Advanced Guide in Using Softwares for Smart Recruiting

Smart Recruiting

The buzz word of this decade is “smart”. Despite a common idea of developing yourself as a smart personality with a set of universal skills, people want to upgrade their environment and make it smart, optimized and still useful to their everyday operations. Smart techniques along with embedded and implemented AI technologies are widely used in day to day business operations. There are dozens of general benefits, such as saving time and resources and making sure to produce qualitative goods and provide services along with collecting data for future analysis and scaling up.

Nothing in this world will operate without people on board and their engagement thus digitalization of recruiting is an inevitable part of every business. You either change or risk to become obsolete, fall behind progress and lose money or close down. This advanced guide will help you with getting rid of the chaos of recruiting and lower retain and onboarding costs.

Let the digitalization have the upper hand

The ultimate condition of staying above the market tendency and scale up your recruiting process is to embrace these changes and do not resist. As if something new appears and brings benefits to optimize the process everybody takes it up. Use curiosity to research new techniques and trends or software to hire the best employees and stay in contact with the world. One of such things is the implementation of ATS (applicant tracking systems). It will help you get your head around the recruiting mass: create a suitable for your company hiring process and set up the workflow. ATS helps immensely to get through the huge pool of candidates and do not lose any single detail with keywords and statuses of contact with potential workers.

The must-have now is to gamify the process of recruiting, which is beneficial for both you and your employees. You get clear data about soft and hard skills and your potential worker interacting with tests reveals needed you details about his/her professionalism and personality with interest and not fear. These tests have been widely used in IT companies and proven to decrease a turnover rate due to the fact of sifting employees who are not going to fit in.

Do not limit your company with just office workers and get rid of old-fashioned prejudice of remote workers being unproductive. Lots of successful businesses do not have any geographical borders and even scheduled hours, set of earlier confirmed digital tools help them to communicate and run a billion businesses and complicated operational systems. It all starts with an interview via Facetime, Skype or any messenger and continues with gamification to check on skills for future collaboration.

The last from this set is to track metrics. You may be surprised but there are data which is important to be considered every time you post a job description. Every posting costs a penny and if you are using lots of boards and sourcing at some point it can be better to use one which brings you more qualified candidates and wide outreach.

PR is not only about Personal Brand and Marketing

The idea is nothing without its realization and what is even more important without improvement and support. The same goes for the company and its employer brand. The pool of candidates is huge nowadays but the final decision is up to the candidate. And money is not the final point to decide on job choice as people are looking for the best conditions and brand which they will put in their CVs later. Make sure to curate that brand from the starting till the finish point of your collaboration. Strong employer brand attracts candidates like word-of-mouth marketing and cuts on costs for job placement. Though it is not an easy job which needs more EI and HR engagement it works better than any advertising in any social media or job posting resource.

Get everyone to know about your presence on the market

 It does not matter which business your company operates and whether you use social media as a market place but you have to have a page on Facebook, LinkedIn, Instagram along with the website. A surprising fact that Facebook nowadays outweighs even the official website. It the world of thriving social media the first thing which good candidate will do is run a research on the company itself for multiple reasons: to get to know more information about a business; to learn about potential coworkers or bosses and to read feedbacks from current or previous employees. The other thing is that social platforms are reached far more often by modern generations and your job posting can attract just the right person to your team. The most important here is to fill in your page with qualitative and highly convertible content with keywords. A good job description is a halfway closed vacancy.

[“source=hrtechnologist”]

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