctoring measures which helps the recruiters test candidates remotely. These tools have built-in features like plagiarism detector, candidate snapshot, restricting multiple logins among others.
Hiring quality tech talent is the common denominator across all organizations. And the online recruiting tools are significantly better at finding them quality talent than the traditional processes that have been followed till now.
By using a tool such as the automated assessment platforms, even non-tech recruiters can conduct technical screening without a hitch. These coding platforms are significantly better than the processes that already exist in these companies. As these tools are easily integrable with the recruiting workflow of an organization, software giants should be happy to take this route.
To rephrase the famous saying from the movie Ratatouille, “Not everyone can become a great developer; but a great developer can come from anywhere” Make sure you don’t lose out on them.
How To Recruit On LinkedIn, Fast, Without Breaking The Bank
Recently I discussed the slowdown in tech hiring, which is already reflected in today’s longer and more difficult hiring cycles as hiring managers are more selective with the quality of candidates. Recruiting and job seeking has become significantly more challenging as offers are given out only to candidates who meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times describes this trend in his post “F*** You, I Quit — Hiring Is Broken.” I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.
I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.
Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity. Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles?
LinkedIn is a professional network where people connect, exchange ideas and expertise, manage relationships, and look for jobs. There are, however, two essential problems with recruiting on LinkedIn. It takes way too much time to reach the right candidate, and the response rate from people is very low, a lot lower than it used to.
Jason Webster, the current Head of Strategic Accounts Program at Glassdoor and Ex-Co-Founder of Ongig said: “The majority of my industry contacts tell me that their [InMail] response rate is between 10-20 percent. By contrast, colleagues from big-name companies like Google have said that they fetch a response rate of 70 percent using InMail. That seems to be an anomaly compared to the norm” (OnGiG). Why? Do Google recruiters have secret methodology or technology that gives them an unfair advantage? Is the Google brand so attractive in the minds of premier engineers?
No. With simple hacks, I had a 40 percent conversion for engineers currently working at Google and similar big-name companies to apply for jobs with sometimes unknown startups. So the answer must be in the recruiting, not the brand. I’ve cracked the code.
For the past couple of months, I have been recruiting top talent from Google, Apple, Cisco, Yahoo, LinkedIn, and successfully generating interest and applications for placements in early ventures. I achieved 41.3 percent response rate and 36.1 percent acceptance rate with 994 InMails in a month and a half which is 22 times the number of InMails for Recruiter Lite, while spending only $119.95/month for my subscription. What I am about to unveil is a working strategy with proven results to recruit premier candidates, both technical and non-technical, as an educational guide for talent acquisition professionals and hiring managers who compete for top talent with limited resources and limited time.
This LinkedIn sourcing strategy has been proven to work for front-end and back-end junior, iOS and Android, architects, DevOps, data scientists, full-stack, hardware and software engineers to senior engineers to staff engineers to CTOs, both general and highly specialized. It also works well for sales positions like corporate account executives, director-level product managers, junior and senior user experience and user interface designers. This strategy will work for any role except for those so specialized that only a few people in the world could do.
For a more accurate example beyond my InMail Analytics, I had a month to fill a tough role with a demanding hiring manager for a startup that only wanted to hire Googlers. To add to the challenge, after each of the first four onsite interviews, the hiring team changed the requirements for the role. Counting inbox responses (where responses are measured by those who willingly gave their contact information via LinkedIn message to further discuss the opportunity) confirms a response rate of 35.45 percent (39/110) from Googlers and Google-caliber engineering talent. Of those who responded, 59 percent applied for the position after the initial phone conversation.
Within a month, I had 23 relevant and quality candidates solely from sourcing on LinkedIn (Note that this is a lower bound overall, considering the stringent demands of the role). The hiring manager appreciated the candidates and this sourcing strategy, saying, “Thank you for providing a constant stream of quality candidates week after week.”
Other hiring managers’ experience was similar, with several asking questions like “How do you find so many fantastic candidates?” or “Where do you get these guys?” – because speed and quality matters.
For those not familiar with LinkedIn Recruiter products, Recruiter Lite accounts come with 30 InMails for $119.95/month. One can add 10 InMails for additional $100/month. LinkedIn Recruiter Corporate accounts come with 150 InMails for $899.95/month and for each 10 additional InMails it is $60/month.
How is it possible to send so many InMails without a LinkedIn Recruiter Corporate account and spending over $10,000 each month for InMails? A lot of LinkedIn “Power” Recruiters just connect to the person first and wait for the connection or wait for the email read confirmation or look for a sign of online activity before sending an InMail … a common best practice among Google and other top recruiters. Why? If the person does not want to connect with us in the first place, then the chances that they will respond favorably to a recruiter’s InMail is next to zero, wasting all those expensive InMails credits. According to the LinkedIn 2015 Global Talent Report about 51 percent of people on LinkedIn is somewhat interested or not interested to hear from a recruiter, whereas 43 percent are very interested.
The report also states that “followers [and by deduction your connections] are 81 percent more likely to respond to your InMails than those who do not follow you.” Pro Tip: Create a short post about the opportunity on your LinkedIn before sending invitations to connect.
It is possible to grow anyone’s LinkedIn from 0 connections to 3,000+ connections under one month without getting restricted by LinkedIn. Be very careful not to come across as a connect spammer. Have a genuine reason to justify the invite to connect with anyone to respect the LinkedIn Community Guidelines. I advise against any automated LinkedIn connection tools. High-volume connection invites should be controlled and limited to at the very most 200-300 invites per day and 3,000-4,000 invitations per month. I have been enjoying about 60 percent acceptance rates. Sending a connection request works as a probing signal to see whether that person is open to communicating or not. Clean up any one-month-old invitations every week in the LinkedIn Connect Hub.
The beginning of all sourcing begins with cleaning up and completing your LinkedIn profile to look and feel like a professional recruiter, or better yet executive search recruiter. Most people connect and respond to executive search recruiters even if they are not executive level yet. Make your profile and profile picture likable. Second, get the Boolean search optimization process down cold. If the Boolean search is a tough nut to crack, use tools that have Boolean search recommendation as a good starting point. Take on a data-driven approach to perfect the Boolean search by testing results and counting the accuracy, experimenting with the Boolean string, re-testing, and optimizing again. Here is an example Boolean string to search for Java Web Application Engineer on Spring/Groovy/Grails that shows 9 out of 10 relevant profiles.
Two pro tips: Bookmark the Boolean search to connect with more people another day. Use current title in the Boolean search to improve the results accuracy significantly. Do not use the default “current or past” parameter because combined with the negative keyword operator “NOT” it does not work as intended. For example, people with founder titles only in the present or only in the past will still show up in the search results. Beware of this small LinkedIn design flaw of not having “current and past” option.
While optimizing the Boolean search, you want to get 400 to at most 1,200 search results because LinkedIn results are capped at 10×100 results. Add more restrictions like zipcode-based location with radius or industry or current/past company or negative keywords when there are too many results. Relax restrictions or add relevant keywords if there are not that many results. LinkedIn’s search accuracy is capped by its technology, so no matter how complete the Boolean string is, the search results are never going to be 100 percent accurate.
For this strategy to work, hit at least 80-90 percent accuracy in the search results. Six degrees of separation explains the difference between first, second, and third connection on LinkedIn. Note that LinkedIn always shows first connections in the first couple of pages even though first connections are unselected. To experiment and improve the Boolean search, quickly glance over the first page’s results with second connections, then 10th and 20th-page results, and see if the titles are actually what you are looking for. If everything looks good, make a deeper check and review a couple of profiles randomly. Analytics speed up this whole process with domain expertise, years of experience, and peer ranking directly in the search results. Use negative keyword operator NOT (keyword1 OR keyword2) for not relevant titles or keywords that appear often.
To connect with people, use regular LinkedIn search. To reach out to the frist connections go to “View in Recruiter” from the search results. Under relationship filter apply “Any” to clear out the settings and then select “1st Connections.” The first people who connect are likely going to be active seekers, but after a few days, there will be enough first connections to whom we can send a free InMail.
Pro Tip: Save this search in a project to get notifications on people who just connected and we have not contacted yet. Another Pro tip: free InMails can be sent to second connections who have premium accounts. Review everyone’s profile before sending an InMail to make sure there is a good match. Use tools that augment profiles with further analytics for deeper review. To save time, craft an appealing and straightforward InMail template. Make sure it’s an upfront and killer message that encompasses all points that people care about.
Here is an example of a data-driven title that people appreciate: $180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor
This message encompasses all of the decision-making aspects of a job seeker, whether active or passive in the order of importance, and leaves only work life balance, flexibility, culture, and leadership undetermined. People often make the first decision based on their three to four priorities. Get those cleared up with the first message. Individuals who decline giving thanks for reaching out providing a reason like “I am happy where I am” or “just got a job not ready to make a move” etc. 87 percent of people who accept the InMail are interested in discussing the role because it already satisfies their core requirements, which could be salary, could be location, title, benefits, visa sponsorship. There are going to be a couple of people who ask whether the opportunity can be remote because to them working from home is a core priority. Whether they accept or decline, mostly everyone will want to keep in touch with us, because we are approaching talent as a recruiter who is trying to help them find a better job. Some tools can contribute to estimating people’s compensation and avoid awkward messages whenever the current salary is higher than offered.
Start the body of the message with something personalized. Use templates, but personalized the first line(s) of the message. Here are some good introductions – recognize their skill and experience or tell the person that we have shown their profile to one of our colleagues or one of the team members or the hiring manager who liked it. In this way, we will answer the questions that half of job seekers want to hear: “Are they looking for someone like me?”
Crafting message content is the most important determinant of response rate from both premier candidates and passive seekers. It is the difference between 25 percent and 40+ percent positive response rate. Company branding matters. Just like candidate’s first impression matters to the interviewer, so does the company’s first impression in the minds of the candidate matter. What people read and feel from the message about a less-known business matter. Paint a picture of who the candidate would want to be, the best they can be, and how this opportunity will help them achieve it. Find something about our client’s company that we are excited and passionate about. Passion sells and the message should sell, hard. Anything and everything that is exceptional about the company should be briefly mentioned in the message. Is the team made of all Stanford Ph.D. data scientists? Is the CEO a very successful entrepreneur? Is the product meaningful? Does the company’s mission touch our hearts?
Find the reasons why we would want to accept the offer for the presented opportunity ourselves. Keep the message short and sweet, add a little mystery, and leave room for curiosity to do its work. Don’t ask for resumes and don’t give a job application link in the first message. Give people the company name regardless if it’s in stealth or not because it’s something people want to know. If funding is exceptional, mention it. We want to have the best introduction about the company as possible.
If people respond, the next step is to ask for an email to send them more information and schedule the initial phone call. Even though we can find contact information easily, always ask first. Treat people like we would want them to treat us. Among all the spam, the human element and permission-based contact in all our interaction with others are so important. It will set us apart from every bot that just bombards candidates with non-relevant emails, and it sets up the initial call to be a success.
My colleagues and I think that you would be a great fit for our role of Principal Software Engineer at XYZ-company, a $15M SEED-funded startup (99% of seed stage startups don’t raise more than $1M) located in Mountain View, CA and founded by very successful serial team of entrepreneurs and gurus in the analytics space. Our CEO was recently featured in Forbes’ 30 under 30: [Link to article without shortening]
$180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor
Finally, remember that the whole process matters. We must have a solid #recruiting strategy and #hiring process. From the moment when we make contact with the initial message to the moment when the candidate gets an offer, through onboarding and beyond, treat the candidate as a person, with honesty and decency. Answer their questions, give constructive feedback, and follow up, and you will create a lasting relationship that goes beyond any one role.
When I was growing up in the Midwest in the 1980’s I saw my dad spend many a weekend working on his ‘baby’, a 1957 Chevy Bel Air Convertible. He bought the car in 1975 and did a complete restoration over the next three decades. Along with being obsessed with the car my dad was also a big fan of WD-40. “Jason, WD-40 can fix all kinds of things, just spray it on and watch the magic,” he would say as he attempted to get a rusted bolt loose from the engine block of the ’57. WD-40 was also effective for shining up all of the chrome on his classic car.
The great thing about WD-40 is the fact that it is so incredibly versatile – it could be used to ‘fix’ all kinds of things for my dad (aka the ‘weekend warrior mechanic’). If we needed WD-40 and ran out there was no choice but to make a trip to the auto parts store and get more, there were no substitutes for it. Likewise, if we were attempting to do a job that required WD-40 we had to have it or be completely blocked.
Indeed WD-40 has many uses – perhaps as many as 2000 – and is always involved in ‘greasing’ a path for people to make difficult tasks much easier. In the recruiting world I am curious how often recruiters need to act like “WD-40” in order to make it easier to loosen that ‘rusty bolt’ (i.e., the open job requisition) from the engine block (i.e., the talented members of your ATS)?
As a recruiter have you ever felt blocked, stilted, or slowed down because of a cumbersome ATS? In our ongoing “Be the Grease” series I openly wonder, “How can an applicant tracking system or talent relationship management system (TRMS) be a game changer for smoothing the way for recruiters to be more efficient and effective?” If you’ve ever uttered the phrase, “Man this system sucks, if only I had something better!” or “I could be great at recruiting if I could just find a more efficient way to keep track of all of my talent” then this article is for you.
One way for recruiters to be the WD-40 is to have recruiting tools that foster relationship-building and engender time saving measures so that connecting with candidates and clients can be the focus, instead of wrestling with a cumbersome ATS. In other words, it’s important to have the right technology solution that ‘sponsors’ and ‘encourages’ greasing the path for linkages between recruiters and candidates. There are several ways we think the right technology can help recruiters do more of what they are highly motivated to do. One of those ways is an ATS/TRMS should make getting candidates into your database a quick and easy process. Recruiters often meet people that could be a good fit for a current opening, or for an opening in the future, and need an effective way to capture their information in an efficient manner.
Import from a Virtual Business Card or Resume
So, the typical scenario might be that through a friend of a friend a potential candidate has sent you their virtual business card and/or a resume they would like you to take a look at. You quickly scan it and are interested in the person and excited to get them in your ATS! It’s precisely at this moment that technology needs to get out of the way and allow you to quickly get their contact materials into your database.
Crelate makes this process super easy. When creating a new contact, simply click on “Import from vCard” or “Import from resume” and then upload the document that contains the contact information for an incoming candidate (the process is identical whether importing a vCard or resume). Once the vCard or resume is uploaded you can then add tags and/or add customers to this candidate and you can also add them directly to a job, noting where they were sourced from, setting someone else as the owner, and/or categorizing them as a ‘client contact’ or ‘candidate’.
Next, once you have all of the information you want, click on “Start Import” and let Crelate do its work. You are then allowed the opportunity to ‘Make Edits” and click on “Continue” to get that candidate into your ATS. Finally, you will see a “Summary of import” for the candidate and be able to open up their record and begin ‘being matching them with their next job placement.
This is just one way that a Recruiting CRM should help recruiters quickly capture information, from the talented people they are working with, so that the magic of wedding the right opportunity with the right talent at the right time can consistently happen.
Just like my dad used WD-40 to ‘grease’ his way toward restoring a classic car you can ‘grease’ your way to happier customers and more satisfied candidates by having an awesome ATS at your disposal. An effective ATS can allow there to be far fewer ‘blockages’ between customers and candidates.
There is no substitute for WD-40 and likewise there is no substitute for great recruiting tools for your recruiting business. There are ways that effective technology solutions will help make you be the rock star recruiter you are striving to be.
It’s not only for job listing. Careers site is one of the most crucial tools that empower employer brand and define the future of your team. Nothing is worse than this:
The perfect candidate comes to your company’s website, sees no careers site or job section, assumes that you have a ‘special’ policy in hiring, and decides to leave.
Ok. It can be worse:
The perfect candidate comes to your company’s website, goes to the career site, sees that the design is lame, the information is outdated, and the three cold words “No job openings.”
Is that it? Shouldn’t you make more effort to secure talents for your team? For your future?
No matter what you say in the job descriptions, what you do with your careers site speaks way louder. The candidate experience starts the moment prospects find you. Sweep them off their feet today. Don’t just list your job vacancies. Convert visitors into your brand’s believers and prospective candidates.
How? Below is the ten practical takeaways you can implement right away. I’ve picked them from the best practices out there. Let’s learn from the best.
1 – Enforce that brand identity.
Why do you have that brand identity so thoroughly applied across all channels to “communicate the message” to your customers, but not to your own future employees?
Before showing any job vacancies, make it very clear to prospective candidates that they’re at your territory. Pay attention to colors, fonts, the use of images. Make prospects feel the value of your brand before they actually start reading.
2 – Talk about career opportunities to prospective candidates.
Chances are that you’re not the only one hiring for that role. There are other companies in the same sector. Your competitors. What does a candidate take into account while weighing up job openings? Career growth. So stop talking about how great of a company you are. Focus on what your future employees can do if they choose your side.
Team photos are a good start to show the real faces behind the brand. But don’t limit yourself to just that. Make videos, generate GIFs, throw emoticons, and everything that fits the culture of your company. In this way, candidates get the most feel about a company’s culture. They can decide for themselves whether they’re going to fit in.
5 – Let your employees be the ambassadors. Wholeheartedly.
Who doesn’t want to read about their future colleagues and how they’re doing at their company? Get testimonials from current employees, do short Q&A’s, or, map out their entire career growth since they’re on board.
6 – Make it as easy as possible for prospective candidates to access, navigate, and do research about your company.
The faster prospects get the image of your company, the faster you receive their applications. Make the career site clean, simple, intuitive. Put the company’s social media channels there if available. That saves prospects a trip to Google, and markets your employer brand at the same time.
Create a separate page for each job listed with the job title in the URL. It’s perfect for Google and search engines to index and give the job vacancy more exposure, much more than one-pager careers site with popup job vacancy.
8 – Give concise, specific reasons why any talent would want to work for you.
Be extremely to the point here. Skip great location or free lunch. Get straight to the impact. This is the only way to capture the attention of candidates who actually care about their work. Do it well, and you can easily get people from point A – random visitors to point B – your brand’s believers and prospective candidates.
It’s common to see recruitment videos with overly positive employees and fancy offices. Go the extra mile, show the personalities of your company. Smiles and fanciness might waver, but personalities pull through.
10 – Shorten the distance between your company and prospective candidates.
It shows your initiative to establish connection, to offer a handshake. There are currently two ways to do it: via human connection and via physical location. For the former: Integrating LinkedIn onsite would help prospects see how many degrees of connection they’re away. For the later: Detect a prospect location and suggest the available jobs around their neighborhood.
Here it comes! 2016 has arrived and run full of new resolutions for improvement within the HR industry. Technology is on its rise within the sector and pre-screening software is taking the lead towards enhancement in quality hire and recruitment process acceleration.
Candidate screening technology is shaping the way HR departments acquire new talent. It clearly offers new alternatives to traditional methods of recruitment and helps reducing the cost incurred in the hiring process.
Nevertheless, good technology should be combined with right actions, otherwise it will simply not work and produce mismatch in hiring. Here are a few tips to take into account in order to implement technology in the most effective way.
Manage your applications through online recruitment. The concept lies fundamentally in dealing with job vacancies and potential candidates through different web-based platforms such as job boards, corporate sites and social media. Adopting such innovative procedure in recruiting enables companies to adapt to where the vast majority of job seekers nowadays are, reach a greater number of talented candidates, spread geographical scope, and facilitate closer interaction with candidates.
Define the appropriate job requirements for your open position. Screening software will not be effective if the right specifications to perform a job are not correctly determined. Before posting a job vacancy, a recruiter should always define clearly what are the knowledge, skills and attitude required to carry out the tasks and duties needed for that job. A realistic description of the job leads to a more effective filter capable of screening out truly qualified applicants and improve the quality of your hiring decision.
Use video interviews and personality assessments to accelerate and improve the recruitment process. Implementing both tools from the moment the candidate applies online ensures that no individual is left behind in the process of selection, and therefore it increases the chances of hiring the right person while decreasing inefficient time screening and interviewing candidates.
Are you ready to take the big leap? Hire skeeled and we will get you set into the future of recruitment! Our interactive software based on standardized CVs, personality assessments and pre-recorded video interviews will help your company shortlisting the best candidates in the very early stage of selection, enhancing employee performance.
Identifying if the applicant has the skills to perform the specific job is a well-known key factor to analyze during the recruitment process. However, the procedure should also importantly focus on recognizing whether we are dealing with the right type of person who will conduct the activities required.
Personality tests play a crucial role when measuring whether the person’s work style and predictive behavior match the job at stake. It is clear that the 2000’s have seen the rise of personality assessments in recruitment, however, the industry is constantly proposing hundred of tests all claiming to be the most effective, while the reality still shows clear shortcomings on the way companies use them.
Here at skeeled, we encourage you to understand and become aware of the main aspects to take into account when processing personality tests and give you recommendation on how our software (incorporating Wonderlic’s assessment) will help you get rid of the costs and inefficiencies that a wrong use may bring.
Any common personality test may tell you relevant aspects about the personality traits of the candidate or display easy-to-read graphics pointing out how the applicant matches the personality required for the job. Nevertheless, sector criticism suggests that these tests do not always imply accurate prediction on job performance, unless you have the most competent one in the market. In any case, you should as well make effective use of interviews and group dynamics to understand how the candidate reacts to certain situations.
Also, even though choosing an assessment (requesting participants to make choice from a fixed number of options) may decrease number of faked responses, it does not allow to compare your candidates with others. A normative test based on a ranking scale (i.e. from 1 to 10) will let the recruiter compare different personality traits with the other applicants. At the end of the day, faking respondents trying to look suitable for the job can easily be under-covered during interview day when analyzing their face-to-face reaction.
The costs attached can also be a huge burden for the company. It’s a simple factor that’s often ignored but indeed the more candidates applying the higher the cost arising from each test provided. In order to save money, big companies tend to apply personality tests at the end of the selection process to those who have passed the recruitment phase. By doing this, they do not realize that they have excluded a great amount of qualified participants who were not able to take the test and whose personality could have high correlation with the job vacancy.
What can we offer you?
At skeeled, our personality test by Wonderlic is completed by every applicant during the recruitment process making sure that all the candidates are fully screened. It incorporates the Big Five Model (openness, conscientiousness, agreeableness, extraversion and neuroticism) being the most robust and scientifically proved method of modern personality research.
Our software also incorporates a system of pre-recorded interviews in which our clients have the chance to check for personality results, analyze skills and watch candidates’ reactions all-in-one already from the office, reducing the time and cost of hiring. What’s more, the algorithm will give you the list of the best candidates based on the highest matching scores.
Do not wait more and reinvent the future of recruitment with us. Please do not hesitate to follow us on LinkedIn and contact us if you have any questions. Thank you very much for reading and see you soon at our blog.
This week, the Team skeeled.com is sharing with you some great aspects on how recruitment will evolve in 2016 and how HR technology already has a great role in its current development.
Modern processes of recruitment still come with downsides in terms of time, cost or even outcome in quality hire. Long hours screening CVs and interviewing candidates? Lack of qualified candidates for the role? High costs in advertising vacancies? Coping with such reality in an ever-increasing competitive market is a challenge for even the most dedicated recruiter.
So far, an online platform such as LinkedIn has proved to be a great substitute to the traditional, time consuming and soon obsolete résumé, however, modern hiring processes already integrate a tremendous boom in the variety of technologies available.
Mobile app recruiting: a recent survey conducted in UK and USA shows that close to 80% of active candidates use their mobile to visit a company site and view career opportunities sent to their inbox, while almost 50% of talent acquisition leaders suggest that mobile app recruiting is not a top priority for their company. Such contrasting stats scream out that being unable to adapt to where candidates currently are, may be placing you at disadvantage in comparison to your competitors. And what’s worse, you may simply cease to exist in the eyes of the applicants.
Digitized assessment: personality assessments and pre-recorded video interviews are bringing in a better understanding of the candidate and hence improvements in quality hire avoiding future loss in return on employee investment. Based on questions proposed by the recruiter for the specific vacancy, webcam interviews automate the recruitment process and enable the procedure to speed up avoiding time waste and cost in previous phone calls.
Applicant tracking analytics: leading companies have already implemented innovative HR analytics in order to recruit and retain the great human potential that often drives superior value in companies. Measuring efficiency in terms of time, cost per hire and relevance of hire helps recruiting professionals to evaluate patterns, make correct predictions and recognize the best change-driver employee. Big data analysis and social media play an important role here.
At skeeled.com, we put our faith on the wonders of HR technology in order to improve, simplify and effectively accelerate your department’s hiring process. For that purpose we have finally developed what every worker in an HR department –from the intern to the manager- always dreamt about so that both efficiency and quality at hiring are enhanced.
The skeeled.com software revolutionizes how recruiters screen, understand, collaborate and evaluate candidates through its interface of standardized CVs, detailed personality insights and video interviews. It helps reducing recruitment time by 50%, helps saving up to 30% of costs and significantly improving your quality of hire.
For more information, we share with you our latest video. Once again, we would really like to thank you for the reading and do not forget to follow us on LinkedIn for further updates.