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.


4 strategies to get the best talent for your small business
Danielle Meakin - 6 Comments - 29 Sep 2019

Did you know that unemployment rates in the UK are now at their lowest since the 1970s? This is obviously great news for the economy but presents a big challenge when it comes to hiring the best talent for your company. With the job market now being candidate-driven, finding the right people for your organisation can be harder than ever before.

We all know how important it is to have the best people working for you. With a talented and motivated team on board, your business stands the best chance of being successful. In that sense, employees are your most valuable asset, and care must be taken to recruit and retain them just as much as generating sales or managing finances.

So, are you doing all of the following?

 

Review your HR approach

A new recruitment drive is all very well but before you start thinking about hiring new employees, are you sure you’re doing everything you can for your internal staff retention and development? There’s little point hiring new people if they won’t stay with the business long enough for you to reap the benefits.

Business Coach and Online Educator Rob da Costa suggests the following talent retention incentives in one of his recent blog posts:

  • A focus on education
  • Salary increases based on merit
  • Flexible working conditions
  • Attractive benefits package
  • Pointing out future possibilities
  • Promoting from within
  • Investing in quality managers

Take a look at your team and ask yourself how happy and engaged your workforce is. Are you training them, promoting them, rewarding them appropriately? Do you have a positive company culture? In a job seekers’ market, it’s not just job seekers who are being harder to please. Your existing staff may consider changing jobs if they feel more valued elsewhere.

 

Invest in your company culture

Company culture is a big and growing topic that you cannot afford to neglect. It’s a magic formula that goes like this: Get your business model and your internal culture right and you’ll be surprised just how quickly word gets around that your company is the place to be.

When your candidates, employees, customers and the public interact with your business, what’s their experience? The way your company is perceived hinges on its internal culture and how this is managed. Everything follows from here – from team engagement and productivity to employee happiness, staff retention, and business success.

Identifying and developing your company’s brand doesn’t have to be expensive, but it does have to be done. Here are four things you should be doing:

  • Build authentic and meaningful recognition and reward into your company culture to meet your employees’ needs to be recognised for their efforts and achievements, and drive performance, staff retention and employee engagement.
  • Build strong teams that collaborate eagerly, communicate openly, trust each other’s views and are motivated to engage in best performance. Team building shouldn’t be a one-off activity, day-to-day reinforcement may be needed to create a collaborative work culture.
  • Build a flexible work environment, allowing and trusting your staff to choose when, where and how they work. This freedom coupled with personal accountability strengthens your work culture by encouraging happier, higher-performing teams.
  • Create a caring culture that genuinely looks after its employees and goes beyond the norm. X, Y, Z generations want to know that you will look after their best interests and care for them, especially in their hour of need. Employees now prefer healthy food and access to help and advice over a beer fridge or pool table.

 

Company culture

 

Recruit with precision and focus

If there are no internal candidates you can promote to the vacancy, outside recruitment is going to be your next step. Start with a clear job description and be focused on what exactly you are looking for in the right candidate, and what you are going to offer.

The customary ‘spray and pray’ efforts of yesteryear will no longer cut it in a job market where candidates can afford to be choosy. With so many other companies competing for the highest calibre candidates, your job advert needs to stand out for all the right reasons.

In order to reach the right people, you need to know where to find them. Social media platforms, such as LinkedIn, Twitter and Facebook, are an excellent place to start engaging with potential candidates. There are plenty of specialist organisations and software tools to help you with this. You could also partner with a recruitment consultant who will have the time and resources to dig deep into the job market on your behalf.

 

Ensure a positive candidate experience

Once you have shortlisted your best candidates for an interview, follow through with a carefully prepared and organised meeting. It’s amazing how many companies invest time and effort into recruiting candidates, yet blow their chances on the day. A good candidate will know if they’re being fobbed off with an ad hoc interview.

A negative candidate experience is unlikely to lead to the result you are seeking. Worse still, a disappointed candidate may share his experience on online platforms. Poor feedback may discourage others from joining your company and negatively impact on your brand.

According to recent figures, a positive experience will make the job candidate about 1/3 more likely to accept your job offer. You are selling your company, so you should put your best people in front of the candidates that you want to impress. Confident, ambitious job seekers will have plenty of other opportunities on the table, so do your best to woo them.

 

Written By Annie Button

 

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

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.


De-biasing language in job adverts
Danielle Meakin - 6 Comments - 29 Sep 2019

The wording in job adverts can discourage certain segments of the population, but here’s how to de-bias them

 

Are you looking to recruit a ‘dynamic leader’ or a ‘committed people person’? Chances are you’re just looking for the best person for the job. But the choice of language used in the job description could be alienating and dissuading the best – and most diverse – candidates from even applying.

Recent research from Adzuna revealed that 60% of businesses showed significant male bias in the wording of their job adverts. This research was based on a study by academics Gaucher, Friesen and Kay, which found that job descriptions with more masculine wording were less likely to appeal to female applicants. It wasn’t for the most part that female candidates assumed they weren’t up to the job, the research found. Rather they – consciously or unconsciously – were less likely to feel they’d belong at such an employer and didn’t want to work for a company whose first impression was one of being biased in favour of men.

And so the debate on the issue is hotting up. The UK government recently announced a trial of gender-neutral language to define science, technology, engineering and maths apprenticeships to encourage more women to apply. A pilot will apply gender-neutral language to 12 apprenticeship standards.

But while most HR leaders are aware that biased language exists in job descriptions, many don’t know how to fix this. Part of the problem is an inability to identify biased language because of its subtlety. Words that seem innocuous are often rooted in societal conditioning.

 

How to use gender neutral language

A 2017 analysis of 77,000 UK job adverts by Totaljobs revealed ‘lead’ to be the most common male-gendered word used in job specs, while ‘support’ was the most used female-gendered word. According to Gaucher, Friesen and Kay, popular recruiting adjectives such as ‘ambitious, assertive, decisive, determined and self-reliant’ are male-gendered. While words like ‘committed, connect, interpersonal, responsible and yield’ are considered female-gendered. For instance, in a male-gendered job description, a company might be described as ‘a dominant engineering firm that boasts many clients’. Whereas the female-gendered version could read ‘we are a community of engineers who have effective relationships with many satisfied clients’.

So how can HR de-bias a job description to make the language gender neutral? According to Andrea Singh, HR director of BAM, the first step is to focus on gender-coded words. Job titles should be neutral and descriptive language should give equal weighting to male- and female-coded descriptors, she explains. However, Singh also points out that de-biasing a job description goes beyond replacing adjectives. Employers need to make sure that the requirements listed are actually necessary, because “women will typically only put themselves forward for a job when they meet 100% of the criteria”.

But with unconscious bias ever present there are questions around whether it’s possible for humans to conduct this de-biasing. Singh believes that with the right training it is. But she admits the best results come when software and learning are combined. “Technology brings information and suggestions to the fingertips but job specs need to feel authentic. The people writing and editing specs need to be trained to spot the bias too,” she says.

However, Richard Marr, co-founder and chief technology officer of Applied, doubts whether training a person to remove biased language can be as effective as relying on dedicated software. “The evidence is pretty weak that training is effective,” states Marr. “Processes trump training and tools trump processes. With training, you’re just expecting people to do the right thing.”

That said, the trouble with using software is that neither Applied nor its competitors AdPro and Textio currently extend their job description analysis beyond gender to include other demographics such as ethnicity, LGBTQ+, disabled or economically-disadvantaged candidates. Applied is working with Google to expand its analysis tool to incorporate ethnicity (and other dimensions). But until such tech is available removing gendered language from job descriptions can still have a positive impact on other diverse groups, Singh believes.

“I think language can be looked at in the same way. Masculine phrasing might also be off-putting for candidates from particular ethnic backgrounds where their culture doesn’t typically fit with this type of approach,” she says.

It’s a view shared by Marr. He explains that a job analysis tool will also assess the readability and density of a job description, scoring it for how many syllables, words and sentences it contains. His thinking is that the more readable the job spec, the more inclusive it is likely to be.

“There are heavy socio-economic correlations,” notes Marr. “If you look at people who have low incomes they will have less access to desktop computers and are more likely to rely on their phones and to live in a distracting environment. Each of those things adds a cumulative layer that results in something quite substantial.”

So there are certainly steps that can be taken. But, in an age in which many urge the need to move away from binary definitions of men and women, is so-called male and female language really meaningful anymore? Or is it just another theory to get bogged down by?

 

Looking at the impact of using more gender-neutral language

 

Adrian Love, recruitment director for the UK and Ireland at Accenture, certainly feels male and female language is still a ‘thing’. He points to Accenture figures showing an increase in female job applicants from 34% to 50% since 2014, thanks in part to the de-biasing of job specs.

“The impact has been very positive. But there are no silver bullets here. It has to be part of a wider inclusion and diversity programme,” he says.

It’s a similar story from Applied, with Marr reporting that the tool has helped trigger an estimated 10% to 15% swing towards female candidates. Singh also reports a significant increase in female applicants since implementing de-biasing.

“This shows that [using] gender-neutral language is affecting the talent we can attract,” she says, adding that de-biasing could now be taken further. “We now need to delve into the data in more detail… and analyse the next stages in the process to see if we have more women being shortlisted, interviewed and ultimately selected.”

After all, a gender-neutral job description can only go so far if, when a candidate is successful or unsuccessful in their application, the language in the feedback or job offer sees a return to bias.

Both Singh and Love concede that their job description writing tools are unable to analyse interview feedback. But this is where training comes into play, they say.

“Software raises awareness and can point out bias that people may miss,” says Singh, but it’s also important teams are trained to spot it elsewhere in recruitment materials.

Love agrees: “[It’s] not just about one action, it’s about looking at every element throughout the recruitment process. There are opportunities to drive inclusivity end to end, but job descriptions are important because they’re a gateway for candidates.”

 

 

 

Analysing bias in the Bank of England governor job advert

 

Later this year Bank of England governor Mark Carney will stand down. He’s the 120th white man out of 120 individuals to have ever filled the role, and so the institution has been heavily criticised for embodying a ‘stale, male and pale’ image of finance. By its own admission, it will fail to meet any of its diversity targets this year. So with calls to appoint a female to the position for the first time is the language in the role’s job description gender-biased?

Not according to Applied’s job description analysis tool. Following the appointment of diversity specialists to head up the search for Carney’s replacement, HR magazine analysed the job description to see if the bank’s commitment to diversity extends to its recruitment materials. It scored a respectable 84% for inclusivity and contained an equal amount of male-gendered and female-gendered words.

Marr says that language falls into two categories: agentic and communal. Agentic language is considered male coded. In this advert, agentic traits found were words like ‘confidence, decision, lead and determination’. The communal traits were female-coded words such as ‘responsibility, commit, communicate, and understanding’.

Marr argues that performance evaluation and leadership development should also be defined in a way that balances both sets of traits. “Companies often define success for leaders along agentic lines and measure performance and promotion that way, even though communal traits are just as valuable in leaders,” he says.

Written by Sarah Ronan for HR Magazine.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy. Our service also includes a dedicated copywriting service to advise on content and structure, and help you get the most out of your job adverts

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

 

Sarah.Ronan@smartrecrooot.com'
Sarah Ronan


Written by Sarah Ronan for HR Magazine.


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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