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.


The Ideal Driver: How To Recruit A High-End Delivery Driver For Your Business
Danielle Meakin - 6 Comments - 29 Sep 2019

Amazon have announced a temporary pay increase of £2 an hour for UK delivery drivers, and they’re currently hiring thousands of new employees in the US to cover the increase in demand for deliveries. Small retail businesses looking to keep up with the competition in the current climate may be considering how they can branch out into home deliveries. With pressure on existing courier services, it may not seem like the best time to offer home delivery, but local businesses could navigate the issue by recruiting in-house drivers. If you’re looking to hire only the best talent for your business, here’s what skills you need to look for when you’re recruiting a delivery driver.

 

Talent Attraction

 

The Basics: Driving And Vehicle Maintenance Knowledge

Any driver you hire for your business should be able to prove a clean driving licence, so make sure they bring this with them to interview. You can check their licence information online using a check code from the candidate and the last eight characters in their licence number. Prepare a checklist for the interview to ensure that candidates have no positive substance tests and no history of traffic violations. As well as a valid driving licence and no record of having had a suspended licence, they should also have no record of operating a vehicle without permission and no criminal record.

The ideal candidate will also know the basics of the vehicle they will be driving and be confident about carrying out minor repairs if necessary. If you will be providing them with an older vehicle, this is particularly important, as older cars and vans are more likely to run into problems, such as oil on their spark plug threads. If your driver spots this, for example, and knows that it can be a sign of something serious like faulty compression rings, the vehicle should be taken to a mechanic immediately. This will protect the efficiency of your deliveries and minimise the financial burden of repair. While this level of knowledge is not essential in a driver, recruiting someone with this skill can give your business the edge.

 

The Cutting Edge: Good Physical Shape

Any driver you employee will need good energy levels and focus in order to make deliveries both promptly and safely. Your business cannot afford time lost through unnecessary delays, and it’s important that the driver is safe at all times. Additionally, as they will be making deliveries as well as driving, they should be physically capable of lifting the deliveries and bending and carrying safely. Once you have hired your driver, you can provide them with training on safe lifting, but it’s important that they’re fit and healthy before they begin. Be mindful, however, of the fact that you are only legally allowed to ask a successful candidate to complete a health check if it’s a legal or insurance requirement. Make sure you include information about health checks in your offer letter and do not contact the candidate’s GP without their consent.

 

The Icing On The Cake: Good Customer Service Skills

An Ombudsman Services report estimated that UK businesses lose approximately £37 billion each year because of poor customer service. Customer care is vital to your business, so your new recruit should be courteous, personable, and willing to go the extra mile when interacting with a customer. To help you find this person, include interview questions about how they would appease an irate customer and how they would respond to a question they don’t know the answer to. Ask them to provide anecdotal evidence of times they’ve delivered good customer service.

Branching out into delivery is a big step for any small business, so finding the right driver is essential. However, in a world where home delivery is playing an ever-bigger role, investing the time and energy in doing this can make your business stand out above the rest.

 

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

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


How To Prepare Your Business To Recruit Service Leavers
Danielle Meakin - 6 Comments - 29 Sep 2019

Between 12,000 and 20,000 veterans leave the armed services each year and venture into the civilian workforce. Yet a large percentage of them are struggling to find their perfect job role. Thanks to 31% of recruiters being reluctant to hire ex-military personnel, according to reports by SSAFA. The number one reason? Many of them worry about being adequately prepared to provide the right support for veterans. However, employing ex-military personnel can benefit your organisation in so many ways, like adding all-important diversity to your workplace, a great work ethic and providing your business with highly skilled employees.

 

Educate Your Recruitment Team To See Past The Differences On A Veteran CV

One of the barriers stopping the recruitment of ex-armed forces employees is the recruitment process. They don’t always take into account the unique skill set that ex-military candidates may possess. Many of them do apply for jobs and end up never getting past the first stage of selection. Simply because their CV does not look like that of a standard traditionally trained professional. Yet, the skills they can bring to the job can be easily transferable and extremely useful. To combat this, focus on training your recruitment team to identify and understand the transferable skills that an armed forces CV can offer.

Research by SAAS showed that some of the positive skills possessed by service leavers include being a strong team player, resilience and being good problem solvers. However, there remains a gap between recognising these qualities and employment practices, according to Jessica Rose at Business in the Community. You can also run regular workshops in your business covering topics such as CV preparation and assessment of employability skills.

 

Build A Support Package Specifically With Ex-Military Employees In Mind

Offering personalised benefits can attract the right talent, including military personnel. To do this, you must first understand the needs of your workforce. If you are going to be adding ex-military personnel to your workforce, it may be a good idea to do research on the key benefits that matter to them. For example, recent research has shown that levels of PTSD are on the increase for veterans. This indicates the need to prioritise mental health benefits, including psychotherapy, hypnotherapy and family therapy.

In addition to prioritising mental health benefits, you will want to focus on other benefits, such as disability and health insurance. A large percentage of the military population retire or leave the armed forces with an injury or disability that may affect their job performance. Securing cover means they feel better having a safety net, and your business is also covered for the possibility.

Most online compensation calculators offer disability and veteran considerations to help you accurately estimate veteran impairment ratings and compensation categories. Another suggestion is to offer direct links to organisations focused on supporting veterans with PTSD and their families. The more uniques support you can provide, the better you will look in their eyes.

 

mental health

 

 

Publicise Your Dedication To Supporting Veterans

The United Kingdom is littered with employers all doing their best to support ex-armed forces. They do this by either offering veteran recruitment programs, retraining or other recruitment initiatives. The one thing they all seem to have in common? They publicise their efforts and willingness to employ military personnel.

Whether it is creating a dedicated careers section for military applicants, offering a veterans employment program, or announcing your vacancies on the social networks of military support organisations, this can ensure your business is noticed by the right people – the veterans.

As a business and employer, this is a responsibility to secure the best talent you can for your organisation. This usually means striking the right mix and balance of differently skilled employees and should include service leavers.

However, you must be prepared to adequately support ex-military personnel, just as you would for any other class of employees. Whether you are just launching your veteran recruitment program or are already an employer of service leavers, it is certainly worthwhile taking the time to design your HR function with them in mind.

 

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

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


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. 

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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.


Simple Tips For Successful Senior Care Recruitment
Danielle Meakin - 6 Comments - 29 Sep 2019

Simple Tips For Successful Senior Care Recruitment by Lucy Wyndham.

It’s no secret the care sector has a high turnover rate — 128,000 new staff members need to be hired every year to meet increasing demand and replace those who leave or retire. Increased demand alone means a whopping 500,000 new employees need to be recruited this decade. That means the pressure is now on for recruiters to attract and win over the most qualified individuals.

 

Use a Multi-media approach

There are more than 500,000 job related searches performed that relate to the care sector every single month and most prospective candidates will start their job search in a search engine. However, the diversity of results means that posting your jobs to just one or two channels will significantly reduce the number of job advert views and subsequently applications. The major job boards such as Reed, CV-Library, Monster, Indeed and Totaljobs certainly dominate the search engine results and according to statistics provided by Smart Recruit Online, will provide the majority of online applications.

Talent Attraction

Social media 

Social media is one of the most useful recruitment tools in the modern age. Senior living providers should ensure they have a strong web presence and advertise vacancies on popular social media sites like Facebook, Twitter, and LinkedIn (the latter is visited by 25 million job seekers each week).

Moreover, it’s useful to create an entirely separate careers pages for recruitment. Not only will this look more professional to families and seniors (they won’t have to see job ads when they check out your site), but you’ll also look more organised to job applicants as well. On the other hand, it’s also important to monitor company review sites for opinions posted by current and former employees. If an interviewee brings up a negative review in an interview, you want to be ready and able to address their concerns.

 

Help prevent elderly abuse

Abuse is taking place in 99% of care homes across the UK, the Independent reports. It’s commonly found homes with high levels of abuse also have high levels of staff burnout. Care Home staff are often under pressure without adequate support or training, which leads to various types of abuse. Financial abuse, in particular, is a huge problem for the elderly. Seniors are often vulnerable to theft and extortion, which is carried out by people close to them like caregivers.

Although pressure is on the government to solve the root causes of elder abuse, recruiters can also act to help keep care home residents safe. In particular, recruiters should look for staff with the right values to fill care roles. It’s also essential to check credentials and references and run background checks for all potential hires since elderly people are at such a high risk of abuse.

 

Promote the positive aspects of the job

It’s commonly thought working in the care industry is an emotionally and physically draining job with little relief. Recruiters should work to combat this myth by promoting the positive benefits of the job on social media channels.

In particular, you can play up the social aspects, such as outings and activities with the senior residents. Highlight the close relationships formed between elderly residents and their carers. Moreover, many people — particularly those in the Millennial generation — are now looking for jobs that allow them to make a positive difference in the world. So, recruiters should also highlight the positive impact carers make in the lives of the elderly.

It’s true that jobs in senior care aren’t for everyone; it takes a special kind of person.

 

Care Lucy Wyndham is a Freelance Writer and Editor.

 

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

 

 

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


The talent acquisition landscape is changing
Danielle Meakin - 6 Comments - 29 Sep 2019

HR departments must fully embrace the internet age when acquiring new talent, new research has revealed.

A survey of 1,167 UK HR professionals carried out by leading digital marketing agency, Marketingsignals.com, revealed that 68% of HR departments are having to embrace a new approach to hiring staff.

Although the internet age is firmly upon us, new research has revealed that almost three quarters (68%) of HR departments in the UK are not using internet marketing to their full advantage when advertising job vacancies and attracting talent.

Of those surveyed, only a third (32%) said they are using a targeted, online marketing-led approach when looking for new employees. However, despite being in the minority, it seems the HR departments that are taking a targeted approach are really reaping the benefits as reported vacancy rates are up to 59% lower compared with HR departments who aren’t fully embracing the digital age.

Further evidence of how HR teams are failing to exploit digital opportunities was illustrated by the fact that 38% of the HR workers surveyed say they only post job vacancies on their company website and share on their own social channels (without attempting to advertise new vacancies to prospective job hunters). Unfortunately, by taking this approach, companies looking for new staff will only ever reach potential job hunters who are already aware of their own company.

The survey also found that almost a third (29%) said they exclusively use recruiters to find new talent, and never actively promote vacancies themselves.

Finally, a staggering 11% of the HR professionals surveyed said that they still do not use the internet at all when recruiting, relying on print media and local papers to fill their vacancies.

 

Company Culture

 

Gareth Hoyle, managing director at Marketingsignals.com comments:

“It’s clear to see that HR departments who are fully embracing the digital age are reaping the benefits, with their vacancies being filled much quicker than their less tech-savvy counterparts.”

“A targeted, marketing-led approach to recruitment has clear benefits for employers. The two key metrics that can be improved by this approach during the recruitment process are the ratio from both CV to interview and from interview to placement. Moreover, many recruiters forget about the perception of their own brand as a company and that an interview is as much about the applicant deciding if the role is the best move for them, as it is the employer deciding if they’re the right candidate.

 

Hoyle goes on to argue that…

“…employers really need to ensure they’re showcasing their company to prospective employees in the best way possible throughout the recruitment process, which includes having a targeted, digitally-led recruitment strategy. Applicants now more than ever are using the internet for their next job search, and unless they have an existing interest in a particular company, they are extremely unlikely to find the careers section of a prospective employer’s website without [the company] deploying some kind of targeted digital recruitment campaign.  In addition, having a strong brand is important of course but can only be maximised by spending time and money to promote it to prospective candidates using online marketing channels.

“Internet-savvy HR departments are also benefiting from treating job vacancies as marketing material as they are able to directly target relevant job hunters for each role. By using compelling and persuasive language in the job description, savvy recruiters are encouraging a higher number of applications vs those who companies don’t pay much attention to the overall appeal of the description itself.   In addition, they can also get across the company benefits in a much more applicant friendly way – keeping themselves and their company in front of mind to job hunters.”

 

Article from HR News

Smart Recruit Online supports recruiters and in-house HR Teams with a talent attraction platform that combines best in class recruitment technology, tools and processes to deliver a more effective direct hiring strategy. To see what our platform has to offer, book a demo with us.

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HRNews@smartrecrooot.com'
HR News


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