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!
STEAM — science, technology, engineering, arts, and math — is becoming a popular topic of discussion in educational institutions, but there is somewhat of a disconnect between education and the workplace. STEM careers prioritize technical skills, especially in the hiring process, which can make students rightly wonder what the point of additional arts and humanities training is.
In an educational environment, adding the “A” to STEM means students gain vital critical thinking, discourse, writing, and leadership skills, as well as greater understanding of arts and culture. This makes them excellent candidates for leadership and mentorship positions, and key allies in reducing employee churn. But when it comes to job applications, they know that recruiters and algorithms are both looking for mainly technical skills-related keywords.
The value of STEAM educated employees
Employees with a background in the humanities have a ton to offer, even (and especially) in technical roles. STEAM is about much more than learning art; the arts, humanities, and languages teach students about thought, logic, argument, ethics, and many other aspects of humanity. According to Concordia University the STEAM job market in the United States will grow by 14% by 2020, and even employers in highly technical fields are beginning to see its value. The arts give students a grounding set of both soft- and social skills, and arms them with different modes of thinking about the world. However, not everyone is convinced yet, and graduates entering the job market can be hesitant to express these skills in a job search.
If you’re into recruiting leaders, and people who improve the work environment around them, STEAM candidates are highly prized — or should be.
People don’t need to be in leadership roles for their leadership skills to be valuable. There are many different styles of leadership, and some of them don’t require a position of authority to be effective. Transformational leadership, one of the most effective styles, involves lifting up other group members and transforming the work environment to better achieve organizational goals and uplift other employees. Some of the most important characteristics of these types of leaders are emotional intelligence, mediation, and the ability to think in new and transformative ways. These are all skills honed in the study of the arts and humanities.
Another key trait possessed by people who have training in the arts is increased exposure to new and foreign ideas. These are people who have been taught how to learn, and learning is a skill in and of itself. So if you’re looking to hire people who will make learning new things a priority, who seek experiences outside of their comfort zone, and who will respond well to internal uptraining, the answer is STEAM.
If you’re looking for employees that will stick with you, and improve the performance of everyone around them, hire people with additional background in the arts and treat them right.
Attracting STEAM candidates
The trick is convincing students and job seekers that employers see those additional skills as valuable. It’s not enough simply to start looking for those skills. There are new generations of tech workers going through their training that need to be convinced to invest time and energy into the arts, or simply told that those interests are valid to pursue.
This means outreach during college career fairs, on websites, and on job descriptions. Start actively supporting and looking for the “A” skills in candidates by putting them into job posting descriptions. Start highlighting the value of these employees internally and externally, at company events and conferences, and build a culture of support and confidence.
As you build out culture and PR that values soft skills as well as technical skills, it may be necessary to retrain recruiters, interviewers, and adjust any keyword scraping algorithms. Many people groom their resumes specifically for certain keywords they believe companies want to see. A common strategy is to pick out keywords from the job posting into their applications. So changing those keywords is a great start.
In the end, the people you hire create your company culture. A culture infused with not only the skills that come from the arts, but the beauty and soul that comes from communities who are passionate about arts and humanities — that kind of culture sets employees and companies up for long-term success.
Would you like to try something cool and a bit extreme? Have you ever done some camping in the wilderness? Even if you’re a prolific camper, you’ll appreciate what’s written below. Bonding with Mother Nature is truly something special, embracing the magnificent outdoors means going back to roots and that’s something we all need to do from time to time. In order to make that experience even better, here are the handpicked tips that will help you get the most out of your camping experience.
Camping can belong to extreme sportssometimes. Many people like to camp out somewhere where the surroundings are familiar and the atmosphere is relaxed. But, if you like to challenge yourself, you’ll most likely look for a non-orthodox camping spot. And that’s the gist of it, really. It is magical to experience nature in its purest form, away from all the camp sites, facilities, etc. But, you have to equip yourself properly first. Remember, it’s your safety we’re talking about. So, make sure to buy a sleeping bag, tent, portable cooler, camping stove, Swiss army knife (it’s preferable), flashlight and toilet paper. These are the absolute essentials you’ll need for your outdoor endeavor. Forgetting even a single item from this list could make your experience go from bad to worst in a second.
There is no way to emphasize how useful sage can be during camping. You surely don’t like getting bit by hordes of mosquitoes and various other insects, right? Well, sage is a natural repellent that does wonders when it comes to luring the bugs away. You just need fire or better yet, some hot coals and that’s it. Just place the sage over the hot coals and you won’t have a bug near you during the whole night. You’ll be able to sleep like a baby and you won’t hear that annoying buzzing. Better yet, you won’t have to scratch the living hell out of yourself in the morning. Insects hate the smell of burning sage. Take that to your advantage.
Turn up the volume
If you plan on bringing your friends along for the adventure, you’ll really appreciate this one. Telling stories by the camp fire is awesome and that’s a tradition that needs to be respected. However, when you all are done with your stories, wouldn’t it be cool to listen to your favorite tunes? Of course, the usual speaker that you have in your smartphone probably isn’t strong enough to satisfy your group’s needs. And bringing along those big speakers simply isn’t practical. But there’s a trick. Use a ceramic mug to increase the volume. Yes, it’s possible. Just place your device inside a mug and that’s it. Your phone will produce louder sound when placed in a ceramic mug.
Waterproof your tent
You’re probably thinking that waterproofing your tent is easier said than done? Well, that’s because we all forgot that there are waterproofing sprays. They are available everywhere and people simply forget how easy it is to use them. Camping outside means that you’re prone to various weather changes. Just because you came yesterday and it was sunny doesn’t mean that it won’t rain tomorrow. And you have to be prepared. Let no leak stop you from having a good time. Bringing a camping cot or mountain publishing is great for lifting you off the ground but you have to use waterproofing spray afterwards because you won’t like rain dripping inside.
Stock up on food & beverages
There can be no fun if everyone’s hungry out there! So, stock up on food and beverages that will always be available to each and every single person of your group. Of course, if you’re going it alone, you won’t have many difficulties finding out what you want to buy in the store. Remember that being able to obtain food is never guaranteed. You may be a good fisherman but you never know when you’ll run out of luck. Bring enough food and beverages, don’t let this become pain in your neck. Especially not out there in the wilderness.
Safety is of the utmost importance. But fun is also up there, highly rated, when it comes to good camping experience. Take a good look at these tips and there is no doubt that you’ll have tons of fun in the wilderness.
The emergence of Artificial Intelligence (AI) technologies in the past years has profoundly impacted a tremendous number of companies and sectors. Take the example of supply chain functions – these have been completely reshaped and fully robotized warehouses are now the new standard. In parallel, other support or corporate functions have also caught this technological wave, but not with the same speed and pace. Human Resources today are the perfect illustration: the shift towards Digital HR has started for pioneer organizations, but the majority of companies are still in the reflection and conceptualization stages. On one hand, there is an overwhelming feeling related to the immensity of ‘the possible’ in terms of HR technology offerings, and on the other hand, there is a need to answer growing expectations from an evolving workforce.
Today, HR C-levels are facing a common main equation: Ensuring that HR roadmaps will become even more relevant in the C-suite and help streamlining organizations while improving the employee’s experience.
But how are AI technologies concretely impacting the HR community?
Beyond the reflection and conceptualization stages mentioned earlier, AI is clearly acknowledged as a critical component of the future HR service delivery model. Most of discussions today are about how to incorporate chatbots, robots or other cognitive solutions within Human Resources departments.
Just to name a few examples:
Robotic process automation (RPA) is a new norm today. Any process optimization exercise almost always considers robotic automation as a solution. In this context, almost all HR processes are subject to automation. The main recurring ones that we observe are related to recruitment, core HR administration, compensation, payroll and performance, but all HR processes that require significant manual input are candidates for automation.
Chatbots are also getting a lot of traction. For example, in the HR space, chatbots are replacing traditional FAQs. Cognitive chatbots can also be trained by humans in order to improve their correct answer rate. This is a real game changer and robust accelerator to change the employee experience.
Robots are less and less considered as exhibition gadgets and can now be found in some HR front office departments.
Voice assistants on mobile for any employee, anytime, anywhere are becoming more common – say hello to the new HR ‘Siri’. A vacation request for example can then be part of a quick phone conversation, instead of several less efficient transactions involving HR systems and emails.
What we are observing, is that AI technologies are becoming fully embedded within the HR community. The initial doubts and fears have been overcome by most HR professionals and AI is recognized as a real added value to the employee. The HR operating model shift is ongoing and we are only at the early stages as the technological change is evolving at an exponential speed. Tomorrow new Artificial Intelligence offerings will emerge and will continue to reshape HR departments.
It’s awesome. They take on many of the tedious administrative tasks that typically take up so much of your time. They assist with everything from processing applications to coordinating interviews and compiling applicant profiles for hiring managers.
Ah, the luxury.
Then they leave for the Summer. Suddenly all those tasks are put back on your plate. You now have to cut back on one-on-one time with candidates. You’re back to scheduling interviews and filtering through application after application. Gone are the days of complete, uninhibited focus on building relationships with candidates. Gone are the days of getting ahead of your hiring managers’ needs.
But with AI interns, you get the best of both worlds.
Artificially Intelligent (AI) interns share many of the qualities of their human counterparts, except they’re in it for the long haul. AI is impressionable, sponge-like and eager to learn. With AI interns, you get all the benefits of having human interns and none of the downsides. AI doesn’t take lunch breaks or Summer Fridays.
This is what inspired our beta testing program, aptly titled the Wendy Internship Program. Wendy is our conversational AI chatbot for recruiters. Wendy is young and eager, like an intern. She melds seamlessly into your existing workflow, easing burdens and lightening your workload along the way.
As a first round interviewer, Wendy helps recruiters engage and qualify candidates by chatting with them after they apply. This chat occurs via SMS/Facebook Messenger or our web app, and is similar to an initial phone screen. Here’s an example of Wendy initiating a conversation with Katie, a Software Developer who applied to a role at ACME:
Like previously mentioned, Wendy is young and impressionable, so this is your opportunity to shape her to your needs as a recruiter. Wendy…
Allows for more data-driven decision making — Wendy is able to gather information not found in applicants’ resumes. With these enriched applicant profiles, you can make more informed decisions about who to interview.
Increases your bandwidth — Rather than going through countless email exchanges and phone screens, you can allocate that time to other areas, like sourcing and building candidate relationships. Wendy also handles many administrative tasks, like scheduling and updating applicants.
Improves applicant engagement — Because Wendy can engage every single applicant, applicants no longer experience the “ATS black hole.” Unlike humans, Wendy never sleeps — meaning she can screen applicants at any time of the day and even on holidays.
Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy is a conversational engagement platform for recruitment automation. To connect, reach out to Bailey via LinkedIn, Twitter or Medium.
As many companies know, it’s costly to bring candidates to interview, costly in time, and for the candidates themselves to travel to your location; as a result, all efforts should be made to reduce those costs for all involved. If your recruiters or HR managers have to spend hours on the phone conducting phone screening interviews, or worse, have to chase phone calls and emails, that costs money too. There has to be a better way right?
Video Screening is a relatively new process and has been used to successful effect by several companies. 50% of companies who have implemented it have said it has improved their cost to hire significantly.
Screening process through the ages
Gone are the days of walking in an office door, chatting with the manager, and landing the job. In the past, there wasn’t a great deal of need to “screen” candidates as there weren’t such a high volume of applicants per role. There wasn’t as much social mobility so jobs were much more predetermined, and competitiveness – to a small degree – was decreased. Besides, roles themselves were different, so if someone had an accounting degree and you were hiring an accountant, and their references checked out, you were good to go. It was very likely if you had a degree in a certain subject you’d get a job in that area. Now it’s not so simple.
Presently, the job market is much more open and changes of career are commonplace. With a higher volume of (on paper) qualified applicants with secondary and tertiary skills, it means most graduates can quickly train in a wide range of surface level roles rather than an immediate specialism – and their initial skills are less important than how they can learn, think, and grow with a company.
This now dynamic workforce has increased applications to city centre roles and larger corporations. The modern candidate has a wider range of skills on offer and the ability to apply online at many different companies with ease. To deal with higher volumes, and simply to narrow down the candidate pool, an effective screening process becomes necessary. Companies may have dozens, even hundreds of qualified applicants to a role, so how does each candidate distinguish him- or herself from another?
To keep up with demand, companies implemented processes such as phone screening interviews, email exchanges, and informal face to face chats. But these techniques are limited in their effectiveness to see the ‘real’ person – and they are very time consuming. These past processes – chats, phone calls, and so forth – certainly have the benefit of being personable, but when your company hires in large volumes, it no longer has the time. It’s also impossible for larger businesses (high street retailers, for example) or someone like the Post Office to hire for busy, seasonal work – like at Christmas – where they can typically expect to receive thousands of applications, and need to turn the process around in weeks (if they even have that long). Centralisation of the recruitment process – having a set process, quality control, and set standards predetermined for each role – allows a head office to have visibility in the managing of high-volume applications.
In the past, a warehouse manager might have been the one to hire with vastly differing results, which can cause efficiency and staff turnover problems down the line, whilst also limiting head office’s ability to control the quality of their workforce.
The growing need to screen candidates
Hiring has changed drastically over the years because – in the past – people stayed put. It wasn’t uncommon for people to mark their 20th, 30th, or even 40th anniversary with a company, but as the job market has changed with the need for say more tech jobs than ever, hiring processes have needed to evolve to keep up with demand and time constraints. Today’s worker currently stays in a role for between one and two years. This shorter timeline means your company – through no fault of its own – will inevitably see staff turnover as a part of everyday life, and it will subsequently need to hire more people, more often. Processes, thus, need to keep up.
The current landscape of video screening
Video screening is still in its infancy – not in the sense that the technology is primitive, but in that it’s relatively new to the scene and many people might not know about it as an option. Many HR managers and recruitment companies do realise that the way they hire now isn’t efficient enough, but they may not know how to remedy that lack of efficiency.
A Monster study revealed that most recruiters spend over 70,000 minutes on the phone each year. With faster turnovers, does your company really have that time? Think of what you pay your HR manager or recruiter per hour and multiply that number by the number of candidates you usually have to screen for each position. That’s the figure it will cost you only to reach the interview stage, which costs more time and money.
Companies who implement video screening find that it reduces time to discover who they want to bring to interview. They can collaborate as a team on which candidates are most suitable to interview. Candidates are no longer simply reduced to the black and white of their CV paper; they can come alive on screen. Their personalities can shine through, and they can take the time to impress you and your hiring team. It’s like those old days of people walking in your offices for a job, but better – because you can decide in front of them without actually being in front of them (you know, because it’s a video)!
The advantages to screening
Once you’ve combed through CVs and shortlisted you candidates – or narrowed them down through them using software, whichever – then you’ll send them the pre-screening questions. You set the questions, set time limits for the answers, and set a deadline, and send them to your shortlist. Candidates will feel like they’re moving forward in the process from the moment they submit their application, but this step is virtually hands free for your company. Questions can be sent out immediately – or after you’ve verified their CV. Video screening is perfect for high volume, decentralised industries such as seasonal warehouse jobs – but also works especially well for customer facing roles as you’ll quickly determine how a candidate’s personality matches your company’s core values or personal preferences.
If hiring for customer service roles, you’ll want to see how well candidates can handle potentially tricky questions on the spot, and video screening is a perfect opportunity for candidates to showcase their ability to think on their feet. You can ask the applicant a troublesome question like how they’d deal with a customer that would like to return an item without a receipt or how they’d handle logging a complaint about a fellow colleague (who is currently off shift)? Keeping the problems agnostic of your company vertical will test the quick thinking and experience of the application. It’s often more about how the candidate delivers an answer than the answer itself.
The big sell with Video Screening is that you will see candidates before they come in – in animation – not in the social stalk kinda way where you have to check out their LinkedIn or Facebook profile pictures before you phone them! Seeing someone in person and viewing how they hold themselves and interact with the questions you set – even if it’s not physically – can help you gauge their suitability. Some could argue that human bias could sway results based on attractiveness alone, but, again, if you need a front-facing position, and you need someone confident and bubbly you can see that on a video interview, looks aside. Besides, companies will do themselves a disservice only hiring those deemed “attractive,” because – at the end of the day – you want people who are good at what they do and are the most qualified for the job outside of attractiveness level.
That sounds great – but is Video Screening really the future?
As mentioned before, processes are clearly not good enough. Just ask anyone who hires large volumes of staff – it’s tough. Many companies turn to some sort of tech whether it’s computer tests or computerised CV combing, but those processes are imperfect and still fail to show you the ‘real’ person behind the CV. You may have someone who can pass computer tests, or put in keywords in white font on their CV, but they aren’t very good in person; they don’t fit with your office culture, or they aren’t confident enough for a front-of-house role. That’s where video screening helps the process along in an innovative way. Sure, for some roles, you may just need that shy guy or girl who can code really well, and maybe for those applications video screening seems less appropriate, but, either way, if your candidate will be in the office, you need to make sure he or she fits in and works well with others (and has a modicum of confidence).
And, let’s face it, videos are everywhere these days! Video is the fastest way to get people’s attention – that’s why YouTube and those Facebook videos are so popular!
Okay, but what about those people who feel uncomfortable with video screening? Will it put applicants off? Is it too edgy and too new to try out? The truth is it may put some applicants off, sure. It may not appeal to older generations, but most candidates are willing to go through the hiring process no matter what it is. Most people have been to group interviews where you spend time building something out of paper with bits of blue tac and string (or some such exercise that is measuring a metric that has nothing to do with what you can build out of paper with ten strangers). Those people may not love that group activity, but if it’s part of your interview process – and they want the job with your company – they’ll endure the task – not that we’re trying to liken video screening to group interviews. Candidates who apply to large retailers often have to undergo computer testing, and they do that too. The point is that the most motivated candidates will be willing to go through the process of video screening even if it’s a little unusual or different for them. Therefore Video Screening works well as a deterrent to those not wholly invested in the role, again improving the efficiency of your process.
Furthermore, younger candidates will especially love this method because they are far more comfortable using a smartphone, taking a selfie, seeing themselves on screen. Enabling the next generation of skilled workers to apply in a way that suits them is going to put your company one step ahead of the competition in 2017 and beyond. Video screening is here to stay. It’s making processes better, faster, and cost-effective, so it’s best to jump on the video bandwagon before you get left behind.
To be on your best behavior is always important, but good professional etiquette is more essential and more critical when one is looking for a job or a new talent for a company.
For job seekers, failing to create a positive and lasting impression during the initial assessment can hinder their chances of moving forward in the hiring process.
For recruiters, even the slightest mistake during the hiring process could cause them to potentially lose a valuable candidate.
Keeping up to date with the overwhelming amount of job search trends, hiring protocols and interview practices can be very stressful. Also, these trends may quickly change. In this infographic, we listed down the rules that will forever matter. Rules that job seekers and recruiters have to keep in mind during the whole hiring process.
There are many benefits to having a strong employer brand. It can decrease the cost per hire by 43%, and even decrease the likelihood that new hires will leave their new company within the first six months by 40%.
75% of job seekers say that an employer’s brand is a deciding factor when applying for a job. That’s 3 out of 4 qualified candidates that you could be missing out on because of a poor employer brand.
You could even be affecting your stock prices by up to 36%.
Creating a negative experience for candidates makes your company seem less welcoming to work for and could put off prospective candidates.
The easier and more open you make the application process, the happier candidates are likely to be. They may even advocate for you even if they’re unsuccessful!
If you create a negative experience, you may lose customers, as Virgin Media did in 2014. Thanks to a poor hiring process, they lost 7,500 customers.
More and more candidates and employees are leaving reviews on sites such as Glassdoor. Like it or not, these reviews have a significant impact on your employer brand.
As many as 52% of job applicants research a company on Glassdoor before applying for a role. If they don’t like what they see, that’s 52% of potential candidates you could miss out on.
Give your employees more reasons to stay
Richard Branson once said, “Train people well enough so they can leave, treat them well enough so they don’t want to.” He went on to say: “If you look after your staff, they’ll look after your customers.”
When employees feel welcome and appreciated, they’re more productive and more likely to stick around.
One of the best ways to foster employee loyalty is to keep employees engaged. Allowing them control over their schedules, automating dull tasks and offering staff training are just some of the ways this can be done.
Offering employees perks such as flexitime, being able to work from home, or even discounted gym memberships all help to make employees feel valued. They will, in turn, be more likely to promote the company’s culture to their social circles.
This organic promotion of the company can yield great dividends. Discovering how well a company looks after their employees may make friends and family members more likely to consume their products but also more interested in working there.
According to StackOverflow 2017 Developer Survey, 27.8% of employed software developers found their current position through a friend, family member or former colleague. Given how expensive and time-consuming it can be to find developers this is a key growth factor.
Be engaged and engaging on social media
Social media is a ubiquitous part of twenty first century life whether we like it or not.
I don’t know about you, but the first time I hear about a company, I search for them on Facebook and Twitter, before even visiting their website. And that’s just to find information about their services not because I want to work there.
According to CareerArc, job applicants use the same tools when researching a prospective employer – 62% of candidates research a company on social media ‘to evaluate an employer’s brand‘.
Not having a social media presence takes away an opportunity to display your business’ culture and identity. For example, you could use your company Twitter account to share your teams’ accomplishments and deal with customer queries.
Being active on social media helps promote a positive company image to both consumers and potential hires. Be friendly, inclusive and helpful – somewhere a twenty-first century candidate will want to work at.
Building up your employer brand with Calendar Sync
Creating an engaged and informed candidate experience benefits your company in both the long and short term. It helps to attract and keep the best talent, as well as improving the likelihood that unsuccessful candidates will reapply in the future.
When employees are engaged, they feel valued and are more likely to speak positively about your brand. Whether positive comments are shared online or offline, they help to improve your employer brand and in turn attract the best talent that will help your company grow.
If you missed our first part in the series we call the Future of Work Trends, check it out here. We discussed the first trend in Part 1 where we spoke about freelancing which is growing at a rapid rate. Where freelancing is creating multiple job opportunities for people across the U.S., U.K. and other parts of the world who are looking for flexible work options, on the other hand, there is also a rise in demand for skilled professionals from the field of information technology, data science and other skilled trades. As a need for freedom and balance appears in talent, the organisations are learning to cater and adopt the same.
Skilled professional positions will continue to grow rapidly as we know, so first up is IT. As per job site CareerBuilder & labour market data provider Emsi, the jobs in information technology field have grown rapidly since 2012 paying the most at an average of $40.82 an hour. With great advancement in the field of information & technology, the demand for more IT professionals has increased. These demands will have a major impact on the overall job market. People are becoming more and more tech savvy, and are likely to incline towards the technology jobs. Information technology has seen a variety of new job roles with the introduction of new technologies like big data, IoT (Internet of Things), augmented reality, etc. in the last few years. With more technologies and inventions happening in IT every day, more demand for IT jobs is expected in the coming time.
Just like information technology demand for skilled trades people like electricians, A/C technicians, plumbers, etc. have also increased. Sales related jobs are also on the boost with a greater amount of salaries offered. With rapid growth in construction and infrastructure related fields taking place around the globe, a demand for these skilled technicians has been at an all-time high.
Employers are offering various facilities like medical insurance, bonuses and incentives to attract more of the skilled professionals both in permanent and contingent capacity.
Data science is another field which is seeing the tremendous transformation with rapid demand for its professionals like the data scientist, ICU nurses, analysts etc. These professions are turning out to be the hottest jobs of the year. These professionals are earning handsome salaries which have increased faster in the last few years. Apart from the Skilled Professions rising, the market is also seeing a growing trend of a new form of job marketplace which is happening over the social media related skills. In the third part, of the series, we will focus on the jobs demands created through social media networking and growth of the socially connected world.
To read more or follow our series explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for project based skilled interims with thousands of jobs refreshed daily, join us today.
Picture the scene: you’ve just started hiring for a new role and have received more applications than you can answer in a week. There’s hundreds of CVs to read, sort through, and shortlist, then you need to contact everyone and let them know if they’ve been successful. How do you find the time to do everything?
Chances are, you won’t.
Most companies only respond to candidates that have progressed to the next stage of the hiring process. Everyone else stays in the dark. Eventually, they’ll just have to assume they were unsuccessful.
Good communication between companies and candidates is imperative. Even if candidates don’t go on to become an employee, keeping them engaged and informed is crucial to creating a positive experience and building a strong employer brand. If the application process is complicated or opaque, candidates are less likely to apply for future positions and will share their negative experience with their social circles. This may, in turn, negatively affect the company’s brand image, as well as their image as an employer.
According to a study sponsored by ZenDesk, there’s a 95% chance that customers will share a negative experience with their social circle.
Many of these candidates could go on to become customers, or may already be customers. A negative experience could put them off your company or product.
In 2014, 18% of Virgin Media job applicants subscribed to their services. However, after experiencing a poor hiring process, 7,500 of those applicants cancelled their subscriptions and went to a competitor. The company lost out on £4.4m in revenue.
A complicated application process, not responding to unsuccessful candidates, and a long-winded hiring process are just some of the things that can lead to a negative candidate experience.
While it’s important to find the right candidate for a job, it’s also worth remembering that candidates are interviewing the company as much as the company is interviewing them.
Candidates want a simple, informed experience because that kind of transparency reflects the company’s culture and the kind of place they could be working in.
If the process is opaque, overcomplicated, or makes them unhappy, they may not accept a job offer even if you think they’re a great fit for the role.
When a company invests in a positive candidate experience, they can improve the quality of their hires by as much as 70%. When we know how much growth is linked to talent acquisition that’s reason enough to invest in building a strong and engaging employer brand.
However, it can be difficult for busy hiring managers to find time to reply to everyone. When there’s already the responsibility of selecting CVs and organising interviews, it leaves little time to connect with every candidate.
The rise of HR tech
Hiring managers in large companies spend an average of 26 days trying to find each new hire, which means they need to spend their time wisely. The more time they spend trying to find the right person for the job, the more challenges this creates for the team around them—they not only have to fill in for the empty role, but also for the hiring manager. This creates greater pressure on employees and increases their stress levels, which can lead to long-term sick leave or a higher staff turnover.
The progresses in HR tech have already allowed hiring managers to shorten the hiring process: chatbots can be set up to answer candidate queries; AIs can scan CVs and help shortlist candidates, and Applicant Tracking Systems (ATS) can help to manage large volumes of applications and candidates.
Creating a positive candidate experience
Maintaining a connection with candidates right from the start creates a relationship that can be cultivated even if the candidate is unsuccessful. Those that aren’t a good fit right now might be in a couple of years, or they may be perfect for another department. Should they feel negatively about the application process, they’re less likely to re-apply for the same role or consider a different department.
A negative candidate experience means that companies lose out on talent and may end up helping their competition.
Talent acquisition is often the difference between a growing business and a stalling one.
It’s not just about responding to queries and ensuring that your ATS is mobile-friendly, though.
One of the most time-consuming processes of hiring is finding a time when a candidate and interview panel are free. The more candidates and interviewers there are, the longer this process takes. However, this process can be automated, saving the hiring manager a great deal of time.
Save time with automated real-time interview scheduling
In order to streamline the interview scheduling process, ATS providers can add calendar sync to their products in order to build smart scheduling feature that allow users to access the real-time availability of people both inside and outside the organisation.
When an ATS is integrated with a company’s calendar domain, hiring managers don’t need to chase an interview panel to find when they’re available. The hiring manage can email candidates with the real-time availability of the interviewers to find a time that works for everyone. This not only reduces double-bookings but can also help to minimise the number of latecomers or no-shows.
If anyone becomes unavailable, the ATS can be notified and an email can be sent to organise a new time for everyone to meet—there’s no need to rely on long email conversations or more phone calls.
The better the experience a candidate goes through when applying for a job, the more likely they are to speak positively of the company, even if they don’t get the role. This improves the company’s image and helps attract more top talent, and in doing so, allows the company to grow faster.
About the Author:
Kristina Proffitt is a content marketer at Cronofy, the unified Calendar API. Cronofy helps companies to connect their software to users’ calendars whatever calendar service they use. When she’s not writing about APIs or HR tech, she shares her latest discoveries and the occasional GIF on Twitter.