4 Ways to Turn Recruiters to Talent Advisors

Finding, attracting, and hiring the right people is still one of the best ways for firms to forge a competitive advantage, but a new work environment requires a new type of recruiter.

While finding and putting the right employees in the right positions is one of the most crucial parts of a company’s success, only 40% of applicants to a job actually fit the profile that managers are looking for. The suitability of candidates has declined in recent years, and it is now twice as hard to fill vacant positions as compared to five years ago, according to CEB data.

What’s more, every unfilled position costs a company $365 per day, so companies’ recruitment teams need to find quicker ways of identifying and recruiting the people their colleagues are looking for.

But to do this corporate recruiters must also acquire some new skills and experience. Successful recruiters now actively influence staffing decisions with their in-depth knowledge of talent requirements and expertise in labor markets. The most effective – recruiters CEB dubs as “talent advisors” – create 2.5 times more impact than the traditional recruiter versed in company processes, and with a flair for simply hitting prescribed deadlines.

Most companies agree that the recruiting function must evolve from providing operational hiring support to strategic recruiting guidance. Though finding and hiring candidates is a crucial task of recruiters, just 1/3 of applicants are a good match to the job vacancy thereby increasing the operational costs. It’s getting difficult to fill in positions, and recruiters are constantly looking for ways to fill in the positions at the earliest.

Transforming recruiters from being order-takers to becoming far more useful business partners would needs certain skill enhancement for recruiters; successful recruiters are recognised as talent advisors and influence the company processes. Running recruitment functions can to the following things to evolve as Talent Advisors:

• Organizational context: the long-term perspective of the recruitment and impact on business and see how getting the right talent is tied to business outcomes
• Determine environmental impact: the market forces affecting the hiring process
• Stakeholder feedback: regular feedback and support helps keeping recruiters motivated
• Exposure to talent assessment tools: utilising the recruiting tools in the modern era can help them arrive at decisions

Once empowered, these recruiters can help in not just filling the vacancies but offering a direction and strategy to the company.

5 Outstanding Ways to Improve Candidates Experience!

To win the ‘War for Talent’, it is must to offer the best candidate experience. The current market is candidate driven. That simply means you don’t pick talent. The talent picks you. This raised the importance of improving candidates’ overall experience. 

By overall experience, I mean the candidate’s complete journey. That is from applying for a particular job to the final joining. The experience candidates are getting during this journey matters a lot. 

Don’t forget, the way recruiters used to hire has been completely changed. It is a digital age and the technology is playing a vital role in driving the best talent for organizations. The recruitment software and tools are helping recruiters in driving data, screening and assessing candidates, and even in scheduling the interviews. 

One thing is for sure, you have to keep the pace with the modern day recruitment strategies in order to improve the candidates’ experience. 

Don’t worry read on and know how and what are some damn sure ways that improves experience of the candidates. 

Tip #1: Start with a perfect job-description: 

It is the very first-stage of interaction between the candidate and the company. Therefore, it is crucial to have a clear and perfect job description. The description must include the job title, roles and responsibilities, salary range, and other perks. 

Check out the Glassdoor’s job description to get an idea about the perfect way to highlight the job description. 

 

Tip #2: Have a world class Career web page 

According to a study, 89 percent of candidates agreed that employer’s career web page is very crucial in getting the key information that leads to a perfect experience. 

Friends! 89 percent is not a small number. Here are some points you need to keep in mind while optimizing your career web page. 

• Include work culture photos to showcase the real working experience in your organization.
• Must add a search function.
• Optimize it to mobile.
• Don’t forget to add CTA (call to action) button at an appropriate place.
• Integrate your ATS for better results.

Tip #3: Keep the registration form short 

Do you know 60 percent of positive candidates quit the site while filling online job application? The reason- long and complex job application. 

So, keep it short as much you can. Ask things that you really needed. Progressive profiling is an interesting solution here. 

Tip #4: Value candidates’ time 

Bitter truth- Top talent stay in the job market not more than 10 days. (LinkedIn survey) 

This shows how important is to improve the response time. Be responsive and make sure to reply all the queries of the candidates. Try to minimize the time frame within 5 days. 

Tip #5: Communicate, communicate, and communicate 

Communication is the key to success. Lack of proper communication is one of the most major reasons of frustration for candidates while job search. Regular communication can have a positive effects on overall experience of the candidates. 
Candidates’ experience is the present, past and future of overall perception of your organization’s recruiting process for the candidates. It is the outcome of attitudes, behaviours, and feelings they experience during the whole recruiting process. 

Selecting the Right Employee

Every organization needs the best employee but does every employee get them. Looking for the right candidate for the open positions requires a streamlined process. A streamlined hiring process not only helps to get the best candidate but also helps a smooth transition into their job profiles.

Below mentioned are some of the points that can help you streamline the hiring process and select the right candidate for the organization:

Create a Job Description

The job description is the first point to attract the candidates. And that is the reason the job description needs to be accurately defined- the position, required qualification, salary to be expected, required documents etc.

Job description publicity

After the job description is created it is important that the opening is circulated to the appropriate channels. There can be various ways of doing it- advertising, career fairs, word of mouth – all these ways can play a positive role in spreading the news of the opening and getting the application from potential candidates.

Interview preparation

Hiring is a two-way process with the candidate the employer also needs to prepare for the interview. It is important what would be the appropriate set of questions to be asked during the interview, the resumes are review properly so that a pleasant conversation can be initiated.

Pre-employment Screening

  This is a point that needs to dig deeper into the person would be going to be part of your company and representing your brand in future. Things like a criminal record, education levels, medical check-ups and other testing’s are important.

All the above points if taken care during the hiring process can help you select the best candidate. A candidate that will be productive, up to the mark and can represent the organization in a better way.

Humantelligence brings to you the best recruiting platform uses cognitive science to uncover the work motivators, behaviours, ideal work, and life priorities of individuals and helps you to select the best candidate.

The Role of Artificial Intelligence in Recruitment

Artificial intelligence is a field which is gaining more and more attention day by day. It is a science of making intelligent machines especially software programs and tools. The technology enables machines to think like human and mimic human capabilities. AI enables the ability to think, learn, and decide on machines and software systems so that they can work smartly in different situations. It is playing a vital role in automating recruiting businesses than ever before.

Technology offers services across numerous sectors to automate processes in a smarter way by analyzing big data that tends to identify new opportunities. It has gained popularity across almost all prospects of an organization like in IT, marketing, development, etc. AI is also shaking up the world of recruiting by changing the way recruitment agencies are hiring the talent.

Technology has tremendous capability in boosting traditional recruitment process. The introduction of virtual assistance makes the complex and time-consuming recruitment process simple and quick. It promises to augment reality tools and software to assist interviews and analyze the capabilities of candidates. It enables recruiters in building candidates unified profile from unstructured data and then match their job profiles with the possible skill sets.

Let’s see what are the benefits of having AI in recruitment:

Boosts quality hiring: One of the terrifying nightmares for HR recruiters is selecting the right candidates from a pool of a large number of job applications. The artificial intelligence helps recruiters to divide the recruitment flow into several stages in an automated way. They can gather and assess more data of each candidate and create a proper insight. Innovative organizations like Humantelligence that offers AI recruitment solutions use special algorithms to assess skills of candidates.

Increases adoption of analytics: By creating candidates insights, the artificial intelligence helps HR managers to identify new hires based on their skill and place them on right position to utilize their talent in the maximum possible way. The approach not only boosts business productivity but also helps in boosting candidates skills. AI Softwares give out the most accurate results

Saves time by automating the process: Well time is the most valuable thing. Selecting the right candidate from the huge list is not easy. AI makes the process fast by automating the process of assessing candidates. Like mentioned above, AI Softwares take no time in giving out results. This is beneficial for the organizations, as it saves up on a lot of time, money, and resources.

Gives out Fair Decisions: With human intervention, there will always be a conscious or unconscious bias. Biases in any form cannot be good for the organization but unlike humans, AI has no space for biases. It only depends on data and analyses a resume based on that leaving no space for any type of bias and helping you hire the best potential candidate.

Hiring process involves a lot of reliable first-party data or a proper research. By analyzing and creating candidates persona from the huge list, the AI is helping recruiters in hiring the best talent for their organization.

Scared of Automation?

In today’s date, Artificial Intelligence (AI) and recruiting go hand in hand, but AI and recruiters don’t. This is because somewhere deep down, the recruiters are insecure about the AI Softwares and that they think that these would eat up their jobs.

Well, to some extent, this may be true, AI will definitely eliminate the repetitive work and make way for better and jobs that add more value to human work. And it is important that we trend the way the world is trending so that we don’t become obsolete.

3 Signs That Indicate Your HR Recruitment Software Has Outdated

‘There is Nothing permanent except change’– An old Proverb

Well, I too agree. How one can forget the downfall of ‘Nokia’ – a giant mobile manufacturer? Although Nokia’s mobile phones were very user-friendly, easy to operate, and of course nothing can beat when it comes to durability. But still, they lost the market. And do you wonder why? They failed in updating themselves. When competitors were offering android platforms, Nokia was still using the old platform (Symbian). And it was very late when Nokia realized its mistake.

As your business grows, you will have to come up with the latest and updated resources and systems to sustain. There is no wrong in saying that, employees are the strongest pillars of any organization. HR system, that manages employees will need to become more stable and structured.

Many of us have already implemented several types of HR recruitment software to keep pace with the evolving trends and technologies. But do you really think only implementing a mere software is everything we needed? No, it is only the battle half won. The next half is updating the software with current demand and latest possible features.

Here I am going to mention 3 signs that indicate you need to change your HR software.

Unable to tailor the business needs:

The purpose of an HR software is to support key HR activities. And your software must possess some level of adaptability to tailor your business needs which is not possible with outdated systems. Such systems often require a lot of manual inputs. If you are in the same boat, it is the peak time when you need to either update your current software or look for a new one.

Poor security:

The data breaches are very common these days. The breach in Facebook’s data has shaken the world and raised a very important question, ‘Is my data really safe?’ Security is one of the fastest growing concern after such incidents. In the era of GDPR (General Data Protection Regulation), the term security will be more important than ever. Figure out whether your tool is following the guidelines of GDPR or not.

Limited functionality:

The HR software came into the existence because of the limited functionality offered by the old-fashioned tools such as MS-Excel or spreadsheets. Improved and upgraded HR software enable you to overcome this. Always go for an HR software that performs multiple tasks. Be sure, you have a software that performs multiple HR tasks.

So, friends, these are the three important signals that clearly indicates your HR software is outdated. Technology waits for none. Don’t be like Nokia.

Get data-driven hiring decisions with Pre-Employment Tests

The recruiting process has been changing and looking out for new improved ways of hiring candidates. In this changing world Pre- Employment Test has created a buzz all around. Every industry, every sector works really hard to hire the best candidate possible. But to the ones who are still too new to the term – let’s get a full and detailed understanding of the Pre- Employment Tests, why they are used and what are the benefits.

To start with let’s first understand what are PRE-EMPLOYMENT TESTS?

Pre-employment test is an unbiased, standardized method of getting candidates data in the hiring process. These pre-employment tests have the capability of providing relevant information of the candidate’s ability to perform the job in the workplace for which he has applied.

The best thing about these tests are, they are efficient and reliable, they help you to uncover the work motivators, behaviors, ideal work environment, and life priorities of an individual, which leads to better understanding, communicating, and connecting with their organizations.

Why there is a need for Pre- Employment Test? Isn’t the hiring managers experience enough to scan the candidates resume properly?

We understand your question and the hesitation as well. But you could blame it to the availability of the internet- it is actually difficult to filter and manage a huge pool of applicants. A lot of times job applicants don’t even bother to read the Job description and will shoot their resume for almost every job opening without giving any regards to the qualification or experience required for the job opening. This results in a huge pool of resumes and also gives less or no bandwidth to the hiring managers to go through the applications thoroughly.

This is where the Pre Employment test adds value to the recruiting process.  Adding a Pre Employment test can actually help a small or large organization to cut this long process short and handle the large pool of candidates better.

How many types of  Assessment tests are available?

There can be a various form of assessment tests but they broadly fall into 3 different categories. Below mentioned are the three categories:

• Aptitude
• Personality
• Skills

 Aptitude Tests: LinkedIn conducted a study to find out what is that most of the employers look for in a candidate. And as per the study LinkedIn reported the below mentioned two qualities:

1) Problem-Solving Skills (65%)

 2) Ability to grasp new concepts

Aptitude tests help you to measure the ability to learn, solve problems and think critically. It gives you the insights how the candidate reacts to a certain situation, learn and digest the information and execute new strategies and plans.

Frankly, with the traditional hiring method, it is difficult to assess these abilities of the candidates and this is where the aptitude tests can help. Cognitive aptitude tests can help to measure predictive performance.

Personality Tests: Personality test is quite popular in the HR community. But the personality test tells you about the personality of the candidate and if he or she has the personality traits required to do that job. There is no right or wrong answer to the questions, personality test helps you to understand if the behavioral tendencies of the candidate are good for the company culture and the job role or not.

Skills Tests: As the word suggests skill tests help you to understand the job-related capability of a candidate. These skills don’t talk about the basic aptitude instead it talks about the acquired knowledge on the basis of the educational qualification of the candidate or on the basis of the experience and the career the candidate has pursued.

Skill test usually is done to check on the readiness of the candidate for a particular job.

What are the benefits of using Pre Employment Testing tool?

During the hiring process, the hiring managers work hard to make sure that they get the most relevant information on their candidates. But with the traditional hiring method, you may not get the best of the results. As per researches most of the times resumes have misleading information and 40% of the resumes have actual lies.

Pre Employment Test helps you to get the authentic data about your candidates with the help of data analytics. Even if the resume is forged when the candidate takes the test he or she answers in the raw pattern. It enables you to get the best information about the candidates.

Pre Employment Test streamlines the hiring process, eliminates subjectivity and the most important thing is improves the quality of hiring. There are various benefits of a Pre Employment Test, some of them are listed below:

• Higher productivity
• Better employee retention
• Reduction in costs associated with turnover
• The efficient and less time-consuming hiring process
• Increased defensibility of the hiring process as it uses objective and validated metrics

Diversity or skill set: How to balance both?

What is more important while hiring for an organisation Diversity or Skill?

A lot you must be thinking – why to even ask such a question at the first place. Skill set will definitely win as we all know that there can be a lot of position which needs a specific skill set and can’t be compromised. But we can’t forget the importance of diversity also – imagine a workplace wherepeople are hired from the same background and are of same thought process.

Diversity has nothing to do with religion , race or any gender but more than that.

It is important to understand the changing aspects of the team structure and if diversity is actually required in your team. The need of diversity is actually for innovation. Without a diverse team there cannot be much innovation as everybody will think alike and hence nobody will be questioning the current system and quality.

If you are actually looking for the overall growth of your company it is important to have diversity as the regular flow of work will be questioned giving birth to innovation and quality.

To balance both diversity and skill there are few things that can be kept in mind while forming the workforce.

Below mentioned are few points that can help you to get diverse employees in your organisation:

• Encourage the managers to discuss the business needs for diversity and the type of diversity your business requires. Make them understand that employees with different ideas may bring stress in initial phases but can turn out to be strong assets for business. 
• Create objective standards to define the job. What skills will the new employee need in order to be successful? Define the job description accurately and not too broadly. An objective criterion helps you judge candidates on their merits rather than on preconceived notions.
• Talent Fit Hiring is a powerful tool that allows companies to hire the right candidates, beyond their skills, but also for their fit to the Corporate Culture without any perception attached to any candidate. Analytics based solution that creates ideal profiles which hiring managers can recruit and benchmark against, saving countless hours in the filtering and interview process.

Diversity bring innovation and creativity in the workplace and there is a need to hire diverse workforce in an organisation. I hope that this blog helps you get some insights about the need of diversity and ways to get a diverse workforce. Comment your opinion on diversity in the comments sections.

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Get data-driven hiring decisions with Pre-Employment Tests

The recruiting process has been changing and looking out for new improved ways of hiring candidates. In this changing world Pre- Employment Test has created a buzz all around. Every industry, every sector works really hard to hire the best candidate possible. But to the ones who are still too new to the term – let’s get a full and detailed understanding of the Pre- Employment Tests, why they are used and what are the benefits.

To start with let’s first understand what are PRE-EMPLOYMENT TESTS?

Pre-employment test is an unbiased, standardized method of getting candidates data in the hiring process. These pre-employment tests have the capability of providing relevant information of the candidate’s ability to perform the job in the workplace for which he has applied.

The best thing about these tests are, they are efficient and reliable, they help you to uncover the work motivators, behaviors, ideal work environment, and life priorities of an individuals, which leads to better understanding, communicating, and connecting with their organizations.

Why there is a need for Pre- Employment Test? Isn’t the hiring managers experience enough to scan the candidates resume properly?

We understand your question and the hesitation as well. But you could blame it to the availability of the internet- it is actually difficult to filter and manage a huge pool of applicants. A lot of times job applicants don’t even bother to read the Job description and will shoot their resume for almost every job opening without giving any regards to the qualification or experience required for the job opening. This results in a huge pool of resumes and also gives less or no bandwidth to the hiring managers to go through the applications thoroughly.

This is where the Pre Employment test adds value to the recruiting process.  Adding a Pre Employment test can actually help a small or large organization to cut this long process short and handle the large pool of candidates better.

How many types of  Assessment tests are available?

There can be a various form of assessment tests but they broadly fall into 3 different categories. Below mentioned are the three categories:

• Aptitude
• Personality
• Skills

 Aptitude Tests: LinkedIn conducted a study to find out what is that most of the employers look for in a candidate. And as per the study LinkedIn reported the below mentioned two qualities:

1) Problem-Solving Skills (65%)

 2) Ability to grasp new concepts

Aptitude tests help you to measure the ability to learn, solve problems and think critically. It gives you the insights how the candidate reacts to a certain situation, learn and digest the information and execute new strategies and plans.

Frankly, with the traditional hiring method, it is difficult to assess these abilities of the candidates and this is where the aptitude tests can help. Cognitive aptitude tests can help to measure predictive performance.

Personality Tests: Personality test is quite popular in the HR community. But the personality test tells you about the personality of the candidate and if he or she has the personality traits required to do that job. There is no right or wrong answer to the questions, personality test helps you to understand if the behavioral tendencies of the candidate are good for the company culture and the job role or not.

Skills Tests: As the word suggests skill tests help you to understand the job-related capability of a candidate. These skills don’t talk about the basic aptitude instead it talks about the acquired knowledge on the basis of the educational qualification of the candidate or on the basis of the experience and the career the candidate has pursued.

Skill test usually is done to check on the readiness of the candidate for a particular job.

What are the benefits of using Pre Employment Testing tool?

During the hiring process, the hiring managers work hard to make sure that they get the most relevant information on their candidates. But with the traditional hiring method, you may not get the best of the results. As per researches most of the times resumes have misleading information and 40% of the resumes have actual lies.

Pre Employment Test helps you to get the authentic data about your candidates with the help of data analytics. Even if the resume is forged when the candidate takes the test he or she answers in the raw pattern. It enables you to get the best information about the candidates.

Pre Employment Test streamlines the hiring process, eliminates subjectivity and the most important thing is improves the quality of hiring. There are various benefits of a Pre Employment Test, some of them are listed below:

• Higher productivity
• Better employee retention
• Reduction in costs associated with turnover
• The efficient and less time-consuming hiring process
• Increased defensibility of the hiring process as it uses objective and validated metrics .

Managing Remote Employees

The world has become virtual and so has worked. It has no boundaries these days and can be done from anywhere on this earth. Globalisation has a lot to do with the changing working styles. It is not the traditional office boundaries anymore so the managers are not in your head to monitor the work or timings. The focus is only on the productivity and the task allotted to be completed.A lot of costs also can be saved on inventory and  infrastructure but even this looks like a positive approach certain thing to make it a success:

• Set productivity standards: It is important to set standards of the expected productivity so that it is not compromised and delivered on time.
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• Equip the employee: Avail them all the access to the required applications and training materials. So that there can be a proper communication forms to discuss if there the employee is stuck somewhere.
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• Proper governance: Email, instant messaging and phone/video calls can be deployed to resolve queries, offer help and get feedback. Weekly status calls or reports on task trajectory will help in project management and achieving milestones.

• Acknowledge and resolve: Understand their concerns, issues, problems faced, working style, strengths, weaknesses etc. Make them feel an important part of team and help in increasing productivity. A checklist can be created of the prerequisites to keep remote employees organized and efficient.

Well, involving remote employees in the team is not just about saving office space, or fewer salaries, no additional operating costs etc.; it is about managing the resources both financial and people. It is all about productivity and achieving results. Technology has also created tools to manage remote employees. Action Management System by Humantelligence helps align and motivate employees around key specific strategic goals, delivering fast, measurable business results. Apart from other HR activities, it tracks individual, team and overall performance on assigned goals.