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HR Connection blog

The Best Recruitment Metrics to Track in 2022

on Apr 13, 2022 9:30:00 AM By | Thomas Forstner | 0 Comments | Recruitment 2022 Metrics Measurement
For the vast majority of hiring managers, attracting high-quality candidates is the biggest challenge they face today. Although there are plenty of metrics that recruitment teams can track when looking to capture the best talent for their businesses, some metrics are more important than others, depending on how a business defines success and health in terms of recruitment. In 2022, though, every organization should put the following seven recruitment metrics at the top of its priority list.
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5 Creative Ways to Fill Jobs in 2022

on Dec 13, 2021 9:30:00 AM By | Employment Enterprises | 0 Comments | talent Recruitment Reskilling Professional Development Perks
For employers and recruiters still smarting from the trials of 2021’s Great Resignation, the prospect of filling jobs in the New Year might be more than a little anxiety inducing. From overworked teams and unfilled jobs to high turnover and frequent ghosting, employing and retaining talent became a bruising contact sport. It was a competition full of injuries and short on wins. Does 2022 promise more of the same?
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Diversity Hiring Strategies That Work

Over the last year, many employers have worked to increase workplace diversity and expand their DEI strategies. And for good reason. As Glassdoor's Diversity Hiring Survey reveals, “3 out of 4 job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers.”
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The Future of Recruitment – A Free Webinar

on Oct 15, 2021 10:00:00 AM By | Joan Graci | 0 Comments | Recruiting Technology Recruitment Future Webinar
Please allow me the luxury of taking you on a trip down memory lane that has led us to the modern-day highway of horror. It was 2006 and Manpower published its first Talent Shortage Survey. Yes, you read that correctly – 2006.
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Technology Alone Is Not the Answer to Hiring Problems

on Sep 8, 2021 9:15:00 AM By | Linda Brenner | 0 Comments | Technology hiring HR Recruitment
The volume and variety of talent acquisition technologies on the market would lead even experienced HR professionals to believe that at least one of those technologies must be the key to improving the speed and quality of hiring. In fact, in 2019 experts predicted that the market for human capital–related technology (mostly related to hiring and retention) would approach $30 billion by 2025.  Even during the difficult economic times of the past year and a half, much of the talent acquisition chatter continues to have a strong technology bent. 
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5 Recruiting Fundamentals that Always Work (Pandemic or Not)

on Aug 24, 2021 5:16:28 PM By | Employment Enterprises | 0 Comments | Recruiting Recruitment
Let’s not tempt fate by asking if finding talent and filling roles can get any harder or the job market could get any stranger. Instead, let’s focus on what works to get talent in the door and on the job.
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7 Creative Recruitment Strategies

on Aug 4, 2021 9:30:00 AM By | Jazz HR | 0 Comments | Recruiting Strategic Recruitment Online
Everyone is spending a lot more time online these days—including job applicants. Job seekers (especially younger ones) are increasingly using social media in their job searches, and organizations are capitalizing on this trend to widen their applicant pools. Companies worldwide are leveraging their social media platforms to build their employer brands and create fun, laid-back content that attracts potential candidates. With the following strategies, organizations can drive interest in their next hiring campaigns. 
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The Definitive Guide to Recruitment Chatbots

on May 26, 2021 9:45:00 AM By | iCIMS | 0 Comments | Technology automation Recruitment
Chatbots (or digital assistants) have been around for a while, but their use has soared in recent years, especially during the Covid-19 pandemic, and is expected to climb even higher. Not only are these AI-powered automated software robots rapidly growing smarter, but they're also becoming increasingly capable of handling recruitment tasks such as answering job seekers' questions, prescreening candidates, and scheduling interviews. (One of their most valuable contributions toward recruitment is their ability to recruit 24-7: at any time of day or night, a chatbot can connect a job seeker with positions that best match their skills, experience, and interests.) In order to best leverage chatbots for their own recruitment, though, hiring managers and HR staff first need a basic understanding of what they do and how they work.
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Education's 2021 Flash Hiring Boom

on Mar 15, 2021 10:13:35 AM By | Employment Enterprises | 0 Comments | Education hiring Recruitment
A Look at the Specialists and Recruiting Push behind the Return to Full-time School The Coronavirus Pandemic has taught the world many lessons, including how essential in-person K-12 schooling is to the healthy functioning of the U.S. economy and workforce. As Axios reported this February, economists predict that the past year will deliver a $14 to $28 trillion long-term blow to the economy “due to coronavirus-induced learning loss.” The need for childcare and remote schooling support at home has forced millions of parents out of the labor force and become a hot-button issue for every state government and school board across the country.
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How to Stay Ahead of Challenges to Virtual Recruitment

on Mar 11, 2021 2:42:54 PM By | iCIMS | 0 Comments | Recruitment AI
In response to the lockdown measures of 2020, virtual recruitment went from "nice to have" to "need to have" seemingly overnight. As talent teams use innovative recruitment software to transform the ad hoc solutions of 2020 into long-term strategies for the future, they are paying particular attention to virtual recruitment for several reasons: Work-from-home arrangements are expected to continue for some time, with hiring managers predicting that "26.7 percent of the workforce will [still] be fully remote" at the end of 2021 1 and flexible remote policies on the table for 57 percent of employers even after the pandemic ends. 2 A significant number of people apply for positions outside their geographic areas (for example, during the fall of 2020, "more than a quarter of all applications submitted through iCIMS' platform were from out-of-state candidates"3 ), which limits the use of in-person interactions during the hiring process. More and more companies are embracing the use of communication tools (such as video conferencing) that facilitate teamwork and collaboration among geographically dispersed colleagues. In fact, over two-thirds of the executives interviewed for one recent survey believe that "video conferencing delivers many of the benefits of being face-to-face."4 In light of these and other similar trends, now is the perfect time for HR to pause, reflect, and strategize on what's next for virtual recruitment. Considering how successfully the HR industry collectively rose to the challenge of quickly adapting a process that depends on human interaction to one that works in a virtual environment, there is no doubt that HR can achieve much more in this area when it has more time to plan. By understanding and anticipating areas of opportunity, HR can stay ahead of challenges related to virtual recruitment and successfully develop and implement effective virtual hiring practices. CHALLENGE: It's tough to stay compliant when business and legal requirements vary from state to state (or country to country). SOLUTION: Implement one system for viewing robust analytics from multiple recruitment tools. The key to quickly and efficiently compiling reports to meet widely differing requirements is to access information from across the entire HR tech stack. A platform that integrates all of the organization's recruitment software solutions (such as tools for video interviewing and onboarding) provides transparency into the full talent life cycle, thus yielding flexible and straightforward reporting. CHALLENGE: Social distancing makes it more challenging to engage candidates who have higher expectations for virtual interactions. SOLUTION: Secure high-performing hires by using engaging and scalable outreach throughout the hiring process. To create high-touch experiences, most modern career sites now have recruitment chatbots, smart applications that automatically respond to FAQs in order to keep curious career-site visitors informed and interested. Allowing candidates to self-schedule interviews and using text messages for communication with potential hires can also help companies meet modern expectations for engagement. By freeing up recruiter time earlier in the hiring process, organizations not only reach more talent with no added effort but also gain more time for meaningful relationship-building. CHALLENGE: Without in-person validation, the dreaded "application black hole" feels even more isolating. SOLUTION: Check in regularly with candidates (but use methods that don't incur extra work on the recruiter's end). The speed of an organization's outreach can make the difference between an anxious applicant and a promising prospect. Timely responses are especially important when different time zones (and related communication delays) are involved. Text-based recruitment software is one great solution that allows recruiters to automate updates and easily send reminders and answer questions. This responsiveness shows candidates that companies value their time and therefore increases applicants' engagement. CHALLENGE: The lack of in-person meetings makes it harder for recruiters to screen for emerging (and important) skillsets. SOLUTION: Use video to get to know applicants. The past year has forced everyone to develop new soft skills, especially in areas such as social influence, resilience, active learning, and stress tolerance—all of which can be considered when making a new hire. Each role has certain baseline of requirements, but employers also want to know how a new hire's abilities complement the skills their prospective team already has. With modern functionality that makes it easier to create a more structured interview process, improve feedback and reporting, and operate within an organization's ATS workflow, video interviews can play a crucial role in obtaining vital information about candidates. CHALLENGE: When they can't experience a company's culture in person, candidates struggle to know if it is a good fit for them. SOLUTION: Use video to show off the organization. Video is useful not just for helping organizations assess candidates but also for helping candidates assess organizations. For example, live conversations with a diverse panel of current staff during the screening process can help applicants see multiple aspects of the company; prerecorded employee profiles posted on the organization's career site can also fill that function. CHALLENGE: Poorly timed offer letters can cause companies to miss out on talent in competitive markets. SOLUTION: Create a formalized offer process that kicks off as soon as a verbal offer is made. Automated offer management gives companies a competitive edge and enables them to maintain the personalized feel of their recruitment and hiring. A library of preapproved language (with location-specific terms and clauses) and e-signature capability can streamline the offer process and increase a company's chance of getting a yes from a desirable candidate. With social distancing still the current norm and remote work predicted to remain widespread in the postpandemic workplace, companies have no choice but to innovate new recruitment strategies. Thanks to new technologies, virtual recruitment is one very powerful option for meeting that need. It does bring some interesting challenges to the table—but nothing that recruiters armed with careful planning can't handle.
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