5 Tips to Improve Communication in the Recruitment Process
Danielle Meakin - 6 Comments - 29 Sep 2019

HR professionals need to balance a couple of very big essentials during the recruitment process. Speed and proper communication are two of those that can be challenging to implement at the same time.

Effective communication, however, plays a role in boosting effectiveness. By zooming in on the right candidates and making the onboarding process seamless.

Talent shortage is a massive issue today and almost 73 per cent of employers report difficulties in filling positions. At the same time, employee engagement is lower than ever before. Disengaged employees cost businesses up to 550 billion dollars per year – a massive amount that can be reduced through better communication about expectations and roles on both parts.

So, what does it take to make the recruitment process more informative, more tailored and more effective? Here are some of the strategies that HR professionals can rely on to improve their communication efforts.

 

Data Collection

Good communication is heavily dependent on going into every meeting fully prepared.

Luckily, various technologies can be employed today to gather relevant data.

The recruitment process needs to be digitized and optimized, reducing the paper clutter that HR professionals go through. When the right HR software is utilized, it can also analyze current metrics and candidate trends. This will ensure better preparedness over the course of the recruitment process.

Gathering information about candidates to advance is equally important and there are multiple strategies to employ for the purpose.

 

Online Communication Is More Important Than Ever Before

Everyone is online – a fact that recruiters need to account for when communicating.

If seniors can meet each other online on dating websites, recruiters also have to be present across platforms to streamline and speed up the collection of information.

Social media platforms like LinkedIn have already pretty much become the standard in the recruitment realm. It’s also common for companies to employ live streaming and video calls, making it easier for candidates to schedule interviews in a comfortable way.

The current worldwide situation and the coronavirus pandemic are changing the way we live and the way we work. It is anticipated to have a profound effect on the ways that interviews are being carried out and onboarding is occurring.

Making use of digital technologies right now will exponentially maximize communication capabilities in a cost-efficient, tailored way that all businesses can benefit from.

 

Maximising candidate engagement

 

Automation for Some Immediacy

Certain aspects of recruitment process communication can be automated, freeing up human resources for the more strategic tasks at hand.

When a human being has to go through every single step, some processes can be needlessly prolonged. This is why tech can be employed once again to automate a few steps and give HR professionals a breather.

Here’s a very simple example of how communication automation can occur.

After a person has sent in an email with their application, they could receive an automated response. The automatic email can shed a bit more light on the company culture, the onboarding process and the additional steps that the candidate will have to go through in case they’re considered relevant for the position.

While this is a very basic example of how recruitment communication can be automated, it paints a clear picture of how everything can be sped up and simplified for the purpose of simpler, quicker and more efficient processes.

 

Always Have a Timeline for Replies and Processes

Many people who apply for specific positions complain that they never hear back from recruiters or that they hear back too long after the initial contact.

Every recruiter needs to set strict timelines for responding and for staging out the recruitment processes.

Having automation in place will take a lot of the administrative burden off your shoulders. This way, you can focus on setting a timeline for responding and completing every single step of the candidate filtering out process.

While such timeframes are more or less guidelines, they create a sense of urgency and move the communication forward. Our minds are wired to perform better when a deadline is in place and the rule does apply to corporate communication.

 

Clarifying Roles within the Hiring Team

The final tip is purely organizational but it can have some impact on the quality of communication within the recruitment team itself, as well as with candidates.

It’s very important to clarify the role of every single member of the human resources department.

Very often, there are implied roles and responsibilities that may be taken on by more than one person. Not only are such processes ineffective, but they can also lead to reduced productivity and serious mistakes down the line.

If there’s a lack of clarity, the department will need to address this internally before a recruitment campaign is initiated. What’s the role of the hiring manager? Does the team have a senior leader at all? Who’s leading the interview process and how are they communicating with everybody else?

These are just a few of the key questions that need to be addressed for proper responsibility allocation. When recruitment team members have a clear idea about their role in the department, they can start communicating more effectively with everyone involved in the process.

Improved communication can speed up recruitment and save a company tons of money. The recruitment team must work to address any ambiguities as soon as possible. Such processes are far from expensive and when carried out correctly, they can contribute to profound operational efficiency in the future.

 

Author’s bio

Ben Brown is a freelance writer and a content manager at dating site DoULikeSenior

 

Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To discuss what we can to for your recruitment strategy, and find out more about our fully integrated communication tools, book a demo by clicking here.

Book A Demo

ben.brown@smartrecrooot.com'
Ben Brown


Ben Brown is freelance writer and a content manager at dating site DoULikeSenior with top notch communication  skills. He enjoys learning new things and learning more about people from all over the world. His passion and diligence enable him to consistently grow and improve both himself and his career.


The benefits of video technology for recruitment (and how to make the most of them)
Danielle Meakin - 6 Comments - 29 Sep 2019

The advance of technology has created major changes for the world of recruitment, making it easier than ever for employers to search for and connect with potential candidates and prospects around the world.

The growing use of video technology has been one of the biggest developments, giving companies a fresh new channel to communicate their brand values and conduct interviews with talent more conveniently than ever before, regardless of geography.

 

 

At a time when the world is facing major disruptions to travel and business norms, innovations like this are proving indispensable to organisations looking for the best ways to carry on regardless.

However, the benefits of video technology shouldn’t be taken for granted; as with any new technique, businesses will need to learn and get used to the specific quirks and requirements of using video for recruitment in order to get the most out of it.

Some companies have been using video interviewing methods and recruitment techniques for years, and they have proven its worth many times over, both in periods of disruption and in our day-to-day activities.

Here, we will share some of what we have learned about getting the best out of video technology in order to help you unlock all of the benefits available.

 

What are the advantages of video technology for recruitment?

 

As online video content has become increasingly common, the advantages it provides have become very clear. Video offers a flexible, immediate and highly accessible medium for corporate communication, providing much greater scope for engagement and intimacy than emails or static written content.

Recruiters are currently finding all sorts of uses for video, including:

  • First-stage interviews
  • Video job advertisements
  • Preparation and training videos
  • Candidate success stories and video case studies
  • Candidate promotional videos

Of these, the ability to carry out interviews remotely has arguably had the greatest impact, providing hiring managers with a way of meeting and getting to know applicants that’s more versatile and convenient than ever before. Instead of needing to block out time to organise a face-to-face meeting, all of the parties involved can simply dial into a video conference call as soon as it’s convenient, and get straight into the process of getting to know each other.

A well-organised video interview can deliver the following benefits:

  • Businesses can organise interviews with candidates working on busy schedules, including those who have existing professional commitments. This is particularly beneficial for companies looking to access top-level talent who already have jobs within their chosen market
  • Recruiters and candidates can avoid the need to travel and book time away from other projects to attend the interview, creating productivity and cost saving benefits
  • Employers can meet a higher number of candidates in a shorter amount of time, helping to accelerate the overall recruitment process
  • Having a formalised video interview process creates a more consistent interviewing experience for candidates, putting applicants on a level playing field and helping the recruiter make decisions in close calls
  • When compared to a phone interview, video-based options are a much better option, as they enable you to see a candidate’s body language, facial expressions and overall appearance. This helps you piece together a picture of how they would fit into your business

In our experience, most candidates go straight into a final interview after a successful initial video interview, highlighting the effectiveness and proven benefits of this process in the world of corporate recruitment.

 

What are the potential pitfalls of video interviewing?

 

As with any kind of technology, video interviewing comes with its own potential issues, and getting video interviewing right requires companies to be aware of these. Of course, technical hiccups can’t always be avoided, but there are certainly steps that can be taken to avoid the most common pitfalls.

For the employer or recruiter, poor planning can lead to a video interview feeling disorganised or chaotic. This may be because efforts weren’t made to create a presentable professional space to host the interview, or because your network connection cannot cope with the demands of the live video stream, resulting in a glitchy or laggy conversation. This can be disastrous for the interview, resulting in both parties being unable to hear each other, so it is vital to make sure the connection has been properly stress-tested in advance.

Meanwhile, candidates also need to be properly prepared for the specific conditions created by the video interview. Some will naturally feel nervous about looking into a camera or seeing themselves on screen, meaning they do not perform at their best, while others will find their home internet connection is not up to the task. As such, ensuring that applicants are mentally ready for the video chat – and have the equipment they need to make it happen – should be a top priority for recruiters.

 

How should participants prepare for a video interview?

 

Getting the most out of a video interview means that applicants and employers alike need to take the right steps to get ready, bearing the unique requirements of the video technology in mind.

This means:

  • Making sure both parties have a strong internet connection, which may require relocation to an area with the best possible signal. This should include encouraging other people on the same network to avoid taking up too much bandwidth with other streaming programs and services during the call
  • Both the candidate and the interviewers should set up an appropriate space for the meeting, with a plain, clear background, good lighting conditions, a lack of glare and shadows, and low background noise
  • Any devices used during the video interview should be properly charged, or plugged in where possible, to avoid a low battery interrupting the conversation
  • Participants should come up with a backup plan for any problems that arise. This may mean having a secondary device or software program on hand, just in case

In most other ways, preparing for a video interview should be basically the same as getting ready for any kind of interview, as the conversation itself won’t be too different from an in-person meeting. After all, the goal of the process – to find out about the skills, values and personality of the candidate – remains the same, so the topics of their questioning are unlikely to change.

Similarly, most of the tips offered to applicants ahead of a face-to-face interview will apply equally to a video call. No matter whether the interviewer is there in person or appearing on a screen from another country, it remains just as important for candidates to maintain eye contact, plan out structured answers, ask the right questions and provide a good sense of their natural abilities.

Essentially, video technology ultimately doesn’t change what’s most important about the interview process: namely, its value as a tool for employers and talented professionals to get to know each other. However, by properly harnessing the advantages that streaming technology can provide, you can ensure your recruitment processes are as flexible and convenient as they need to be to handle all the challenges 21st century life throws at you.

Written by Carlo Miller, Recruitment Partner at The People Pod, for Smart Recruit Online.

 

Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book A Demo

Carlo.Miller@smartrecrooot.com'
Carlo Miller


Carlo Miller is a Recruitment Partner at The People Pod.


Defining the Art of Talent Attraction
Danielle Meakin - 6 Comments - 29 Sep 2019

Talent Attraction strategy is much more than just media acquisition, multi-posting and attracting applicants.

There is a defined art to delivering each component associated with successful talent attraction so that it optimises the outcomes during each stage of the process.

The art and techniques should be influenced by data and research, human behavioural science and tried and tested methods.

 

 

It basically consists of 3 primary elements:

 

MAXIMISING VIEWS OF YOUR JOB

 

Media Range: The breadth and range of media channels that your job actually goes out to.

Media Selection:  An evidence-based approach to selecting the right media channels where your prospective applicants are most likely to visit and that give you the best ROI.

 

GENERATING MORE APPLICATIONS

 

Improved Visibility: Increasing visibility within each media channel by manipulating the search engine, so that your job appears higher in the results, thus generating more views.

Increased conversion: Maximising applications by converting more views into actual applicants through better copywriting techniques.

 

job advert writing

 

BETTER RETENTION

 

Improved Capture: Avoiding the loss of any applicants in the first stage of the application process.

Improved Engagement: Avoiding early drop off immediately after the application takes place by deploying a reward and nurture strategy.

 

Getting all of this right for each individual job certainly isn’t easy, but many online recruiters consistently get this very wrong.

 

Working with our clients to generate significant tangible improvements in this area is certainly one of the most rewarding parts of what we do.

 

 

At SRO we have refined every single part of the talent attraction process, in order to optimise results and get more jobs filled with higher quality direct applications.

From job creation, channel selection, styling and tone, to applicant experience. We ensure that every touchpoint with each prospective candidate is designed to increase the probability of a positive outcome. To find out more request a demonstration of our platform. 

Book a demo

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


5 Signs That You Are Interviewing a Bad Candidate
Danielle Meakin - 6 Comments - 29 Sep 2019

5 Things To Look Out For During An Interview by Mark Stephens

When interviewing applicants it can sometimes be easy to get carried away and miss the warning signs, especially if you actually like the individual sitting in front of you. However, recruiting the right people means ruthlessly discarding those that don’t meet the minimum standards.

Here are 5 critical items to look out for when you run your next interview:

 

1. They haven’t prepared for the interview

As an absolute minimum, any individual attending an interview should have visited your website, know a little bit about you, and be able to explain what it is that you do. If they don’t know these basics, then how can they put forward a strong case as to why you should hire them?

 

2. They don’t ask questions

Some people are very good at responding to interview questions and articulating what they think you want to hear, but anyone that is serious about establishing a successful career with you will have plenty of questions for you and not just at the end of the interview. Each time you ask the applicant a question, this is a great opportunity for the best candidates to respond with questions of their own.

 

3. No depth to their answers

Weak candidates and those that might have expanded upon the truth in their CV’s have very little depth, and this is relatively easy to establish. Behavioural interviewing techniques will allow you to ask several layers of questions around the original question and when people lack genuine knowledge, understanding and experience, they tend to come unstuck. When you take this approach they generally start to waffle. Look for eyes that look to the candidate’s right when responding. This is an obvious sign that they are tapping into the creative side of their brain to make up an answer.

 

Candidate Behaviour

 

4. They see their job as 9-5

Some jobs are for plodders, but when most of us recruit, we want dynamic, energetic, self-motivated people who can take on responsibility and treat your company and customers with care and attention and grow with the company. The reward for this is longevity, stability, respect, progress, responsibility and remuneration that should increase appropriately. To progress faster requires more educational input and that should not stop within the confines of a working day. People who do not invest in themselves, through self-learning, reading, courses and training will only ever likely be plodders.

 

5. They don’t accept responsibility for their mistakes

During the interview, you’ll want to ask about a time when they had to handle a difficult or awkward situation at work and how they resolved it. You can also ask them about their previous working relationships, especially those with managers that might have held them back.

People who blatantly blame others for their own lack of success or failures will bring that blame culture and mentality into your organisation.

 

Screening

Getting applicants to complete a behavioural assessment ahead of an interview is a great way to help identify cultural and behavioural areas of potential conflict.

At SRO we use a fantastic tool called Prism Brain Mapping, that allows you to benchmark the most critical behavioural and cultural elements associated with the job and when candidates complete a questionnaire designed to encourage them to highlight the behaviours that are most critical to them and that motivate them, we get a clear indication of where those areas of potential conflict are.

These tools are an amazing interview aid and encourage the recruiter to dig in the right areas and uncover the areas of risk relating to that candidate, in regards to the job you are considering them for.

Many online tools that can be activated within your talent acquisition system will help minimise the risk of hiring the wrong people and help to ensure that interviews stay on point.

About the Author:

Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

His company, Smart Recruit Online, have been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months and currently hold the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

Connect with Mark Stephens on LinkedIn

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

 

 

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


5 Best Practices For Candidate Vetting in 2019
Danielle Meakin - 6 Comments - 29 Sep 2019

5 Best Practices For Candidate Vetting in 2019 By Rick Witherspoon.

Recruiters are getting smarter about how they filter out applicants during the hiring process. Scary stats like the cost of making the wrong hire motivate in-house recruiters to be more careful about whom they extend job offers. The cost of hiring the wrong fit can be up to 2.5x the salary – as much as $240,000, according to one report.

In a job market where roles require specialized technical knowledge, vetting processes must keep up. Fierce competition over the best candidates, as well as pressure to perform on key metrics like employee turnover and cost-per-hire, encourage in-house recruiters to spend more time in the vetting phase of the hiring process. Here are the best practices smart recruiting teams follow to vet candidates in 2019.

 

Use the right software

Software tools and platforms are critical to helping recruiters filter out candidates in the early phases of their hiring process. “A vetting process should allow you to filter out candidates who don’t have the skills necessary to succeed in the role. To do this, you’ll want to start by vetting the applicant’s resume, cover letter, and other application materials they’ve submitted for review,” recommends Smart Recruit Online.

Likewise, these tools can positively impact diversity hiring and help an HR team be unbiased when evaluating resumes. Testing and assessment tools like Codility, HackerRank, pymetrics, and Vervoe filter candidates based on real-world simulations, allowing candidates to be ranked based on skillset rather than what’s on their resume. Vetting tools help recruiters be more organized, efficient, and purposeful in who they invite to proceed to the next stage of the recruiting process.

 

Integrate AI to assist recruiters

Many of these software tools use algorithms to filter resumes by keywords, but this year’s trend takes it a step further. Companies in Silicon Valley are working on smarter AI solutions to read applications beyond simple keyword identification. “Instead of one person reading through hundreds of resumes, they envision a process in which AI can quickly sort through data. CEO Somen Mondal compares its tech to a recommendation engine, much like Amazon or Netflix — the first line of defence against high-volume hiring,” writes The Verge. Tools are getting smarter and smarter at helping recruiters vet through the initial influx of candidates.

 

Outsource your vetting process

Tools and algorithms can’t be replaced by human interaction, however. There’s a limit to how far a robot can take the vetting process – and thereafter, a significant amount of human resources are dedicated to finding the best person for the job. Especially in executive searches, third-party recruiters are necessary to make sure the right person is hired the first time around.

More and more companies are outsourcing their executive recruiting to a talent and recruitment agency. They’re seeking an objective perspective on their vetting process; recruiters outside the company can truly evaluate whether or not a person is the best candidate. Outsourcing gives companies the benefit of building specialized, world-class teams without having to hire in-house experts with the technical knowledge to properly vet technical candidates.

Talent Attraction

 

Ask the right questions

One of this year’s biggest trends? Asking smart questions. Historically, interview questions followed the same line, no matter what industry you were in. “Why should we hire you?” is one of those outdated, overused questions that don’t offer much insight into a candidate’s ability. Instead, recruiters across the board are investing more time in candidate vetting with job-related or behavioural questions that assess the candidate’s fit. “While it is good to hire people who match the personalities or personal backgrounds of your current employees, it is just as important to seek out a diversity of opinions, backgrounds, and interests in the people you hire,” writes one expert from Glassdoor.

 

Consider merit, rather than background

Perhaps the biggest overall candidate vetting trend of 2019 is the impulse to move beyond the resume. For example, JavaScript is the most well-known language among software developers, according to a survey by Hackerrank. But, students aren’t learning JavaScript – it’s not taught in most university computer science programs. Companies that want to hire developers with experience in JavaScript must look past a college diploma to vet candidates who haven’t taken the traditional route. Today’s vetting procedures weigh career trajectory more heavily than educational achievement. This benefits candidates and companies alike – the future of vetting practices looks brighter than ever.

 

This article was originally published on Elevate Talent.

RICK WITHERSPOON

Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.

 

Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

Book a demo

 

 

RickWitherspoon@smartrecrooot.com'
Rick Witherspoon


Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.


Is this the most highly endorsed recruitment service in the UK?
Danielle Meakin - 6 Comments - 29 Sep 2019

Is this the most highly endorsed recruitment service in the UK? by Mark Stephens.

Having successfully completed more than 500 customer feedback surveys in the last 5 years, we can now confirm that 98% of all Smart Recruit Online (SRO) customers gave the maximum 5 out of 5 ratings against their onboarding and customer support services. 94% of all SRO users gave a 5 out of 5 satisfaction rating for the platform capability and ease of use, and 91% of all SRO users gave top marks against the quality of applications and against successful outcomes achieved.

 

Talent Attraction

 

Leading the way for Customer Service

Also, over 400 individual customer testimonials received to date confirm these numbers, with the majority referring to SRO as the most effective method of direct hiring that they had ever experienced and many sharing how they felt about the ease of use and extremely high levels of user adoption. Almost every testimonial received, refers to the exceptional levels of customer experience, with one national company Director, even going as far as saying that it was the best customer experience that he had ever experienced in over 50 years of business management.

 

Discover what we can do

We know that it is difficult choosing the right recruitment solution in what is a complex and fragmented market place with hundreds of tools, methods and services to choose from, but if you are looking for evidence of what genuinely and most consistently works best, backed up by existing customer endorsements, then SRO would like to provide you with a personalised online walkthrough of how we work, with no obligation to buy. After we complete your walkthrough, we will provide you with a full proposal and an option to run a 3 month free trial of the platform, tools and support, in order to establish your own evidence and a business case for using SRO.

If you already use an ATS, then we can demonstrate how we are able to convert your ‘recruitment management system’, into a genuine ‘Talent Attraction system’ and if you are already using another online service, why not take our ‘Pepsi challenge’. In a recent trial, we achieved nearly 10 times the number of quality applications for a national security client in the first few months.

 

More about the author

Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

His company, Smart Recruit Online, have been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months and currently hold the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

Connect with Mark Stephens on LinkedIn

 

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

To book a demo with us and learn more about how our technology can transform your recruiting process, click here.

Book a demo

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


Is the traditional CV now dead?
Danielle Meakin - 6 Comments - 29 Sep 2019

Is the traditional CV now dead? by Mark Stephens.

An article that I read this morning encouraged me to share a few thoughts and insights on this topic.

Increases in attrition levels and longer bedding in periods before new hires become productive are becoming more commonplace, and can often be traced back to poor or inadequate recruitment practices.

 

The limitations of a CV

Most of us understand that if you want to evaluate prospective candidates properly, then you will need to dig far deeper than the traditional CV.

You will also need to go beyond a telephone interview, and if you want your onsite face to face meeting to be effective, then you will need to do a lot more ahead of that interview, to evaluate the prospective employee that you are meeting with.

Few people will argue against the opinion that a CV is a one-dimensional document, that I like to think of as a business card, but rarely, if ever, will a CV tell you everything that you need to know about someone, before hiring them.

And yet more than 50% of hires in the UK ever go much beyond the CV, before moving onto a telephone interview and then to a face to face meeting.

 

Time for change

Deloitte, in its 2019 Global Human Capital Trends Survey, showed over 70% of employers cited recruitment as a critical business issue, and if you go back a few years to the last CIPD survey of over 1000 business owners, over 90% stated that the recruitment of staff was the most critical issue influencing effective growth within the organisation.

So it is slightly disturbing that so many recruiting businesses, fail to apply the right level of due diligence.

Recent surveys indicate that current national attrition rates are massively up and are, of course being affected by the current record low unemployment rates we are experiencing, but there is also a lot of evidence to prove that there is a direct correlation between employment longevity & new hire productivity, and the quality of due diligence performed during the applicant screening process.

 

Talent Attraction

Collecting the right information

Here is a selection of the most common forms of due diligence that can be delivered as part of your assessment process:

– Industry and Job Knowledge Tests

– Competency-Based Assessments

– Skills Assessments

– Gamification or Task Orientated Tests

– Cognitive Ability Tests

– Critical Thinking Test

– Creative Thinking and Problem-Solving

– Numerical Reasoning

– Aptitude Tests

– Cultural Alignment Profiling

– Behavioural Alignment Profiling

– Emotional Intelligence

– Team Fit

– Personality Profiling

– Presentation and Communication Profiling

– Background and Reference Checks

 

In reality, it is impossible to consider running too many of these tasks, which is why consideration needs to be given on a per role basis as to what due diligence is most appropriate to the position being recruited for, in order to provide an effective holistic assessment of the prospective employee.

The traditional CV should at best form part of a well thought out set of screening tasks and references that contribute towards the interview selection process.

Better screening can also remove the need for multiple on-site interviews, which, in my experience are often costly and unnecessary.

Decisions at face to face meetings are also often heavily driven by gut feelings, so it makes sense to do the formal groundwork before-hand.

By adopting a good talent attraction and recruitment management system as the centrepiece to your recruitment strategy, will also contribute towards applying better practices as it makes it easier and more effective to issue and draw conclusions that assist in making the best hiring decisions.

 

 

More about the author

Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

His company, Smart Recruit Online, have been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months and currently hold the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

Connect with Mark Stephens on LinkedIn

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


You’re Probably Addressing Workplace Diversity All Wrong. Here’s What You Should Be Doing Instead
Danielle Meakin - 6 Comments - 29 Sep 2019

You’re Probably Addressing Workplace Diversity All Wrong. Here’s What You Should Be Doing Instead by Brad Wayland

These days, it seems as though inclusiveness is the golden goose for human resources, particularly those operating in technology. The problem is that most businesses go about it in entirely the wrong way, falling into toxic traps like hiring quotas and tokenism. This needs to change.

 

Diversity hire. 

How does that phrase make you feel? If you’re anything like me, not great. For one, it’s dehumanizing, reducing a new employee down to a single label, ignoring everything else about their accomplishments and who they are as a person.

You’re hiring them because of a quality over which they have no control rather than because of what they can do.

You’re no longer hiring  Kristin the Data Scientist, who graduated with top marks from Stanford. She’s Kristin the woman.  You aren’t hiring Greg the Marketing Director, with over ten years of experience and a master’s in Marketing Science from Columbia. You’re hiring Greg the black man.  You’re not hiring Lucas because he graduated from New York University and worked on Wall Street. You’re doing it because he’s gay, and you have a quota to fill.

You get the idea.

“I’m a dream hire for most technology companies,” writes Jori Ford,  Senior Director of Content and SEO at peer-to-peer G2 Crowd. “In an industry dominated by white, straight males, a lesbian with both black and Korean heritage checks a lot of boxes. And that’s the problem. In response to the demand for more diverse hiring practices, technology firms have resorted to quotas that ultimately miss the point.”

But isn’t it admirable to seek out men and women who are traditionally underrepresented in your industry?

Yes, but you need to be doing it for the right reasons. Not to fulfil some bogus corporate initiative or make your business look better in the eyes of investors and customers. And not with a focus that begins and ends at hiring and retention.

You should hire someone underrepresented because they might bring a unique perspective to your workplace. You should hire them because discrimination is harmful to everyone, at every level of a business. But most importantly, you should do it if you genuinely believe they’re the best candidate for the job. 

 

Health & Wellbeing Group

 

Rethinking your approach

There’s another angle to this whole conversation, as well. Simply bringing in a diversity hire will not make your workplace more diverse. Diversity requires that your organization rethink its values and mission. Here’s how:

• Work within your organization to find out what preconceptions your people hold about others, and why. Negative stereotypes do not develop in a vacuum, and challenging them is the first step to fostering greater inclusiveness.

• Look at your employees as people rather than resources, and ensure your colleagues do the same. Empathic leadership, as noted by tech publication CIO, is at the core of inclusiveness.

• Make diversity an ongoing effort rather than a single initiative, and focus on retention as well as hiring. Culture is not something that can be changed overnight, nor can inclusiveness be assured by handing out a few pamphlets.

• For the hiring process, consider implementing a blind evaluation phase. Your hiring department will look exclusively at each candidate’s credentials, without knowing anything else about their identity.

When you hire someone to fulfil a quota or simply for the sake of having a more diverse workplace, you’re putting the cart before the horse.  Diversity and inclusiveness aren’t something that can be automated, nor can they be dealt with through spreadsheets. Understanding that is the only way you’ll make your workplace genuinely inclusive.

 

About the Author

Brad Wayland is the Chief Strategy Officer at BlueCotton, a site with high-quality, easy-to-design custom t-shirts.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

To find out how we can tailor our services to match your recruitment needs, including reducing selection bias, click here.

 

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BradWayland@smartrecrooot.com'
Brad Wayland


Brad Wayland is the Chief Strategy Officer at BlueCotton, a site with high-quality, easy-to-design custom t-shirts.


How to attract the best talent in a candidate-short market
Danielle Meakin - 6 Comments - 29 Sep 2019

Does your business have a recruitment plan? Sensible preparation could help you over the line in the dash for talent as we find ourselves in a candidate-short market.

New research by the Korn Ferry Institute predicts a major recruitment crisis with a significant future shortage of skilled workers. The study estimates that by 2030 the global talent shortage could reach 85.2 million people, costing companies trillions in lost business opportunities.

The United States financial services sector is projected to suffer the most, while European financial centres, like the UK and Germany, could struggle to retain their global positions due to the looming skilled-talent shortage.

Strategic action to address this is essential and it should start now. Business leaders who move talent acquisition to the top of their agenda will be in the best position to compete for scarce talent in the future.

In this article, I’ll be looking at what businesses can do to attract talent in a candidate-light market.

 

Talent Attraction

 

1. Consider in-house recruitment or outsource to a specialist recruiter

Agency recruitment isn’t always all it is cracked up to be. For a start, how can an agency know everything about your business? Deciding who should handle your recruitment isn’t an easy decision and there are pros and cons for seeking talent yourself or using an outside recruiting team that is dedicated to looking after your recruitment needs.

One of the biggest arguments for keeping recruitment in-house is to avoid huge recruitment fees. Mike Knivett, MD at Artemis Marketing, found using external agencies costly and not always successful in finding exactly the right candidate.

“We decided to bring recruitment in-house and hired a specialist on a part-time basis to help us. Since our recruitment specialist, Caroline, has been on board we have successfully recruited some amazing people who are exactly the right fit for us. Caroline has been able to work closely with us to really understand our culture and business needs.”

If you do decide to use an agency, it is a good idea to partner with one that has a high level of specialism suited to your business needs. This should at least ensure you get access to the right pool of talent. By working with the same recruiter, they can also get to know you and your business and ensure that there is a good cultural fit, in addition to having the right skills and experience.

 

2. Use social media to reach out

Social media is being used like never before in the race to find talent. Building your reputation online is by far the easiest way to reach the talent pool of the future. Millennials and Gen Z will soon become the biggest cohorts in the labour market.

Both groups embrace social media as their main form of communication. Millennials tend to use Facebook and Instagram, while Gen Z also uses Instagram, they also watch YouTube and communicate via Snapchat. Be mindful though, that social media is great for communication and establishing your brand, but not always as a stand-alone job advertising media.

See more about how Millennials and Generation Z use social media here.

 

3. Develop talent from within

70% of respondents to a Global Human Capital Trends survey by Deloitte cited recruitment as a critical issue when it comes to effective growth. High rates of employee-initiated turnover, low unemployment and the accelerating adoption of automation, which is creating intense demands for technical skills that don’t exist in today’s workforce, are making the job of finding qualified talent harder.

If talent shortage predictions are true, businesses will need a robust training and development programme to teach the skills they need in business. In fact, there are already enough talent shortages across more than 500 recognised skillsets to warrant adopting a fresh approach to attracting and retaining staff.

Internal talent mobility isn’t a new idea, but it is an area that isn’t tapped enough. According to Deloitte, reskilling an internal hire can be done for as little as one-sixth of hiring an external candidate. Emphasizing internal promotions illustrates to your employees they have a future in your business. This will go a long way in addressing the talent shortage and improve staff retention.

The national apprenticeship program and levy are all designed to encourage businesses to recruit ‘out of education’ and look outside of the obvious skillsets, in order to address similar issues. Expect to see this type of strategy become central to most larger organisations growth plans in the future.

 

4. Set up an employee referral system

You may not realise it, but your employees are an untapped resource when it comes to finding new talent. Your employees have an established network of friends and associates. They understand your business and are in a position to filter potential recruits to you with the appropriate skills and competencies. This could be one of your best recruiting tools.

 

5. Invest in culture

Your business will only become a magnet for talent if potential candidates hear good things about you. Salaries are no longer enough in isolation to entice the best people. Talented individuals are looking for companies with a strong and positive culture.

Things like Corporate Social Responsibility, business ethics and a caring and supportive environment are increasingly important and often mean more than salary. Wellbeing programs and robust learning and development opportunities are also on the list of must-haves that candidates are looking for in a company.

The future shortage of talent isn’t an industry-specific problem. Whatever your business, whatever the sector, you should be identifying business strengths to ensure you can attract candidates ahead of your competitors. You will, of course, also need to work hard at retention strategies too, which means an increasing focus on culture.

Ignore the recruitment problem and your business will suffer. The digital age means businesses with poor culture are being exposed like never before.

 

About the Author:

Annie Button is a Portsmouth based writer and recent graduate. Annie has written for various online and print publications, she specialises in business, Recruitment and career development’.

More articles by Annie Button

What happens when you neglect employee development

Will employee engagement save the hospitality sector from Brexit

 

Smart Recruit online is an award-winning Talent Attraction and Recruitment Campaign Management Platform with a 98% independent customer satisfaction rating and the highest direct hire fill rate in the UK.

If you want to take action and plan for your recruitment future, then get in touch and arrange a free, no-obligation online demonstration of our services

 

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Annie Button


Annie Button is a Portsmouth based writer and recent graduate. Annie has written for various online and print publications, she specialises in business, recruitment and career development.


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