Tag: hiring

The Many Benefits From A Talent Pipeline – Idexcel Recruiting & Hiring Roundup

Posted on by Idexcel Technologies

1. The Many Benefits From A Talent Pipeline – And How It Improves Quality Of Hire

If you’re looking for a powerful strategic recruiting approach that has powerful long-term impacts, you really only have two choices: employer branding, and a “recruiting talent pipeline.” While almost every major corporation is investing heavily in building their employer brand, it’s quite rare for one to actually have a high-performing external recruiting talent pipeline. A recruiting talent pipeline approach is known by a variety of names, including a “recruiting prospect inventory,” a “recruiting pool,” or a recruiting network. It is designed to give you a continuous supply of high-quality and interested external recruiting prospects to choose from. It is strategic because it has a long-term talent-supply focus, which means that critical jobs can be filled faster and with higher quality and more interested prospects. [Continue reading…]

2. Why “Employee Engagement” Is The Successories Poster of HR

Employee engagement is one of those perpetual trending topics in HR and recruiting, probably because for years now, pundits and practitioners alike still haven’t figured out how to confront what seems to be a fairly endemic case of malaise and apathy perpetually plaguing our workforce.

I’m not sure why it is that talent leaders and recruiting pros can’t to have a near obsessive fixation on what’s inherently an amorphous and highly ambiguous concept, but I think the primary driver of our engagement fetish is that it seems to be a convenient, categorical catch-all that’s more or less seen as the whipping boy for all of the manifold problems plaguing the HR and recruiting profession today. [Continue reading…]

3. How to Bring Out Talent in Your Team

If you manage other people, the first thing you need to understand is that your success depends on their success. The more you empower your employees, the more they will grow and thrive. Here’s how to get started…

Give employees generous boundaries. Contrary to conventional wisdom, boundaries don’t restrict team members; they empower them. Define the boundaries within which an employee can make his or her own decisions. In doing so, you give them freedom to act. [Continue reading…]

4. 10 Ways Employee Surveys Help Attract and Retain Talent

The war for talent rages on. A 2015 ICIMS study found that 86 percent of the 107 HR professionals surveyed expect hiring to increase or stay the same. However, employers are looking for less conventional means of connecting with job seekers.

Social recruiting remains a popular choice as many companies turn to social media to find strong talent. The Global Recruiting Trends 2016 report found 47 percent of the 3,894 hiring managers surveyed say social media is the most effective employer branding tool, offering multiple outlets that provide unique features that can help with recruiting. [Continue reading…]

5. Use Your Employee Referral Program in Social Recruiting

A strong workplace culture increases business performance by engaging everyone in a united goal, values and vision. It is also essential for helping to attract and retain talent; a key element to achieving business growth. The culture of your workplace has a significant impact on your employer brand and influences the perception of working for you. It is also crucial for staff retention, as employees will look to escape a toxic culture. Furthermore, a good understanding of your current culture will enable you to hire with cultural fit in mind, helping you to find those who will thrive in your organisation and prevent costly recruitment mistakes. So how can you get an accurate picture of your workplace culture, and identify any potential areas for improvement?
[Continue reading…]

The 5 Most Popular Articles Among Recruiters This Month

Posted on by Idexcel Technologies

1. How “Blind Recruitment” Works And Why You Should Consider It

Blind recruitment, the practice of removing personally identifiable information from the resumes of applicants including their name, gender, age, education, and even sometimes the number of years of experience, is gaining popularity.

Organizations including Deloitte, HSBC, the BBC, powerhouse law firm Clifford Chance, and cloud-storage firm Compose Inc have committed to the practice.

Blind recruitment is used to overcome unconscious bias and promote diversity in the workforce, and it has gained an increasing foothold in companies after a series of studies showed that people with ethnic names needed to send out 50% more resumes before they got a callback than job hunters with “white”-sounding names. Continue reading…

2. Is Agency recruitment going to be ‘uber-ised’? The answer here.

At least twice a month I am approached by an HR Tech startup with a ‘new’ idea to ‘disrupt’ the recruitment industry. Plenty of these guys (and occasionally, gals) are super-smart, and all are earnest, (sometimes fanatical), in their belief that they have found ‘the holy grail’.

In many cases, indeed I think most cases, it’s very early in the conversation that I am told, ‘we will be the Uber of recruitment’ or perhaps, ‘we plan to uber-ise the defunct agency recruitment model’. Continue reading…

3. Employee Retention and Hiring – “Love the One You’re With” first

These are some of the lyrics to the classic Crosby Stills and Nash tune “Love the One You’re With” – #earworm. I was listening to this sometime over the weekend and it got me thinking about recruiting, HR and one of the pressing concerns we all have in companies large and small around the world – retention. Continue reading…

4. Leaders who are great at hiring do these 3 things

If you’ve never made a hiring mistake then I’d guess you haven’t hired that many people. Despite all the research, experience and so-called tools, ineffective recruitment decisions remain one of the biggest drags on any organisations performance. Continue reading…

5. Should HR rehire ex-employees?

The beauty of boomerang employees (or rehiring former workers) is that they often have a shorter learning curve and require less training, according to Bill Driscoll, district president for the staffing firm Accountemps.

Driscoll added that if an employee resigned to complete further education or training, having them back will potentially bring new skills and ideas to the organisation. Continue reading…

Recruitment- The Changing Trends

Posted on by Idexcel Technologies

Use of new technology for recruitment has been around for many years, however, there is now a seismic shift that is altering the ways of interaction between job seekers and employers. Web and smartphones together are changing the level of expectations, making recruitment systems more efficient and rewarding to use. As technology is slowly paving its way in all aspects of recruitment processes, it is reducing cost and time, and increasing overall user satisfaction. There have been many years of slack hiring, and the coming year will witness intense competition in recruitment of IT talent. As a result, recruitment teams are going to be under extreme pressure, and will have to embrace the latest technological trends to stay competitive.

Some of these latest trends have been discussed below:

Advanced Metrics– Recruitment leaders have started to follow the rest of businesses in adopting advanced metrics, and this shift to real-time metrics will enable decision makers know about the latest happenings, and predictive metrics will alert about upcoming recruitment issues and opportunities. This will give the management sufficient time to plan and act appropriately.

Career Portals– With the changing technological landscape, the expectations and long term plans of Gen Y job seekers are changing as well. They want to get accurate feel about the company, want flexible working hours, and are interested in corporate social responsibility (CSR). To cater to the needs of this generation, the career portals need to focus primarily on building a strong relationship with the candidates from the early stages. Company portals must enable the job seekers to understand their interest and competencies, and what job will make perfect sense for them in the company.
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Big Data– Big data is the large volume of data available on the Web which includes forum threads, numbers, blogs, profiles, videos, pictures etc. Many employers are able to identify passive job seekers using external “Big data”. Advanced metrics developed using big data are shifting the recruiting trends towards a data-supported decision model. Smart organizations are using technology to track the online journey of a candidate, such as pages viewed and jobs applied for.

Go Mobile– Mobile phones allow direct application for jobs, and this will become more popular as more and more recruitment-focused mobile apps are being developed. The Mobile Web Watch report by Accenture shows that more than 85% of the people access the web via mobile at least once a day. With faster mobile internet connectivity, larger screen smartphones, and latest apps, it has become much easier to connect and engage with the candidates. Almost 23% of the Google searches that contain the word “Job” are from mobile devices. However, recruiters have not been very adept at this transition to mobile. For the coming year, the impact of mobile platforms will continue to grow and expand.

Branding– Another changing trend is the employer branding as a long-term recruitment strategy. Due to social media, it is quite easy for anyone to spread their views and comments virally. The former or current employees can easily pass on their views about the work environment. Facebook, LinkedIn, Twitter and other social media are transitioning towards smart advertising and are opting for a recommendation-based search so that organisations can approach the right candidates with more precision. Social media can help companies actively position themselves as desirable employers to attract the top talent in the marketplace. Social sharing also helps job seekers understand a company better, its strengths and values.

Impact Analysis– Another changing hiring trend is to demonstrate the direct impact that the recruitment has on business results. Revenue is one of the principal corporate goals, and the recruiters can quantify the revenue impact of great hires, as compared to weak or average hires. Revenue impacts can be monetized, and by making business cases, recruiters can speculate the required funding for the hiring surge.

Move Away from Silos– Recruitment is an integrated process, and cannot work in silos. The succession and recruitment processes must be interlinked, and should not be treated as separate portfolios. Recruitment, talent management and reporting systems need to be integrated, ways to export data must be updated, and analytics applications need to be used efficiently to turn large amounts of data into meaningful information that can provide insights to aid better decision making. Talent management must be treated as a continuous process. Technology can help recruiters pinpoint the exact match, and avoid wasting time sifting through applications.

To save on cost and time, live video interviews are steadily growing in acceptance. They have proven to be quite effective, especially for the initial interview process. Also, many senior executives resist applying for new positions simply because they do not have time to update their resume. Firms can look at their media profiles to initiate the hiring process. This allows them to target the top prospects, who might be interested in changing.
Additionally, using behavioural patterns, biometric data, online skills testing, and proprietary algorithms can also help predict the likely fit. There are behavioural biometrics tests to capture a clear picture of innate behaviours, motivation, aptitude and character that help understand the personality type, and predict the probability of success for a specific job.

Just as advanced technology has touched every part of our lives, it is influencing the professional lives as well. Behaviours, tools, landscape, expectations and generations are constantly changing around us, and recruiters must effectively use new technology to redefine the recruitment process, while improving outcomes for organizations. Recruitment technology offers detailed ways to track sources and combine metrics around time to hire, dropout rates, acceptance rates, and competency and assessment scores. The challenge for companies now is to harness the potential of these information, analyse them, and use them to their advantage to get the best match for the required job.