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.
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.
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.
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.
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.
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.
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.
Around 8.7 million people of the United Kingdom workforce said they have worked from home, according to data from the Office of National Statistics. That is just below 30 percent of the UK workforce and by the end of 2020, it is estimated that 50 percent of the workforce will be working from home. Many firms are discovering the benefits of offering work from home policies such as increased employee productivity and heightened employee morale. However, these benefits are not automatic. From keeping your remote workers connected to ensuring their productivity remains at the optimal level, it is only with the right employee setup and management that businesses can experience the true success of having work-from-home employees.
Work-from-home arrangements do not necessarily suit every employee or every job. Creative careers such as writing or software design are seen as some of the most suitable roles for work-from-home employees. Besides assessing job-specific skills like their ability to sketch anatomy diagrams using directions, The Association of Taxation Technicians also lists some of the skills needed for home working employees such as self-motivation, self-sufficiency, time management, and IT knowledge. For example, an artist may possess good human anatomy drawing skills but may need constant supervision to produce high-quality work. These qualities can be pinpointed using previous on-site work performance. Does the individual constantly miss work deadlines? Do they need supervision and direction throughout the day? If the answer is yes, a transition to working from home may not be a good fit.
Be sure to make scenario questions a part of your evaluation package when considering work-from-home employees. Many employees working from home do so with their own set of distractions such as young children or home emergencies. Knowing how they will handle these situations and whether it will affect their work is key in gauging their ability to work under pressure and maintain the standard that is expected of them.
You may also want to break up the day to day working schedule with project-related work, or Online Training Courses. These can help upskill and increase the diversity of their working capabilities.
Another key part of ensuring the success of work-from-home employees is equipping them with the right tools to do their work remotely. These include company-specific software such as accounting or design software programs alongside standard time management and communication tools to keep track of productivity. These tools will also help you as their leader effectively manage your remote team while they are not on-site. Something that often proves to be an issue in remote working.
For time management and attendance monitoring, a mobile time attendance program can be useful. Some examples of time management tools used by remote workers include Roadmap App, Time Doctor, and HiveDesk. Other tools that may be included in a remote working package include file-sharing programs for collaboration like Dropbox, cybersecurity software including firewalls, and video conferencing tools such as Skype for Business or Zoom.
A common complaint of work-from-home employees is poor communication. The Institute of Leadership and Management found that poor communication and working practices are increasing amongst remote working, with 88 percent of workers struggling with miscommunication. Inadequate/ unclear communication plus a lack of shared identity have been reported as some of the leading barriers. This leads to ineffective working for employees working remotely, including those working from home.
To overcome this, you must implement clear communication policies for work-from-home employees. This will help them feel included and improve feedback should they need it. According to the ILM’s recommendations, scheduling regular team meetings using audio or video conferencing software can greatly reduce this conflict. In addition, try to replace email communications with video or audio where you can. You can also encourage the use of team collaboration tools like Slack to ensure instantaneous communication.
Working from home is not for every employee or manager. However, with the right team and policies in place, you can have great success with this type of working arrangement.
Are you prepared for the recruitment upturn? Take a look at our guide to planning your post-pandemic recruitment strategy, by CEO of Smart Recruit Online, Mark Stephens.
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.