The new year brings renewed budgets. For HR pros, that means opportunity for fancy new tools to enhance your recruitment and staff management strategies. 

HR technology abounds, and sales emails flood your inbox it’s not hard to become quickly enamored with the promise of “better!”, ”easier!”, “automated!”, and “inventive!” With AI, 5G, XR, and the ever-expanding IoT, the potential for streamlined simplification is exciting and will send your head spinning. 

Before you jump on every new offering, it’s important to understand the effects of quickly-made decisions and the true detriments of tech jumping.

A Deloitte study uncovered some of the top trends of 2020, including a whopping 90% of companies that plan to move to hybrid-cloud business functions in the new year. It’s understandable the tech we employ will need to be compliant with other business adjustments, but we must be diligently aware of how the decisions we make impact our work and our standing.

As you evaluate your 2020 budget and start planning ways you’ll capitalize on trends to grow your business, keep these critically negative effects of tech-jumping in mind:

Jumping in too early could land you with ineffective solutions

We all know research is the key to good decision making. Shiny new tech advancements seem exciting, but without the proper time for testing and attention to the cycle of innovation, you could end up with a short-term solution that leaves long-term gaps in your processes.

If you’re exploring a new platform or tool, review the product roadmap. Examine the cost and time savings you’ll experience now versus those you would experience by letting the technology breathe in your space before you jump on board. Wait for case studies and effectiveness research, and be sure to talk to platform users for first-hand insight.

Marketing and tech guru Gary Vaynerchuk summed it up perfectly in an article for Inc. “The innovations aren’t what matter. It’s how you react and use these new tools…The most difficult thing a manager has to address is when to jump into an innovation. Thankfully, the answer is simple. Study consumer attention.”

By waiting on user reviews and credible effectiveness research, you avoid signing up for a system, platform, or tool that doesn’t provide you the benefits you need.


Examine the savings now versus what you’d experience letting new technology breathe in your space before jumping onboard.
Click To Tweet


Change is uncomfortable, so it needs to matter

When systems have been in place for any length of time, employees and customers grow comfortable with interfaces and functions. Constantly throwing new technology at them simply to keep up with trends breeds frustration and creates speed bumps that may not be worth the hassle.

For most businesses, adopting new technology isn’t an easy task. According to DimensionData’s Digital Workplace Report, 54% of employees are resistant to change and 60% of leaders note organizational barriers as a hurdle to successful adoption. 

Before you implement system-altering changes, be sure the tech you’re adopting makes life easier for all parties or that it, at least, makes a significant improvement to your business to justify the training and adoption process.

Absence of strategy & direction = decreased confidence

HR strategy should be a lot of things. It needs to provide a clear direction for your team, create achievable milestones, and be firmly in line with the company’s overall goals. When the pieces fall into place, you build the confidence of your team and your customers.

If you constantly introduce new technology and jump on every new trend bandwagon, you give up the strategic actions that have been laid out to lead your team to success. When they realize constant noise and changing protocols aren’t working toward the greater goal, they’ll quickly lose their confidence in you. Instead of being looked at as a leader, you’ll assume the role of follower.


If you constantly jump on the wrong tech bandwagon, you’ll be viewed as an industry follower instead of a true leader by your team.
Click To Tweet


Be focused on only adopting technology that creates an easier path to understanding your own business. Be confident in your knowledge of the industry to make informed decisions that don’t hinge in the newest trend. When you’re 100% committed to the paths you choose, you’ll build confidence from your customers and team, regardless of the waves made by the hottest new thing.


Transform Your Hiring Process with Video Interviewing

from Human Resources Blog – Spark Hire https://ift.tt/2PTHmv3
https://ift.tt/2UxPrFm

A hiring professional is only as good as the tools they use. Well, that isn’t entirely true, but your hiring tools can make or break your best laid hiring process. And when faced with thin hiring budgets, it’s essential you get the biggest bang for your buck when making a list of the best hiring tools.

With technology constantly evolving, the market is saturated with new tools and trends. It’s easy to get caught up or overwhelmed by the hype over the ‘next best thing.’ That’s why we’ve reached out to hiring experts to learn more about the hiring tools they’ve tested and trust. Here are the 5 top tools hiring pros recommend for your wishlist:

Automated pre-screening questionnaire tool

Nate MastersonOne of the most valuable assets for a company is time, which is why you should work on getting your HR team an automated pre-screening questionnaire tool. Having an automated questionnaire can help filter out undesirable candidates without requiring any effort from HR employees. Depending on the size of your company, a tool like this can help you eliminate hundreds of candidates a year. This way, your company’s resources (employee time, conference rooms, etc.) can be devoted solely to the candidates most worth investing in.

Nate Masterson, HR Manager at Maple Holistics


An automated questionnaire can help filter out undesirable candidates without requiring any effort from HR. Nate @MapleHolistics
Click To Tweet


Sourcehub

I really like Sourcehub. Sourcehub can help you search on different social sites, such as LinkedIn, for potential candidates, narrowing it down by the skills you’d like them to have and the location of the job. Instead of manually searching for potential employees, this automated search tool saves you huge amounts of time.

KennyTrinh Founder and CEO of Netbooknews

Textio

Kenny TrinhTextio is also a great tool. It helps recruiters write more compelling job descriptions. It can predict the kind of response your ad might have with potential applicants, correct wording errors and help you as you make the necessary changes. This can immensely help you attract the correct people you want for the job, increasing the chances of a successful recruit. With the use of these two tools, hiring managers are steps ahead of the competition in finding and hiring the perfect candidate for your company.

Kenny Trinh, Founder and CEO of Netbooknews


With tools like @SocialTalent #SourceHub and @Textio, hiring managers are steps ahead in finding and hiring the perfect candidate.
Click To Tweet


Calendly 

Robert PaoneAs a recruiter or hiring manager, you schedule meetings with candidates on a frequent basis. I’ve found Calendly to be a tool that saves incredible amounts of time by removing the, “Are you free this date and this time, Oh no? How about this time instead?” back-and-forth emails. Being able to schedule emails that fit my calendar with a simple link is a fantastic time saver and keeps my schedule clean from conflict overlaps. Calendly has a freemium model so you don’t even need to add it to your wishlist, just try the free version for a bit and see if it’s worthwhile to upgrading to a premium plan in the future.

Robert Paone, Founder of Proof of Talent


I’ve found @Calendly to be a tool that saves incredible amounts of time by removing back-and-forth emails. @crypto_bobby
Click To Tweet


LinkedIn Recruiter

Erin MurphreeAs a talent acquisition specialist who works on positions nationwide, LinkedIn is my number one go-to tool! LinkedIn is a very powerful network. The trouble is, many do not even know how powerful it is. From a recruiter’s perspective, you really need to have access to LinkedIn Recruiter. This specialized LinkedIn account allows you to conduct searches utilizing locations, job titles, skill sets, companies, schools, keywords, and much more. It gives you the opportunity to send personalized InMail to individuals that you are interested in, without being connected to them directly. This is a MUST have tool for anyone in the recruiting world!

Erin Murphree, Talent Acquisition Manager at PrimePay


@LinkedIn Recruiter is a MUST have tool for anyone in the recruiting world! @PrimePay
Click To Tweet


 



How to Make the Most of Your Hiring Budget

from Human Resources Blog – Spark Hire https://ift.tt/2MqTd1B
https://ift.tt/2UxPrFm

Nowadays, top talent has more openings for work to look over than ever. For recruiters, this means finding and contracting qualified candidates is pretty difficult. 

In the competitor-driven staffing industry, it’s not recruiters that pick candidates any longer. The candidates get the chance to choose. 

Furthermore, to gain candidates’ trust and inspire them to pick you over your rivals, you have to guarantee that your marketing and recruitment endeavors are the best. 

As one of the best sales executive search firms we have collected eight recruitment processes you should adopt. 

1. Understanding employer branding

Seventy-two percent of recruiting leaders worldwide agreed that employer

brand has a significant impact on hiring. Employer branding has gone from an overly-hyped  popular expression into a key element of recruiting strategy. With association audit destinations turning into a characteristic stop for most candidates from the get-go in the recruitment venture, Glassdoor’s case that organizations by and large spend about $129,000 on employer branding doesn’t come as an amazement. 

Organizations go out of their way to treat candidates like customers, creating content and publicizing it specifically for them. Employer branding is, in this way, one of the underlying techniques you have understand before setting out on a recruitment effort. You have to recognize what you, as a firm, represent, what you wish to sell to the talent pool, and how you can manage their perception of your brand to support natural intrigue and inspiration to apply. 

2. Successful referral strategies 

Having a successful employee referral strategy and framework allows you to access even more high-quality talent. But do referral programs entice your candidates? It depends on the talent you’re talent sourcing. Referrals need less time to interview, onboard, employ, and cost less. Organizations regularly pay a referral bonus to employees whose referrals get hired, and even with that, they wind up saving money on talent acquisition costs

The idea behind employee referrals is a Jim Rohn thought that we are the average of the five individuals that we interact the most with. When you find an employee that fits an organization, it’s likely they have two profoundly competent experts in their inner circle. Referrals essentially act as a pre-process background check. This strategy is particularly useful when you’re working on a position that requires a high cultural fit, since the referring employee likely considered it. Also, employees help further the employer brand by suggesting their contact to go after a specific position. 

3. Make data-driven decisions

We live in a universe with a wealth of information. That, however, doesn’t mean we make sound, data-driven decisions. Having the ability to uncover good conclusions from the information dump is very significant. And it is possible a keen examination of applicable measurements. Most applicant tracking systems (ATS) allow you to measure every level and stage of the recruiting process. The initial step to gauge which hiring metrics are most important to your organization. Measures that have a significant bearing on your recruitment strategy incorporate the talent source, time and cost per hire, time from post to application, degrees of consistency, email reaction rates, application to offer time and dimensions, and the nature of contract. 

Picking up bits of knowledge from metrics adequately translating these measurements is an essential part of getting the recruitment strategy right. A knowledge-centered methodology encourages you understand and review ongoing information to prepare better for the future. Indeed, even obviously straightforward things like the number of candidates who complete the application gives you a chance to comprehend what parts of the process to improve. 

4. Be ready for change

Innovation in the recruitment process is a constant need today. Having the option to adjust rapidly isn’t constrained simply to the technology you use. Innovation needs to come into play your frameworks and processes, too. For instance, some organizations are replacing asking for CVs  with job auditions. This saves time by removing the need to pursue, analyze and judge an applicant by the CV and jumping straight to an aptitude based person-centered perspective. 

We work in a constantly changing environment, as mind-boggling and unstable as it might be, gives us the chance to participate in experimentation, learn, and improve. Organizations should focus on finding the correct systems for them and retain option to reevaluate their methodology. 

5. Know your specialty 

Take advantage of specialty requests to make your brand known to specific talent pools. Choosing between LinkedIn, Behance or StackOverflow, for instance, should be a question of  where the best talent for that job looks for open positions. 

Specializing on certain types of positions makes it easier for you to access better candidates, by narrowing down your hunt. Your recruitment strategy should, in this manner, center around identifying the intersection of the correct candidate pools and job post sources. 

6. Be dynamic with passive candidates

Effectively capturing the attention of passive candidates is significant mainly to secure a constant talent pipeline. These are candidates who probably won’t search for employment at present but have all the necessary traits, abilities, and experience that you’re searching for. You should have different approaches for candidates whether they are actively searching for a new position , passively perusing, or satisfied at their present employment. Regardless of their current satisfaction with their employment, well-qualified candidates could be included in a piece of your workforce plan for the future. 

7. Speak with purpose 

The set of work responsibilities is typically the first snippet of information candidates get access to with a job description. Complicated, obscure job descriptions lead to disengagement, or worse: a lack of applicants. Your strategy should be to give the candidates plenty of applicable information. When speaking with candidates, your tone should include three qualities: straightforwardness, reach, and quality. Your communication also needs to be consistent with the employer brand. The key is to locate the correct communication style that draws ideal candidates in and provide enough information that they want to apply, without overburdening them. 

8. Improve interviews 

Interviews are one of the most significant parts of the recruitment process and should get thorough attention in your recruiting strategy too. Better communication methods improves the entire candidate experience. The interview is generally the first direct contact an applicant has with the organization, and the first interaction is crucial to candidate’s desire to work for the organization. LinkedIn research found that 83 percent of candidates a negative interview experience changes how they feel about the recruitment process, the job, and the organization. 

Organizations need to be cautious about the impression their recruiting process gives candidates. Applicant surveys should influence the decision to change the recruiting process because the recruiting process impacts the association of those who could be candidates in the future. And, an awful experience has a longer memory than a decent one. Interview questions should be prepared in advance and stay away from illegal or unethical interview questions. Interviewers should work to create an open and conversational environment to learn the most about candidates without making the interviewee uncomfortable.

About the Author

KyraKyra is a Hiring Director at Alliance Recruitment Agency – a top headhunter firm. She specializes in helping with international recruiting, staffing, HR services and Careers advice service for overseas and international businesses. You can connect with Alliance Recruitment Agency on Facebook or Twitter.

from Human Resources Blog – Spark Hire https://ift.tt/2EvTImv
https://ift.tt/2UxPrFm

It’s no secret: your candidate experience affects future job application rates. And the digital age of sharing forces employers to really think about their interview process. With the rise of video recruiting, talent acquisition pros must remain focused on candidate experience so as not to contribute to increasing rates of disappointment in job seekers (and risk company reputations). 

In a recent survey summarized by WorkplaceTrends.com, the researchersFuture Workplace and CareerArcfound nearly 60% of job seekers have had a poor candidate experience, and 72% of those people are talking about it online.

It’s critical for companies to focus on candidate experience to find success in their recruiting efforts. To capitalize on the convenience of video interviewing, and use it to create a positive interview process, follow these four steps:

1. Create a more ‘human’ process

Video interviewing obviously takes away the in-person aspect of recruiting (at least for the earliest parts of the process). But you can overcome this obstacle with simple practices reminding candidates they’re working with other humans. 

Highlighted in the WorkplaceTrends.com article, job seekers who receive notification from a company about their application statuseven a rejection letter are 3.5 times more likely to reapply. And while 61% of employers claim they do notify declined candidates, 65% of job seekers say they never or rarely hear back from employers.

Leverage your platform’s messaging features to keep candidates informed of where they stand in the process. A quick check-in or simple, “Thanks, but we’re moving forward with other applicants” reminds candidates you value their time and efforteven if they’re not the right fit.


Keep candidates informed of where they stand in the process with video messages.
Click To Tweet


Don’t let candidates feel like just another number in your talent pool. Take the time to customize your messages to address each person individually, especially in instances where you’ve directly reached out to a candidate for a job. 

According to CareerBuilder research, 31% of job seekers expect personalized messaging. Show recruited candidates there is a person on the other end of the screening process and that they can trust their credentials are being fairly reviewednot just plugged into AI algorithms.

2. Make truly personal connections

Job seekers are in the driver’s seat of a tight market, so they’re not necessarily sticking around once they received an offer. CareerBuilder found 51% of job seekers continue to look for other opportunities while they’re going through the background check process.

When you’re perfecting your video recruiting strategy, take time to focus on how you can actively build personal connections with candidates throughout the entire process. Live video interviews and branded messaging both contribute to a positive candidate experience. 

Employees believe their experience as a candidate reflects how the company treats its people. So your ability to create personal connections during the interview can play a big role in how secure they feel with your company. Capitalize on the convenience of the digital connection to dig deeper into their personalities, develop human bonds, and find the motivation that matches your company’s mission.

3. Reveal a sense of authenticity

Mission, vision, and values are the driving forces of recruitment these days. That’s because more and more job seekers search for authenticity in the companies to which they apply. They recognize the importance of company culture and think about how they fit with the company’s mission and values.

Recruitment pros have the unique opportunity to utilize both one-way and live video interviews to showcase the ways their company believes in the individuality and motivation of each candidate. Instead of stuffy, formal, one-sided communication, use video recruiting as an extension of an in-person meeting. Invite candid conversation in addition to branded communications. 


Use video recruiting as an extension of your in-person interview process to improve the candidate experience.
Click To Tweet


4. Show respect for candidate time

Looking for a job is a full-time job. Going back to CareerArc and Future Workplace, their survey found job seekers will spend three to four hours preparing for and submitting a single application. But when their application hits the desk of the employer, they get less 15 minutes of the hiring manager’s time in review. 

It can put a bad taste in any job seeker’s mouth to feel they weren’t given a fair crack at the opportunity. Remember: The candidate experience starts from the minute their resume lands in your inbox. Keep it positive by laying out details of the video interview process, highlighting your respect for each candidate’s time. 

Remind candidates that they don’t have to travel to you, take time off work, or spend time away from their obligations in order to move forward in your recruitment process. Also, be sure to offer thanks for their application, and show excitement at the idea of them joining your team.


The Ultimate Guide to Video Interviewing

from Human Resources Blog – Spark Hire https://ift.tt/2PySoWp
https://ift.tt/2UxPrFm

With today’s technology, you would think filling job openings with top talent would be easy, but that’s not always the case. A recent survey by the Society for Human Resource Management (SHRM) showed that more than two-thirds of organizations have difficulty recruiting qualified talent for open positions. While it’s true that the number of job seekers continues to grow, it’s also true that the unemployment rate is relatively low. 

This abundance of openings creates more competition for organizations recruiting from the same talent pool. Therefore, it is critical for your organization to develop strategies through which you can set your organization apart and increase the number of qualified applicants applying for your jobs. To do this, consider the following attention-grabbing methods you can employ to make your organization stand out.

Create a Positive Brand Image

Your organization’s brand image doesn’t just influence how your customers feel about your brand, it also influences the feelings of potential job candidates. Your brand image is made up of a collection of beliefs, ideas, impressions, and interactions a person has with your brand. Due to the variety of factors involved, it’s not always possible to control everything that someone feels about your brand. It is therefore important to make sure you positively influence the parts that you do control. 

To create a positive brand image, deliver a consistent message. Communicate a vision that coincides with your company’s culture and the products or services you provide. Clearly convey what working for your organization is like and the impact one can make by being employed at your company. The more favorably your organization is viewed, the more likely it is that job seekers will seek you out first in their job hunt.

Optimize Job Ads

Job descriptions exist to provide potential candidates with insight as to what they will be doing on a day-to-day basis. Each job description should feature a comprehensive overview of the position. Write a job description rich in relative keywords that will help make the page rank higher on search platforms. At the same time, descriptions shouldn’t be “stuffed” with key words or so vague that job seekers find them difficult to understand. Global employment website, Monster, reports that nearly 60 percent of job seekers won’t apply for a job if they notice company-specific jargon or acronyms in descriptions.

While job descriptions should provide an accurate account of responsibilities, they should also spark an interest. To avoid listing out a number of monotonous duties that aren’t particularly appealing to job seekers but are nonetheless important to the role, consider automating them within your organization first, to make the position more desirable. Certain technologies, like process automation software, are great for taking over time-consuming, repetitive duties that have traditionally bogged down employees’ schedules. This helps you position the job as one that requires more creative thinking and high-level decision making in place of less fulfilling responsibilities. This can separate you from other organizations with similar job openings and make the role more efficient at the same time.

Draw Attention to Benefits

If you’re looking to attract and retain top talent, you’ll want to take a serious look at what benefits your organization is offering. According to Glassdoor’s 2015 Employment Confidence Survey, about 60 percent of employees reported that benefits and perks are a major factor when considering whether or not to accept a job offer. The survey also found that 80 percent of employees would prefer additional benefits over a pay raise. 

This doesn’t necessarily mean,however, your organization will have to shell out thousands in order to make it a more ideal place to work. New research suggests that, apart from better health insurance, most employees prefer low cost benefits, such as flexible hours, more paid time off, and remote working options. Integrating such benefits will end up costing your company relatively little but can work wonders in terms of making it stand out from the crowd.

from Human Resources Blog – Spark Hire https://ift.tt/2RVCMO2
https://ift.tt/2UxPrFm

The talent acquisition world has no shortage of tools. It’s no secret, though, that not every one of those tools is beneficial, especially when it comes to addressing your unique needs. But filtering through countless features and reviews isn’t an easy task. 

So, we’ve gathered talent acquisition experts to share their favorite tools and how those tools are solving their talent-related issues. Here are five resources professionals say you don’t want to miss out on:

1. Mya

Mya is an AI-powered chatbot that can ask prospective hires about their experience, current role, and whether or not they are knowledgeable in a particular domain.

Mya also keeps applicants in the loop and prevents them from spiraling down the recruiting black hole. It offers candidates a quick chat with intelligent software and a chance to find out if the employer wants to move forward with their application. 

Jagoda Wieczorek, HR Manager at ResumeLab


Mya prevents applicants from spiraling down the #recruitment black hole.
Click To Tweet


2. Transformify

Via a single login, talent acquisition pros have access to ATS, a freelance platform that not only sources freelance talent but also helps with project management, billing and payments, unique diversity and inclusion solutions — which attract diverse talent and position the employer as a socially responsible business — and, last but not least, employer branding that attracts the attention of the most qualified candidates. 

Lilia Stoyanov, CEO of Transformify


@Transformify is a unique combination of #HRsoftware and #freelance platform.
Click To Tweet


3. Custom-built platform

In 2017, we created our own CRM solution to help us automate a lot of the usual talent acquisition processes. It was a huge project, as we went for a custom-built Salesforce platform that was tailored exactly to our needs. 

The benefit to our consultants has been amazing. They can focus their time on doing their job, rather than the admin that can get in the way of a recruiter’s actual role. That means spending more time developing relationships with candidates and clients, and in turn, generating revenue, instead of getting bogged down with monotonous tasks.

We invested time and energy into getting it right, which would be my key piece of advice to anyone considering the same. You have to know what you want and put the effort into finding the right solution for your needs.

Zoe Morris, President at Frank Recruitment Group


You have to know what you want and put the effort into finding the right #talentacquistion solution for your needs. @FrankRecGroup
Click To Tweet


4. Video interviews

Theresa SantoroIn 2020, I plan to fully incorporate video applications into our recruiting process to maximize screening right out of the gate for candidates. With video, you truly get a 360-degree view of a candidate — from communication to presentation and professionalism in their responses to the questions you have provided to them in the prescreened phase. 

Video provides a way for recruiters to identify energy, spark, passion, and specific qualities for open roles, and that is an invaluable tool.

Theresa Santoro, Director of Operations/Human Resources at Actualize Consulting


Video allows #recruiters to identify energy, spark, passion, and specific qualities for open roles. @actualizellc
Click To Tweet


5. Talentbin

Sarah DoughtyWith the tech talent shortage, identifying and properly vetting passive talent is a huge factor in talent acquisition success. Talentbin’s ability to pull information from various sources across multiple social media and online platforms allows recruiters to find hidden talent not readily found elsewhere. 

It also gives a more contextual picture of the candidate’s previous experience, including details about their development abilities directly from their GitHub account. We have also found a growing trend of development talent disengaging from LinkedIn due to the high number of reach-outs, so Talentbin has allowed us to access talent outside of the LinkedIn community, which has been a key variable in our success this year. 

Sarah Doughty, Director of Recruitment of TalentLab 


With the #talentshortage, identifying and properly vetting passive talent is a huge factor for success. @TalentLab
Click To Tweet



from Human Resources Blog – Spark Hire https://ift.tt/2RLlCCF
https://ift.tt/2UxPrFm

The talent acquisition world has no shortage of tools. It’s no secret, though, that not every one of those tools is beneficial, especially when it comes to addressing your unique needs. But filtering through countless features and reviews isn’t an easy task. 

So, we’ve gathered talent acquisition experts to share their favorite tools and how those tools are solving their talent-related issues. Here are five resources professionals say you don’t want to miss out on:

1. Mya

Mya is an AI-powered chatbot that can ask prospective hires about their experience, current role, and whether or not they are knowledgeable in a particular domain.

Mya also keeps applicants in the loop and prevents them from spiraling down the recruiting black hole. It offers candidates a quick chat with intelligent software and a chance to find out if the employer wants to move forward with their application. 

Jagoda Wieczorek, HR Manager at ResumeLab


Mya prevents applicants from spiraling down the #recruitment black hole.
Click To Tweet


2. Transformify

Via a single login, talent acquisition pros have access to ATS, a freelance platform that not only sources freelance talent but also helps with project management, billing and payments, unique diversity and inclusion solutions — which attract diverse talent and position the employer as a socially responsible business — and, last but not least, employer branding that attracts the attention of the most qualified candidates. 

Lilia Stoyanov, CEO of Transformify


@Transformify is a unique combination of #HRsoftware and #freelance platform.
Click To Tweet


3. Custom-built platform

In 2017, we created our own CRM solution to help us automate a lot of the usual talent acquisition processes. It was a huge project, as we went for a custom-built Salesforce platform that was tailored exactly to our needs. 

The benefit to our consultants has been amazing. They can focus their time on doing their job, rather than the admin that can get in the way of a recruiter’s actual role. That means spending more time developing relationships with candidates and clients, and in turn, generating revenue, instead of getting bogged down with monotonous tasks.

We invested time and energy into getting it right, which would be my key piece of advice to anyone considering the same. You have to know what you want and put the effort into finding the right solution for your needs.

Zoe Morris, President at Frank Recruitment Group


You have to know what you want and put the effort into finding the right #talentacquistion solution for your needs. @FrankRecGroup
Click To Tweet


4. Video interviews

Theresa SantoroIn 2020, I plan to fully incorporate video applications into our recruiting process to maximize screening right out of the gate for candidates. With video, you truly get a 360-degree view of a candidate — from communication to presentation and professionalism in their responses to the questions you have provided to them in the prescreened phase. 

Video provides a way for recruiters to identify energy, spark, passion, and specific qualities for open roles, and that is an invaluable tool.

Theresa Santoro, Director of Operations/Human Resources at Actualize Consulting


Video allows #recruiters to identify energy, spark, passion, and specific qualities for open roles. @actualizellc
Click To Tweet


5. Talentbin

Sarah DoughtyWith the tech talent shortage, identifying and properly vetting passive talent is a huge factor in talent acquisition success. Talentbin’s ability to pull information from various sources across multiple social media and online platforms allows recruiters to find hidden talent not readily found elsewhere. 

It also gives a more contextual picture of the candidate’s previous experience, including details about their development abilities directly from their GitHub account. We have also found a growing trend of development talent disengaging from LinkedIn due to the high number of reach-outs, so Talentbin has allowed us to access talent outside of the LinkedIn community, which has been a key variable in our success this year. 

Sarah Doughty, Director of Recruitment of TalentLab 


With the #talentshortage, identifying and properly vetting passive talent is a huge factor for success. @TalentLab
Click To Tweet



from Human Resources Blog – Spark Hire https://ift.tt/2RLlCCF
https://ift.tt/2UxPrFm

The talent acquisition world has no shortage of tools. It’s no secret, though, that not every one of those tools is beneficial, especially when it comes to addressing your unique needs. But filtering through countless features and reviews isn’t an easy task. 

So, we’ve gathered talent acquisition experts to share their favorite tools and how those tools are solving their talent-related issues. Here are five resources professionals say you don’t want to miss out on:

1. Mya

Mya is an AI-powered chatbot that can ask prospective hires about their experience, current role, and whether or not they are knowledgeable in a particular domain.

Mya also keeps applicants in the loop and prevents them from spiraling down the recruiting black hole. It offers candidates a quick chat with intelligent software and a chance to find out if the employer wants to move forward with their application. 

Jagoda Wieczorek, HR Manager at ResumeLab


Mya prevents applicants from spiraling down the #recruitment black hole.
Click To Tweet


2. Transformify

Via a single login, talent acquisition pros have access to ATS, a freelance platform that not only sources freelance talent but also helps with project management, billing and payments, unique diversity and inclusion solutions — which attract diverse talent and position the employer as a socially responsible business — and, last but not least, employer branding that attracts the attention of the most qualified candidates. 

Lilia Stoyanov, CEO of Transformify


@Transformify is a unique combination of #HRsoftware and #freelance platform.
Click To Tweet


3. Custom-built platform

In 2017, we created our own CRM solution to help us automate a lot of the usual talent acquisition processes. It was a huge project, as we went for a custom-built Salesforce platform that was tailored exactly to our needs. 

The benefit to our consultants has been amazing. They can focus their time on doing their job, rather than the admin that can get in the way of a recruiter’s actual role. That means spending more time developing relationships with candidates and clients, and in turn, generating revenue, instead of getting bogged down with monotonous tasks.

We invested time and energy into getting it right, which would be my key piece of advice to anyone considering the same. You have to know what you want and put the effort into finding the right solution for your needs.

Zoe Morris, President at Frank Recruitment Group


You have to know what you want and put the effort into finding the right #talentacquistion solution for your needs. @FrankRecGroup
Click To Tweet


4. Video interviews

Theresa SantoroIn 2020, I plan to fully incorporate video applications into our recruiting process to maximize screening right out of the gate for candidates. With video, you truly get a 360-degree view of a candidate — from communication to presentation and professionalism in their responses to the questions you have provided to them in the prescreened phase. 

Video provides a way for recruiters to identify energy, spark, passion, and specific qualities for open roles, and that is an invaluable tool.

Theresa Santoro, Director of Operations/Human Resources at Actualize Consulting


Video allows #recruiters to identify energy, spark, passion, and specific qualities for open roles. @actualizellc
Click To Tweet


5. Talentbin

Sarah DoughtyWith the tech talent shortage, identifying and properly vetting passive talent is a huge factor in talent acquisition success. Talentbin’s ability to pull information from various sources across multiple social media and online platforms allows recruiters to find hidden talent not readily found elsewhere. 

It also gives a more contextual picture of the candidate’s previous experience, including details about their development abilities directly from their GitHub account. We have also found a growing trend of development talent disengaging from LinkedIn due to the high number of reach-outs, so Talentbin has allowed us to access talent outside of the LinkedIn community, which has been a key variable in our success this year. 

Sarah Doughty, Director of Recruitment of TalentLab 


With the #talentshortage, identifying and properly vetting passive talent is a huge factor for success. @TalentLab
Click To Tweet



from Human Resources Blog – Spark Hire https://ift.tt/2RLlCCF
https://ift.tt/2UxPrFm

Inviting candidates to job interviews is a delicate business. As a hiring manager or recruiter, you should be able to compose an email that will precisely communicate your message. You also face the challenge of making a qualified candidate feel wanted and welcomed in your company only by reading one email. You have to prove that you have more to offer than other hiring companies. Consider these 5 steps to ensure your email will be opened, read, and responded to:

1.  Write an appealing email subject line

The subject line usually determines whether the email will be opened or moved into the junk folder. When drafting a subject line, make sure to follow these tips: 

  • Don’t forget to write one. Always write your subject line first! 
  • Make your subject line is clear yet exceptional; simple and understandable. 
  • Keep it short and focused. Your candidate likely checks the email on the phone. The subject line displayed on the phone screen tends to be shorter than the one on a laptop or tablet. Make sure your text will fit on a smaller device. 
  • The most important goes first. Since you don’t know how many words of your subject line will be viewable, place the most important words in the beginning. 
  • Use keywords. Try using keywords (like ‘job interview’) to ease email management for your recipient.

2.  Details are important 

The details you include demonstrate your professionalism. On top of that, you’re also representing the whole company with your invitation. You have to be detail-oriented and precise when crafting your interview invitation. Remember to keep your tone formal yet approachable and friendly. Use a proper and personalized greeting with the last name (like ‘Dear Mr./Mrs./Ms. Williams’). After a greeting, introduce yourself and your position. Specify the name of your company and briefly describe what it does. Include information about the position you’re offering beyond what’s mentioned in the job posting.

3.  Include operational details

If it’s a face-to-face interview, specify how and where it will take place, and how long it will take. Include details on if you’ll conduct this interview in-person or through alternative means like a video interview. If the interview is in-person, include details like your company address, floor, and your office number. Indicate whether any preparation (like for a job audition) or research is needed. Specify whether a candidate should bring their ID, references, or a portfolio. Be aware of work schedules and be flexible with your time. It’s better to let a candidate pick a time slot when they will be available. Give them access to your calendar through interview scheduling software to avoid a ton of unnecessary emails. Don’t forget to list your contact information at the end.

Important tip: Do the research and include industry-specific action verbs in your email. Examples of action verbs are provide, receive, assist, reply, discuss, prepare, ensure, contact, inform, etc. Action verbs will make your writing informative, clear, and unique. 

4.  Keep word choice in mind

As with any communication with candidates, your interview request email needs to be phrased correctly. This means knowing all the right things you should write and the things you should avoid writing in your email. Your word choice can significantly affect the impression candidates have of you and your abilities. Therefore, if you have the opportunity to take a language training program from Preply Enterprise or even a copywriting course, use those skills to get a positive response.

5.  Review and edit your email before sending it

Proofreading your email is crucial because you don’t want to seem incompetent or unprofessional when sending out an interview invitation. Look out for spelling and grammar mistakes, incorrect word use, and punctuation. Make sure your email communicates your request for an interview. Avoid being too informal and don’t use slang. Also avoid vague language and ensure your writing is easy to read. It’s always great to have someone proofread your writing. Check spelling and grammar using online writing tools, like Grammarly to get the best out of your email.

Wrap Up

Picking an ideal candidate can be tricky but it’s achievable. Remember to be informative and approachable to make a candidate want to visit your office. Don’t miss out on important operational details. Make your writing clear and coherent to avoid misunderstanding. 

When you craft and send your email, you might find that a candidate does not respond. Follow up via phone or email if you didn’t get a response within a few days and ask whether they received your email. When preparing for the interview, make sure you know how to answer your candidate’s questions. If they agreed and you have their phone number, you could also send a reminder text a day before an interview. Now your interviewing process is well and set in motion!

About the Author

James RiddleJames Riddle is a freelance writer passionate about new technologies, marketing trends and branding strategies. He is always seeking to discover new ways for personal and professional growth and is convinced that it’s always important to broaden horizons. That’s why James develops and improves his skills throughout the writing process to help and inspire people.

from Human Resources Blog – Spark Hire https://ift.tt/2sdQ8dZ
https://ift.tt/2UxPrFm

Leveraging technology and automation is one of the biggest challenges for staffing firms in the U.S., according to Bullhorn’s 2018 North American Recruitment Trends Report. Challenges with technology fall just below skill shortages and pricing pressures. 

Still, 57% of staffing firm employees say they plan to spend more on tech, and 80% say it could help their business. It’s true — implementing new technology will improve staffing firm business goals and accelerate placements and productivity. However, these positive results are only possible when new tech is rolled out with team members’ needs in mind. 

Without careful attention, frequent well-meaning technology changes leave staffing firm employees confused, frustrated, and ultimately burnt out. Here’s how you can prevent constant tech changes from derailing your staffing firm: 

Update the oldies but goodies

New and flashy staffing firm tools are enticing. But they’re not always what’s best for your employees or business needs. Look to your current tools and processes to see how simple updates can change how the tech works for your teams. 

Assess metrics such as ROI of increased or decreased conversion and placement rates over time. Where has current tech proven useful, and where is it falling short? If it’s more helpful than not, look for premium level upgrades that resolve ROI pitfalls.

For example, if you’re not reaching the optimum number of candidates on a monthly basis, can you upgrade to reach more candidates in less time? When possible, this form of tech change is cost-effective and prevents your team from needing to completely relearn a new system. 


Sometimes the solution isn’t new #staffingfirm tech; it’s an update to an oldie but goodie.
Click To Tweet


Enhance already working processes

Don’t try new tech just for the sake of keeping up with trends. If your team is successful with specific procedures, their sourcing, screening, and placement strategies don’t require a complete overhaul. 

Break their processes into smaller pieces to review tech needs. Find tools that align with the practices they’re comfortable with to enhance their staffing strengths. 

If your employees excel at screening, you know they have a tried-and-true workflow. Leave their methodology intact. Instead, research which tools will add to those processes. If they’re quickly screening top candidates but then need help making placements, find tools focused specifically on this one need. 

Chat through structured changes

No staffing firm employee wants to hear, “Surprise! We’re turning your entire workflow on its head because it’ll improve your overall placements and productivity.” 

Of course, your intentions are good. However, surprise changes to personal processes and workflows are never good ones. Create a tech roll-out timeline to ease employees into changes. Note training days, time for trials, and how employees can quickly and easily reach tech support before the update is at full-throttle. 

During this time, collect feedback from employees: 

  • Do they need more time to learn the tool? 
  • What do they still dislike about the tool? 
  • What resources do they need to be fully successful with the new tools? 


Create a #staffingtech roll-out timeline to ease employees into changes.
Click To Tweet


Give new tech a test

Before sending all outdated tools to the technology dumpster, give new tech a trial period. Jumping in headfirst with changes will result in disrupted processes and disgruntled employees. 

Reach out to select employees from various departments to try out new tools for a set number of weeks. Collect feedback and data from each person before committing to a large-scale transition

Do not move forward with a major transition if, after the trial, employees don’t: 

  • Understand the purpose and benefits of the new tech
  • Adapt to the tech
  • See how the tech will improve future processes

Create a clear backup plan

No matter how simple and beneficial a new tool looks, it’s best to still have a backup plan. A number of variables out of your control could leave your team more stressed than ever within weeks or months after implementation. 

Be empathetic to every team member’s unique personalities and work preferences. Some employees are naturally more resistant to change. If they’re successfully placing candidates and have satisfied customers without the new tech, allow them to continue as they are. 

Give your team tech alternatives, should the new tool fail to meet performance, productivity, and satisfaction needs after a reasonable amount of time. 


16 Staffing Tools to Increase Productivity and Placements

from Human Resources Blog – Spark Hire https://ift.tt/36oRsJs
https://ift.tt/2UxPrFm

Across all industries, the benefits of hiring and maintaining a diverse workforce should be abundantly clear by now. But we don’t live in an ideal world, and many companies still consider the subject as little more than a box-ticking exercise.

The benefits are not mere speculation – the research is out there. Having a diverse workforce has a positive impact on your bottom line, and companies with better representation at the board level regularly outperform their competition. 

Companies that are perceived as more inclusive are more attractive to candidates of all genders and races, and that starts where many first impressions are formed – the language and wording of a firm’s job adverts.

On its face, this might sound like a small piece of a much larger issue. And if you look at the world’s leading tech companies, I’ve no doubt one or two would question whether making such changes will help make workplaces more genuinely inclusive. 

But I’d ask any organisation, big or small, whether they’ve looked at or even considered the way their job ads are written in relation to inclusivity. 

Given our client base, which is made up of some of the biggest names in IT, I’m quietly confident the use of inclusive language in job ads is an issue that many engage with. Even more to the point there is evidence to suggest that leaders within the tech industry are changing their hiring policies for the better.

Augmented writing platform Textio, via its co-founder and CEO Kieran Snyder, raised the question of gendered language patterns in job ads as long ago as 2016. After analysing more than 78,000 vacancies, their findings are perhaps even more relevant today given the continued, rapid growth of tech across all industries.

In essence, their research suggests the way in which a vacancy posting is worded can have a radical impact on the number of male and female applicants, and highlighted the inclusion of certain words that are viewed as masculine simply put women off.

In response, Australian firm Atlassian went a step further and put Textio’s research to the test. The result saw their female technical hires boosted by as much as 80%.

For me, Atlassian’s Global Head of Diversity Inclusion, Aubrey Blanche, hits the nail squarely on the head. 

“Silicon Valley perpetuates this idea that if your code works, that’s all that matters,” she says. “But empirical research suggests otherwise. 

“What you see is that 20% of technical degrees today go to women. Yet at large tech companies, fewer than 20% of their engineering staff are women. About 11% of computer science degrees in the US are given to black and Hispanic students every year, but at most tech companies, less than 5% of workers —including non-technical employees—identify as black or Hispanic. 

“Those numbers say there’s something broken in the system. It’s pretty clear that our industry isn’t integrating all of the potential talent that’s out there.” 

Appealing to a wide variety of potential applicants should be of paramount importance, and if companies are genuinely committed to this approach, there must be a widespread acceptance that language is the single most important factor when detailing vacancies. 

We keep hearing how firms within the tech sector are struggling to address the digital skills gap, and there’s no question that this modern anomaly is affecting companies of all shapes and sizes. With this in mind, taking an inclusive approach to jobs ads and encouraging a greater range of interest becomes a no-brainer. 

The imbalances referenced by Aubrey Blanche are issues at a grass-roots level, even though all of the evidence points towards the positive effect things like gender parity can have on the bottom line. Job ads should be viewed as a company’s shop window – a snapshot of a firm’s culture and a chance to outline an organisation’s ethos.

How this is achieved comes back to wording, and the kind of language used to encourage applicants to apply across the board. Until this is acknowledged and addressed from the top down, the aforementioned skills gap will remain the sector’s biggest headache. 

In a report from global law firm Baker McKenzie, the message from millennials is as stark as it is crystal clear. Around 80% said they wouldn’t consider applying for a role if they believed the company in question had a gender pay gap.

Equality across race and gender has never been more essential in the job market, and if this figure tells us anything, it’s that promoting a positive employer brand from the outset and making the right first impression should be top of a firm’s priorities.

About the Author

Danielle RamsbottomDanielle Ramsbottom is Director for Client Management across EMEA for Frank Recruitment Group. She began her career in recruitment 19 years ago after graduating from Leeds Metropolitan University with a degree in European Business, Spanish, and French.

Always maintaining a keen focus on corporate client engagement and specializing in technology recruitment across all industry sectors, Danielle is also passionate about all matters relating to diversity, and takes the lead on Frank Recruitment Group’s Diversity and Inclusion strategy, both internally and across the company’s client network.

from Human Resources Blog – Spark Hire https://ift.tt/2RCvejc
https://ift.tt/2UxPrFm

Companies that adopt a mobile-friendly hiring process have a solid advantage over their competition. According to recent research by Glassdoor, 58% of job seekers use mobile platforms for their job search, and more than a third prefer to apply right from their phones.

So how can talent acquisition pros capitalize on their mobile-friendly hiring processes to attract more candidates? Here are five tactics to reach potential hires with the ease and convenience of your system:

Direct all traffic to your mobile-friendly career site

While transparency is key to all successful job postings, the way you deliver the details make an impact on your applicant pool. Instead of publishing long, drawn-out job posts on job boards, keep listings short and sweet, focusing on only the most pertinent details — salary, location, benefits, and key perks (like flexible hours or growth opportunities). Then, direct all traffic straight to your well-maintained and easy-to-navigate reactive career site for expanded details. Having a reactive site makes sure your career site looks fantastic and consistent no matter what device they’re on.

Glassdoor reports an 11.5% increase in applicants when a mobile hiring site is promoted. Once job seekers land on your site and realize the ease of your system, they’ll quickly complete the application process so you can move the right candidates down your pipeline.

Let job seekers know what their time investment will be

The process of filling out a job application — even on the most user-friendly site — is time-consuming. And in a tight labor market, there is no pressure on candidates to have patience for extended questioning. 

In fact, a study by Newton Software found applications that take longer than 10 minutes to complete result in 50% fewer candidates. Supporting Newton’s findings, Indeed uncovered the average online application length is 13 minutes and longer applications actually detract the most qualified candidates.

Transparency regarding time investment will help set the stage for a positive experience for your applicants. Provide a progress tracker to guide candidates through the process, and make it easy for them to upload documents, link Google files, and provide URLs as needed. 

Layout a checklist of documents and information they will need prior to starting the application. Be conscious of the information you’re asking them to enter, avoiding requests to type information that will be included in cover letters, CVs, or resumes.

If additional steps are required (like a skills test or a one-way video interview) clearly state the average time it will take candidates to complete those parts of the process. Finally, give an option to save the application in draft mode and return to it at a later time. If a candidate needs to unexpectedly step away, they’re unlikely to return if they realize they’ll have to start from the beginning.

Communicate with job seekers via text

Text applications are relatively new, but companies see huge levels of engagement through systems like Text Apply by TextRecruitGoHire’s Apply By Text and HigherMe’s Text-To-Apply.

By promoting a code on your website, social media platforms, and job opportunity marketing, you provide an instant pathway for candidates to learn more about open positions, role details, or other hiring information. Candidates have proven to actively engage with this method of recruitment, and GoHire reports their clients see a 95% open rate on text communication and over 500% increase in applicants.

Implement mobile screening technology into your process

Ease of application is only one benefit of promoting a mobile-friendly hiring process. Employers also have the opportunity to implement screening steps candidates can complete as part of the application process, right from their mobile device.

Part of the convenience of the tool is the way it streamlines the process. For example, giving candidates the opportunity to submit a one-way video interview helps them accurately present themselves, while giving hiring managers a feel for their skill level, experience, and cultural fit. If they don’t meet the minimum requirements, you save both the candidate and your company valuable time.

Establish an engaging mobile-friendly career presence on social media

Social media recruiting is not a new concept. A report by Everyone Social collected the staggering statistics from across multiple research points, all proving the positive impact of social media recruitment. It’s cemented into hiring strategies as a key component for success.

Create targeted and strategic campaigns for open roles, always focusing on the ease of your mobile-friendly hiring process. Furthermore, ensure your greater social presence is focused on the brand and culture of your organization. Transparency in “who” your company is at its core will help attract the talent that best fits the personality of your team.

 


from Human Resources Blog – Spark Hire https://ift.tt/365vTxx
https://ift.tt/2UxPrFm