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How mature is your recruitment organization?

maturity - recruitment

The biggest asset for any company today is its workforce. Because of that, businesses are moving from just “hiring people” to hiring the RIGHT people, at the RIGHT cost and the RIGHT time.

As a part of this transformation, many recruiting organizations are moving away from a reactive, traditional model and towards a proactive, strategic one. They four key per-requisites of this new approach is:

  1. Developing sourcing expertise in-house.
  2. Using automation to personalize their job opportunities.
  3. Ensuring the right talent brand messaging is in front of the right candidates.
  4. Giving recruiters access to the right talent pools.

So once you gauge the maturity level of your recruitment organization, you will be able to focus on developing a road-map and building a more efficient and proactive team.

Take this quiz to find out what stage you are in:

[wp_simple_survey id=”1″]

4 Benefits of a world-class Candidate Experience

Benefits of Candidate Experience

It is becoming increasingly difficult to become one of the best places to work, and we all wish that there were a magic formula to achieving that status.

The companies that get there are the ones that make candidate experience a priority in their sourcing and recruiting practices. There are various avenues to take, ranging from simple enhancements to more complex endeavours. By treating your candidates like you would normally treat your consumers, you will be impacting your bottom line and taking your business to the next level. Essentially, what candidates experience when they apply and interview with your company makes an impression which they will eventually share across the social networks.

If you don’t recruit with candidate experience in mind, you are missing out on top talent who will be turned off by a complex and inefficient application process. They will easily be lured away by the competition that is making an effort in communicating with them, making it easy and fun for them to apply for their jobs, and offering opportunities to interact with people in their company.

A great candidate experience can provide organizations with many benefits. Unfortunately very few of them have attempted to optimize it. According to a recent research, eighty per cent of senior HR and procurement professionals do not regard the candidate experience as a priority in recruitment. But there are, and here are a few key benefits to fostering a positive candidate experience:

Investing in the candidate experience yields more engaged employees. A new employee who experiences an enjoyable hiring process is much more likely to be positive and engaged when they start working for your company than an applicant who was mistreated and neglected by your hiring team. This creates disengaged employees who can have a detrimental impact on your business once hired.

Applicants who benefit from a positive candidate experience can help you build your company’s reputation on social networks which will then make it easier for you to attract top talent. A direct correlation between candidate experience and employer brand has recently been demystified through the following realities:

  1. You are just not hiring employees, but ambassadors of your business.
  2. The people you hire today will determine the kind of culture and brand you build tomorrow.
  3. Your employees are your greatest point of differentiation and the biggest asset in creating a competitive advantage.

Keeping candidates engaged and happy throughout the hiring process, even without hiring them, will make it much more likely for you to get a favorable response when you reach out to them for new positions. This will help you shorten your recruiting cycle and decrease your cost per hire.

 

A memorable candidate experience is business necessity as it can help you boost sales and profitability. Findings from the Candidate Experience Award competition show that close to 90% of candidates are more likely to buy from a company that gave them a positive candidate experience, irrespective of whether they got hired.

So what’s next?

The first step is to review and audit your application process through the eyes of the candidate. You can also seek feedback from current employees to uncover additional views of anomalies in your application process. Then, create a list of things that need to be inspected further and improved to ensure a more pleasant talent experience. Finally, start implementing changes to improve candidate experience. These can be small tweaks which can be things that you can handle individually or more complex initiatives that require an in-depth cost-benefit analysis and organizational support.

You are different in how you hire and the roles that you need to fill. It is recommend to search for low hanging fruits in order to make the biggest impact.  Build momentum from there and share results with colleagues and peers. Tailor your improvements to your target audience and invest in the ones that will affect the perception of your organization the most. It is equally important to continuously seek feedback from your applicants to keep iterating towards a word-class candidate experience. The reality is it may require an investment in people, technology and social media — but we are confident that the benefits will surpass these costs.

5 Tips for an Unparalleled Candidate Experience

Optimize Candidate Experience

Did you know that 88% of job seekers are more likely to become loyal customers of your company, and even refer their friends, if you give them a positive candidate experience irrespective of whether they got hired?

The benefits of providing a great experience to people applying for jobs have been demystified with many companies now reporting a strong impact on their bottom line. Unfortunately, it’s not as straightforward as we had hoped. Even though it can be hard to make the business case for investing in the enhancement of the candidate experience, there are several immediate benefits to be gained, with some of them that can be achieved fairly easily.

It used to be enough to present job candidates with a plain text description highlighting the job requirements and the desired qualifications. Unfortunately, those days are long gone. Nowadays, employers are challenging candidates with games and role-playing simulators to attract the best and brightest to their companies.

Gamification is gaining popularity in its ability to drive candidate participation in referral programs and responding to career content to help build brand awareness. It is effective in converting the people who see your job opportunity into active applicants in your pipeline. By disguising your application and assessment process as a game, you’re much more likely to not only convert the top talent who noticed your ad, but also engage candidates and make them want to come work with you.

As discussed in a previous post, while not every company has the budget to create their own version of the Marriot Hotel, other practical ways to leverage gamification are available. These will help bring in the right candidates for open positions and create strong talent pipelines for future hiring needs. Here are five tips for gamifying the candidate experience.

Tip #1: Give points to candidates for interacting with you.

Companies are in constant pursuit of the passive talent, who is currently employed somewhere else but would still be open to changing camps if the right opportunity presented itself. These types of candidates need more than a job description to get theme excited to work with you. Invite these passive candidates to connect and interact with your organization via virtual contests, hackathons, or quizzes and give them points for their participation. This will not only demonstrate how innovative and fun your organization is but will also give them a sneak peek on your company culture.

Tip #2: Show candidates how they stack up against the competition.

It is worthwhile to show how many candidates have already applied for the same job and how well the candidates rank in terms of points earned against those of others. This competitive intelligence drives candidates to act on the right opportunities and motivates them to interact with you more.

Tip #3: Encourage candidates to apply with their social media profiles.

Most people don’t have their resumes on their smartphone, but just about everyone is on social media. Allowing candidates to use their social profiles to apply is painless and effective. As some candidates tend to “over sell” themselves on the resume, information maintained on social profiles tends to be more accurate. And if you really require a resume, allow candidates to upload their resumes from a cloud service such as Google Drive or Dropbox.

Tip #4: Show candidates their social connections within your company.

Candidates often want to get an inside scoop (and maybe even a referral) about the job before applying to it. Allowing these candidates to visualize their social connections that are currently working with you and enabling them to message for guidance can help convert a passive candidate into an engaged one who is interested in joining your ranks.

Tip #5: Be Mobile

Mobile recruiting is taking over every aspect of the recruitment process. Candidates are 2-5 times more likely to access your career portal on their phone than they are on their PC. Beyond that, nearly one-quarter (23%) of all Google searches that contain the word “job” come from mobile devices. Enable candidates to engage with your employment brand anywhere, any time, and on any device. Ensure that every step of your application process is optimized for mobile devices.

If you are able to foster a positive candidate experience, talent will come to you. Candidates will talk about your organization and tell others about the positive experience they had during your recruitment process.