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.


Recruitment planning – Post-Pandemic-Crisis
Danielle Meakin - 6 Comments - 29 Sep 2019

People often say that everything in this world happens for a reason. Well, sometimes it’s hard to understand and often it can feel very unfair when you are the one that feels the full impact. Covid-19 indiscriminately affected so many of us. It all happened so quickly, that most of us had little time to adequately prepare. And now of course, many of us are already starting to contemplate, what happens next?

 

Looking ahead

The eternal optimist in me says that we need to start planning and to prepare for life after this crisis, because if we were a good company going into this situation, then we can potentially be an even better company coming out of it too.

This disruptive situation has provided most of us with an opportunity to reflect on everything, and assess our strengths and weaknesses. We at Smart Recruit Online will be making some fundamental operational and strategic business changes as a result of what has happened, that is for sure, and I have been looking at new tools and systems that we will need to help make that happen.

 

What’s next for Smart Recruit Online?

Our strengths and areas of expertise will certainly remain within Online Recruitment. Specifically, in talent attraction strategy and recruitment management and selection process and delivery.

Our credentials going into this crisis, saw us consistently outperform every other online recruitment service when it comes to key recruitment metrics, such as application volumes, quality of applicants, time and administration efficiencies and successful fulfilment rates from direct applications and we intend for it to stay that way.

 

Talent Attraction

 

Future challenges

There will be significant challenges ahead when it comes to post-pandemic recruitment of staff over the coming months, as we get back to some degree of normality. With unemployment predicted to skyrocket, impacting application numbers and quality, having efficient systems in place is going to be crucial.

Having the best possible recruitment solution in place to assist you post-pandemic, when the upturn arrives, doesn’t actually require a massive investment of time or cost. SRO have been helping dozens of hospitals all over the UK to recruit front line staff during the crisis and have onboarded entire teams in less than an hour. We also have a free version of our platform and very competitive, low cost options, for paying customers that want to activate a wider range of tools and services.

Anyone can trial our full suite of products and services free of charge for 3 months and use this opportunity to build a business case that is based on evidence and facts, not a fancy sales pitch.

I would like to invite you to join us for an online demonstration, on how you too can quickly and easily get ahead of the game and prepare for the post Covid-19 era.

You can take a tour and then delay the start of your trial until you have your first campaign ready to go, so there is nothing to pay now, just 30 minutes investment of your time to join one of our system specialists and do something that will potentially enable you to deal with the recruitment challenges that lay ahead far more effectively.

Good luck to you and your business, we hope that you and loved ones stay safe and well.

Mark Stephens

 

 

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

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.


Top 10 biggest recruitment trends in 2020
Danielle Meakin - 6 Comments - 29 Sep 2019

Recruitment Trends in 2020

LinkedIn’s 2020 predictions for the world really got us thinking.

How will the macro trends, determined by such a rich data set (their entire 2019 content) play out in the world of recruitment?

The last decade has been the most transformative the recruitment industry has experienced. From the tools we now use, the processes we apply to even the language we speak – it has all changed.

A so-called RecTech revolution has impacted the way we attract, acquire, onboard, understand, manage & even reward talent. The cumulative impact has been a technology network effect. That is, not investing or engaging online is simply no longer an option.

Given that each company, department, and job can require its own unique approach, the need to enable more people with these technologies and tools has never been so apparent.

However, when you contrast all of the influencing forces impacting the job market economy against the vast range of solutions providers out there – it’s frankly mind-blowing! And depending who you talk too – better or worse than ever.

 

Has RecTech wrecked us or just rewired us?

Keeping up with this pace of change and interpreting it so that you can hire or get hired in the most effective & efficient way possible – seems impossible.

However, the attraction, development and retention of the best talent are still listed as a massive concern for the vast majority of CEOs. As Mark Benioff, Founder and CEO of SalesForce, explained;

“Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do”.

The emergence of “employer”, “personal” and now “career” branding further demonstrates a radical shift in the world of recruitment.

So that’s my prelude, now let’s make sense of what I believe are the top 10 most significant trends.

 

 

 

1. Evidence based recruitment to become the new standard

There are many stages within the recruitment lifecycle where better decisions could be made. Unless you are on the OJ Simpson trial, the best choices are based on real evidence. In the world of business that proof is in the form of extensive data sets, aka “Big Data”.

The evidence-based recruitment trend will mostly be delivered by technology. AI, Big Data, Machine Learning, Predictive Algorithms & other cognitive technologies are going to enable this shift.

Thinking more intelligently about how we do what we do, based on facts, without slowing us down – will only make us better.

 

2. The top perk that professionals will want.

Several significant 2019 surveys confirmed that the perk that professionals appreciate and desire most – is time.

Expect the following “time perks” to continue and expand:

  • Flexible hours
  • Burnout breaks
  • Remote working
  • Coworking spaces

With cloud computing the norm and collaboration tools like Asana and Slack, the time sink of commuting every-day is being addressed. There is no more unequivocal evidence to support this than the adoption of Microsoft 365.

Even the company most synonymous with the desktop & office has its head firmly in the cloud.

 

3. What prospective employees value most.

Anyone born pre 1980 will remember a corporate world of reputable and trusted brands to work for and the concept that a “job for life” being desirable.

However, between 2000-2010, Gen X and Y shifted employee mindsets towards a “cool culture” as the most influential factor when looking for a job. Initially, this manifested itself in the form of egg-shaped chairs, casual Fridays, ping pong and a beer fridge.

Over the last 10-years, we have seen cultural trends evolve even further. This reflects the influence of the millennials, many of whom – now in their thirties – are calling the shots. And it’s more likely to be double expresso over tequila shots.

 

This generation has shifted corporate culture from “cool” to “caring”

The beer fridge has been switched out to a smoothie machine and healthy eating options. Company happy hours? How about discounted or subsidised health club memberships and access to a range of wellness and mental health-related initiatives.

The newer generation genuinely cares about the environment and want to work for companies that take environmental issues and corporate responsibility seriously.

They also have no time for management speak, waffle words and lip service. Any divergence in the public image and the company culture will be exposed by employees anonymously via social media and platforms like Glassdoor.

Even a whiff of “David Brentitus” will be remedied with a level of ridicule that Ricky Gervais would be proud of. In an era where the Clickarazzi can make even the smallest infection go viral, keeping it real is the only way to win.

An authentic & caring culture might seem like a “nice to have” to many leaders, but the trend towards “must-have” is in full effect. If you want the minds of the next wave of bright young talent, you must first understand their hearts.

We have effectively moved from a ‘Cool’ to ‘Caring’ culture. The working environment has replaced the ‘family’ in terms of ‘who will look after me’.

 

4. Brexit

At the point of writing this article, we are just a couple of days away from the 31st Jan deadline.

Markets do not like uncertainty, and the employment market is no different. I think 2018 took the brunt of the Brexit negativity with companies investing more in talent acquisition in 2019. However, this bad break up is not over.

Brexit is the single most potent force that could affect the stability of the British economy over the next 12months. Continued whispers of an economic recession refuse to go away. And subsequent caution and procrastination may resume when it comes to spending money on talent acquisition.

I am, however, relatively optimistic that we will grind out an acceptable deal with Europe and secure a good trade agreement with the US & other international partners. Hopefully, in 12 months, uncertainty will be replaced with optimism and Boris saying, “I told you so”.

 

5. Plugging the skills gap

Internal training, upskilling & reskilling programs combined with a far more proactive long term apprenticeship and graduate recruitment program that recruits from ground level up, seems to be the only reliable and sensible approach to plugging the skills gap.

Continuous increases in salary and the use of contract workers can not be the long term strategy. The competitiveness of organisations will continue to suffer if labour costs and price pressure are not rationalised with more proactive and forward-thinking workforce strategy.

In a rapidly changing, technology-driven world, it is very easy for individuals to get left behind. The government must anticipate this problem and policy must keep up with reality – even if it’s virtual.

New technology entrants focusing heavily on next-generation features, including social and video learning, microlearning and learner engagement have disrupted the traditional LMS (Learning Management System) market over the last few years.

Look for the emergence of Learning Experience Platforms (LXPs) to see where this market is heading in the future.

 

6. The role of AI in recruitment (and recruitment tech)

AI continued to make a significant impact on the recruitment environment last year and is set to continue for years to come.

Just as robotics has shifted mechanical tasks away from human beings, AI has the potential to impact so-called knowledge workers. Reskilling programs that are run either within colleges or the workplace can help address these issues.

Any company that fails to see the overall and ongoing role that variants of AI will bring to the table will undoubtedly get left behind. Burning Glass has demonstrated that AI is no longer a buzz in this industry – it’s in play today.

2020 will “clearly see” more technology platforms embrace and incorporate AI. Also, watch out for a new variant of AI dripping into our consciousness as Quantum AI joins the conversation over the next few years.

“Quantum recruiting” – you heard it here first!

 

7. The new-look independent recruiter

Independent recruiters and HR professionals that deliver recruitment services directly to corporations will start to benefit from the lower costs of Talent Acquisition and HR Technology. While most already understand the benefits, they are put off by what the perceived investment would have on a “Me Ltd” business model.

The reward to the (early adopter) recruiters will be that more clients will that want to work with them. The independent recruiter model makes sense in the right situation. By adding a technology benefit (usually reserved for teams), it will make even more sense and therefore more money for the freelance professional.

The advantage to the client will be a deeper external recruitment partnership that can provide a more comprehensive range of recruitment & HR services.

Advanced recruitment platforms and tools such as Smart Recruit Online can become the cornerstone of the independent 2020 recruiter’s service offering.

 

8. Wellbeing, Mental Health, Diversity & Inclusion

High on the agenda for many companies are issues such as wellbeing, mental health, and diversity.

We believe that 2020 will trend away from a reactionary box-ticking approach to these critical issues – to a more proactive mindset.

Depression and anxiety alone cost the global economy more than $1 trillion in lost productivity every year, according to the World Health Organization.

As the millennial’s move from the management to the executive level of the corporate world – expect their values and concerns to permeate only further.

 

 

9. Highly configurable centralisation recruitment software

Most of us are aware of and probably already use an ATS or HRIS system for managing recruitment activity.

What you may or may not know is that ATS and HRIS systems don’t really do meaningful talent attraction. Or at least they do it poorly and in most cases are actually counter-productive to a direct hiring strategy. They also offer minimal configuration and customisations are usually very slow and very expensive.

Unwitting users are often stuck with a complicated, over-engineered one size fits all platform for several years. Modern recruitment platforms are cloud-based, plug & play, and acts like a configurable web application rather than a website. Think of a mobile device where each feature that you want to use is downloaded and activated like an app.

Next-generation software platforms are designed to be far more proactive and effective when it comes to talent attraction. They are simpler to use, provide a better candidate experience and cost a fraction of the price of an ATS or HRIS service. However, before you rush to throw away your ATS. First, look at whether the system you are considering can complement what you already have.

 

The recruitment ecosystem is fragmented. Centralisation systems are evolving to help users embrace and utilise the ever-changing best in class tools and services.

Despite the marketing hype, the idea that a single technology platform will be the “total” end to end solution – now and forever – will continue to trend towards nonsense.

A single dashboard that consolidates and generates management information from a dynamic technology stack should be the preferred end game.

 

10. Tech providers to deliver complementary services

I will paint the scene. You sign up for an expensive ATS or HRIS. Once the system is installed and you’re trained to use it, it’s as if the vendor no longer has any interest in you.

But now you’re signed up for the next 3 years. And that’s the SaaS model and good luck trying to get someone on the phone who can actually help.

Sound familiar?

Servicing models that take a proactive role in ensuring that users continue to get the most out of technology will be the trend as customer churn becomes the focus. Customer acquisition is only as powerful as customer retention when it comes to growth.

Beyond ‘services’, expect a commitment to performance becoming a vital feature of the current business models. This will, in turn, change the mentality of the vendor in terms of the ongoing development & support of their technology and customers.

Vendors becoming accountable for what their tech delivers is what the market wants.

Solutions providers understand that adapting and supporting an evidence-based approach to the processes that are applied will influence and optimise desired outcomes when using their systems. And we are back to prediction number 1 – Evidence based recruitment will become the norm.

Article was written by Mark Stephens and Simon Billsberry.

 

Smart Recruit Online offers a multi-award-winning talent acquisition software that will streamline and revolutionise your recruitment strategy.

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

To find out what we can do 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.


Working Remotely? 3 Ways to Keep Your Recruiting Team Connected
Danielle Meakin - 6 Comments - 29 Sep 2019

For most businesses today, remote work benefits are no longer an outlier. Even if full-time remote positions aren’t an option for your company, most of the workforce would prefer to work with some deviation from a standard 9 to 5 office schedule. Flexible work hours, part-time work from home and even coworking spaces are all becoming key components of the overall business landscape.

Two-thirds of employers in 2019 already offer full- or part-time remote work. Looking toward 2020 and the new decade, the upsurge toward off-site work solutions is only forecasted to increase.

There’s a good chance your recruitment team isn’t immune from the remote trend, either. Thanks to technology that allows recruiters to conduct interviews, track the progress of candidates and communicate with colleagues, remote recruiters have no challenge connecting with their teams and the company at large.

If you want to discover how today’s recruiters are adapting to their remote work styles, continue reading to learn about the top 3 remote tools connecting recruiters, staffers and HR teams.

 

Wellness

 

1. Centralised Recruitment Management System

Because remote recruiters often do not have the ability to meet in person with their team members, your off-site help will need a centralised location where they can execute and organise their work. A Centralised Recruitment Management System is a tool designed to help your teams more effectively recruit and hire new talent.

In the context of remote work, Centralised Recruitment Management tools connect your recruiters through a wide array of features. Smart Recruit Online hosts our platform through the cloud, which enables your team to access this system both in and out of the office (barring an internet connection). From drafting your job description to moving candidates through the hiring funnel, SRO operates on desktops, laptops and mobile tablets, which gives you the flexibility to attract new talent wherever your day takes you.

 

2. VoIP Business Phones

Perhaps the most significant factor in staying connected with your teams is having effective paths for communication. That’s why many businesses offering remote work have started to look for communication tools that are just as mobile as their flex workers. A VoIP business phone is a cloud-based piece of technology that allows your recruiters to send and receive calls over an internet connection.

Similar to many tools powered through the cloud, VoIP phones give their users greater accessibility when making calls (especially compared to a hardwired landline), among other benefits. Depending on your preference, you can call your recruiting colleagues through a mobile phone, tablet or computer with a wireless connection. In the past, offering a business phone for your remote team members would require a manual installation of a new phone line in their home. But with VoIP, giving your recruiters a number is as simple as downloading the correct software. When corresponding with potential candidates, these phones become a great tool for conducting remote phone interviews from coffee shops, bookstores or other public areas.

 

3. Project Tracker

Although recruiters may not work on projects in the same way that your business’ delivery teams do, tracking your projects (whether that’s an individual candidate or a larger targeting campaign) proves to be invaluable for remote recruiters looking to align current and future objectives. A Project Management Software platform is a network of tools and features that helps teams successfully execute on their deliverables in a timely manner.

Because you won’t be sitting next to your team in an office, remote work poses a unique challenge in that it’s difficult to keep your team members updated on the work you’re tackling on a day-to-day basis. That’s why many project tracking tools allow you to view assignments based on the members involved in each step along the way. Creating a digital space to update your progress as you work can help management track the progress of your current hiring initiatives to ensure that you meet the deadline. Project trackers also promote a more productive work culture—one of accountability and ownership for remote recruiters who may otherwise feel out of the loop. By assigning specific tasks to individuals on your team, you can better manage resource allocations and make sure that each part of the process is accounted for.

On the author:

Makenzie Libermann is a content specialist dedicated to covering the many technological and cultural shifts that companies face today. On the off chance she isn’t writing, you can find Makenzie researching the latest news on pop-culture or curling up with a great book.

 

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.

 

MakenzieLibermann@smartrecrooot.com'
Makenzie Libermann


Makenzie Libermann is a content specialist dedicated to covering the many technological and cultural shifts that companies face today. On the off chance she isn’t writing, you can find Makenzie researching the latest news on pop-culture or curling up with a great book.


How Blind CVs Impact the Recruitment Process
Danielle Meakin - 6 Comments - 29 Sep 2019

How Blind CVs Impact the Recruitment Process by Diana Nadim

A new solution for the recruitment process has stepped on the scene and it’s called blind hiring. A blind CV is the basis of blind hiring. It is a CV that doesn’t have any identifying factors like name, gender, age, or race. This type of recruitment has been introduced with the purpose of eliminating any type of conscious or subconscious bias. By evaluating the candidates more objectively, the companies will be able to hire diversified candidates who are truly fit for that job position. But the question is how does blind hiring affect the recruitment process?

 

The Presence of Bias in the Recruitment Process

As much as we would like to live in a world without discrimination or favouritism, the reality is that they are often present, especially in the world of business.

There are many pieces of research and academic studies that prove that bias is widespread in the hiring process. Take a look at the following facts:

  • According to a 2017 UK study, just a third (32%) of HR managers felt confident that they are not prejudiced when hiring new staff. Nearly half (48%) admitted that bias affects their candidate choice, while 20% said they couldn’t be sure if bias affected their decisions.
  • A report by the Women and Equalities Committee from 2016 showed that Muslim women are three times as likely as women in other social groups in the UK to be unemployed.
  • In a US study, universities seeking a laboratory manager were randomly given CVs with male or female names. Those with ‘male’ names were rated as “significantly more competent and hirable.”
  • As a part of their study, the US National Bureau of Economic Research sent out 40,000 fictional job applications and found that the fictional workers aged 49-51 received 19% fewer responses than those aged 29-31. Those aged 64-66 received 35% more interview invitations than those aged 29-31.

Such a discriminating attitude towards potential candidates enables companies to find the best candidates. The characteristics which employers subconsciously value more don’t necessarily depict a better candidate. That is why blind recruitment was introduced.

The Introduction of Blind Hiring

It all started in 1952 when this method was used by the Boston Symphony Orchestra. The musicians were asked to play behind the screen during their audition which increased the number of women who were accepted to the orchestra.

According to later research, blind auditions by 50% increase a woman’s chance of being accepted by an orchestra.

The problem with bias is that it happens subconsciously so people don’t have control over it. Even those who claim that they are completely objective while going through the candidate’s CV, they still might choose a male candidate rather than a female.

 

How Does a Blind CV Work?

In a recent podcast about unconscious bias, Ksenia Zheltoukhova the CIPD’s Head of Research said, “Anonymising CVs is an effective intervention for increasing diversity in organizations and reducing bias in recruitment.”

Therefore, it all starts with censoring the CVs. You can’t really make the whole recruitment process anonymous but CV censorship will help you pick the best of the best without subconscious bias.

A blind CV can be executed in more than one way. It all depends on how much you want to emit. One option is to just eliminate the basics such as name, gender, and name. Another option is to remove other personal details as well such as the educational background.

The reason why some recruiters opt for the second option – that is eliminating educational history – is to prevent favouring candidates who have a similar background to their own. For example, if the recruiter went to Yale, he or she might identify and feel closer to those candidates who also went to Yale.

The steps you need to take to make the blind CVs work are:

  1. Decide which information you want to remove from the CVs.
  2. Use an automation tool to anonymize the data or ask a colleague who won’t be a part of a recruitment process to eliminate that information from the CVs.
  3. Start reviewing blind CVs.

 

The Advantages of Blind CVs

Blind CVs can definitely improve your recruitment process. To summarize all the positive impacts:

  • They eliminate initial bias.
  • They don’t allow personal information to affect the recruiter’s judgment.
  • They single out the best candidates without focusing on race, age, or culture.
  • They help the recruiters hire a diversified workforce.
  • They show that the company isn’t discriminating.
  • They boost the employer brand.

You might think that your recruitment team is already as objective as it can be, but you’ll never know unless you give blind CVs a chance.

 

The Potential Issues of Blind CVs

While positive sides of blind CVs are notable, we can’t forget that there are two sides to every story. Some of the limitations and drawbacks of blind CVs are:

  • Those who have quotas for gender and race might not be able to fulfil them if they eliminate personal information.
  • Without knowing personal interests, the recruiters won’t know if the candidate is a match to their company’s culture.
  • It only eliminates bias from the initial stage of recruitment, so the bias can reappear during the interview.
  • The recruiters can still form bias based on other information; e.g. the experience can reveal the age of the candidate.
  • Eliminating personal information can lead to an incomplete picture of the employee. If someone has a gap in their work history, a blind CV won’t give the explanation why and therefore it can harm the candidate’s chances.

Undeniably, using blind CVs has its issues as much as it has its advantages, but it can bring some innovation and improvement to the hiring process. It all comes down to what the company finds to be the best for its progress.

 

Some Final Thoughts

Using blind CVs can improve your company’s diversity and help you choose the best candidates by putting bias aside. Besides using blind recruitment, you can also emphasize your commitment to diversity by stating on the job post that you are interested in forming a diverse team. Also, make sure that everyone on the hiring committee is ready to put their differences aside and accept the blind hiring process as the best choice for the company’s progress and success. By building a team of diverse people, you are building a better tomorrow for future generations.

 

Diana Adjadj

Diana Nadim is a writer and editor who has a Master degree in Marketing. She combines her passion for writing with her interest in research and creates thought-provoking content in various fields. Besides working as a contributor writer for TrustMyPaper and WowGrade, Diana also runs her own blog. What inspires her the most in her writing is traveling and meeting new people. Follow her on Twitter.

 

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

 

 

Diana Nadim


Diana Nadim is a writer and editor who has a Master degree in Marketing. She combines her passion for writing with her interest in research and creates thought-provoking content in various fields. Besides working as a contributor writer for TrustMyPaper and WowGrade, Diana also runs her own blog. What inspires her the most in her writing is traveling and meeting new people. Follow her on Twitter.


Improving Recruitment Strategies With AI in 2020
Danielle Meakin - 6 Comments - 29 Sep 2019

Improving Recruitment Strategies With AI in 2020 – Written by Jillian Craig for smartrecruitonline.com

In a job market that’s mostly candidate-driven, job adverts and traditional recruiting tactics just aren’t going to cut it. In fact, according to recruiting researchers from The Ladders, potential candidates only read job ads for around 50 to 75 seconds, depending on how much one matches their current skillset and interest right from the get-go. A minute is barely enough to convey a job’s full description, much less its perks and the company’s background. This is why recruiting strategies are being further developed every day — to keep up with the ever-changing recruitment landscape, and its equally dynamic list of applicants.

We’ve seen a lot of recruiting trends these past few years, but the thing that has stood out most recently has to be the growing use of artificial intelligence (AI) and machine learning. In this article, I want to introduce you to the basics of how recruiters are using this revolutionary piece of technology to find the right talent and improve.

 

Engaging with chatbots

Chatbots are much more than just flashy additions to a website or a social media profile, they are in many cases a by-product of AI and machine learning, which means they can work by analyzing data and making informed decisions out of it. In this respect, AI can be used to reduce the time it takes to hire potential candidates. Mya, for example, is a chatbot that actively converses with applicants while creating candidate profiles, shortlisting some of them, as well as scheduling interviews. In this way, AI is actively streamlining and automating big parts of the recruitment process.

 

Avoiding video interview scams

Video interviews are also becoming an integral part of the recruiting and selection process. However, how do you determine that an applicant is genuine from the other side of the camera? Paññã is an AI-driven platform that can help detect “anomalies” during video interviews. For example, if the applicant regularly looks away from the screen a few times, it may indicate the use of cue cards. Paññã can even recognise other voices in the background, in case applicants have a friend on the phone for help in answering questions. Advances in facial recognition technology can also provide insights into the applicant when answering questions, based on confidence levels and indicating as to whether they are likely to be fabricating their answers.

 

Improving job adverts

In a time when competition for jobs is growing increasingly fierce, recruiters shouldn’t just leave the applicant hunt to chance. And more often than not, it starts with the kind of job postings you publish online. Fortunately, tools like Textio can help harness the power of data and predictive analytics to come up with the most effective language patterns when creating job posts. The software even provides alternative words that are statistically proven to appeal to the exact audience you’re looking for. True enough, Ayima Kickstart underlines the importance of SEO, using the right keywords, and utilising standard discovery processes. That way, not only do posts get the online traffic they need, but you’ll be able to come up with the most effective job advert in the process.

 

Automating the assessment of applicants

Grading and ranking of applications for relevance has been around for some time, in a crude type of format, using individual keyword matching algorithms, but advances in AI and Machine Learning in platforms such as Smart Recruit Online, are providing far more advanced automated screening than ever before, by cross referencing each word with dictionaries and thesauruses, looking at variants and combinations of words, semantics and predictive analytics are all combining to identify the best matched candidates automatically, based on their relevance to the information provided about the role.

The added advantage of such systems in addition to the time saving is in directing the recruiter to the best matched individuals more quickly, being devoid of human error, making real-time assessments and removing conscious or subconscious bias from the first phase of screening.

 

Automating referral programs

Most companies are already utilising “basic” CV filtering methods. That is, narrowing down the list of potential candidates based on skills and relevance. In fact, a previous article on Smart Recruit Online notes how recruiters often look for broad skill sets among potential employees; and this entire process can be made more efficient with AI. Specifically. It learns what an existing employee’s skills are and then applies this knowledge to new applicants or to CV’s in a database, to automatically shortlist and recommend potential candidates.

In this manner, AI can help sort through thousands of CVs faster than any human can, freeing up their time towards more productive activities as opposed to just doing repetitive, mechanical tasks.

As more and more tools and systems become centralized, we expect to see further developments in how AI and Machine learning will assist and influence recruiter behaviours. Hopefully, by removing repetitive and mechanical tasks, this will allow recruiters to deliver a better, more human candidate experience to those that are being considered and improve communication efficiencies when it comes to informing unsuitable applicants.

 

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

To book a demo with us and learn more about what our technology can do for your business, click here.

 

About the Author:

 

Jillian Craig is an aspiring tech writer whose love for technology stems from her love for video games. Since she held her first Gameboy Color and watched the fast-paced development of gaming consoles, she’s been curious about technology and how it impacts businesses and consumers alike.

 

Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.

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

Book a demo

 

 

JillianCraig@smartrecroot.com'
Jillian Craig


Jillian Craig is an aspiring tech writer whose love for technology stems from her love for video games. Since she held her first Gameboy Color and watched the fast-paced development of gaming consoles, she's been curious about technology and how it impacts businesses and consumers alike.


Ways HR Can improve Workplace Creativity
Danielle Meakin - 6 Comments - 29 Sep 2019

Ways HR Can improve Workplace Creativity by Chandler C.

Creativity in the workplace is often considered to be a key element in driving the growth of a business. There are many reasons why creativity could be stifled in an office work environment. There are ways to improve ingenuity and inspiration that should always exist when working in a corporate environment – whether it be micromanagement, an isolated workspace or just a general lack of confidence. Motivation is a puzzle and can be shaped to form a strong, unified workforce if put together correctly.  Think about the future of your business and how having an open forum for all employees and a positive workspace that encourages new ways of thinking can have a big impact. Here are some great tips for all human resource representatives that will make staff members at all levels happier and more inspired as they walk through the door each and every day.

 

Encourage Remote Meetings

In the corporate setting, you may find that employees are hesitant to leave the office during the workday in fear of not completing assignments on time or missing crucial information. This feeling of isolation and constant anxiety can have a negative effect on work ethic and stagger workplace productivity. Consider speaking with upper management and coming up with new ways to foster creativity from your staff. One strategy could be to schedule the weekly update meetings outside the office. Meeting at a remote location such as a cafe or coffee shop would be a refreshing change of pace that gets the team away from their desks. Additionally, allowing employees to work from home once a week could also help boost morale. There have been studies that prove workers are just as productive if not more productive when they are able to work remotely or make their own hours. If it isn’t imperative that your staff be in the office during business hours, consider these types of options to boost free-thinking and relieve stress.

 

Allow Anonymity in the Workplace

Many employees, especially those at the bottom of the corporate hierarchy or that are new to the company, may find it uncomfortable to share their ideas. It can be challenging to be outspoken when you feel it isn’t your place to be or about things that are above your paygrade. Urging individuals to come to human resources to voice their ideas or concerns anonymously may help negate this issue. You could also begin a suggestion box in the office for all employees to contribute to at their convenience. Many of these individuals may have great ideas in terms of improvements or subtle changes that would help better the workplace, so allow them the opportunity to make their voice known.

 

Foster Personal Growth

Encouraging staff to consult with their managers regularly in regard to their personal accomplishments and career goals is crucial to creating a thriving office environment with employees who are working hard to succeed. Forming a culture that promotes upward movement from within can give your staff goal-oriented mindsets both in the short and long-term. Be sure to set annual or even quarterly performance reviews for all employees with either their direct supervisor or HR to ensure continued success and growth. The more feedback your staff is given, the more opportunities they will have to prove themselves. And although it may seem tedious to consistently conduct these evaluations, it will prevent anyone from feeling neglected or unheard. And don’t be afraid to invest in the cultural aspects of the company to foster a positive sense of well-being and togetherness among staff. Use this time to focus on those who are putting in 110%, looking for advice and stand out from the pack.

 

Company Culture

 

Reward Major Career Milestones

Most employees crave appreciation and praise for their hard work. Incorporating reward systems for those who are top performers at the company can help to jumpstart productivity in the workplace. Whether it be an employee of the month award, bonus incentives, or simply giving promotions to those who are deserving of them are all great ways to boost morale. Some companies celebrate anniversaries for years of service as well as hosting new hire lunches to connect new staff members with experienced co-workers in the department and/or department heads. Regardless of how you choose to celebrate milestones, employees will be appreciative and work diligently knowing that their hard work will be rewarded.

 

Streamline Workflow Processes

Find new and innovative ways to make your employee’s jobs easier. It will help take away the hassle of repetitive tasks and administrative work. Many human resource departments will partner with the IT team to find the most effective methods of workflow optimization. Some have chosen to incorporate business automation software to simplify back-end tasks, while others have opted to reevaluate the corporate structuring and specific job responsibilities to ensure optimal workflow. Certification programs for management training have also been used to help better delegation within and between departments. There are many strategies you can use, depending on the size and industry focus of the business you are in. Take time to review where there is a significant lag in your business processes and what can be done to correct them.

 

About the Author

Chandler Coleman is a contributing author to Smart Recruit Online and has expertise in business and tech-focused content.

 

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

To book a demo with us and learn more about what our technology can do for your business, click here.

Book a demo

 

ChandlerC@smartrerooot.com'
Chandler C


Chandler Coleman is a contributing author to Smart Recruit Online and has expertise in business and tech-focused content.


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.


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