The internal structure of a human resources department includes many sub-departments from compensation and benefits, training and development, employee relations and recruiting. Of all of these, the recruiting department is crucial to its job of finding relevant talent who can perform their duties and are also a great fit into its corporate culture.
There are several methods to perform each of these processes, and many companies find it such a hassle that they have chosen to outsource the entire process to dedicated recruiting companies. However, is this the most effective and cost-effective method? Is there another way to have more control over our recruiting process, save costs, and at the same time make quality hires?
We’ll answer these questions as we dig deeper into this article, highlighting pain points on the road and solutions on how to better improve the overall recruiting process.
What is recruiting?
Secondo businessdictionary.com , recruiting is the process of finding and hiring the most qualified person internally or externally, in a timely and cost-effective manner.
This process usually takes a lot of time and money from job analysis, finding relevant candidates, screening these candidates, and onboarding. Because of the resources invested in finding relevant candidates, every process is critical to ensuring that a company is not hiring badly. This pushes HR professionals to find innovative ways to perform each process more efficiently.
Why is recruiting important?
To make it clear how important and expensive recruiting is, here’s an infographic to portray the consequences of bad hiring:
Without good recruiting processes, companies are more prone to bad hires. The consequences of a bad hiring can be very damaging to a company in terms of productivity, costs and even morale. Secondo peoplemattersglobal , 1 in 3 new employees have been found to be bad hires and taking into account the fact that it takes 3 months to 2 years to identify an unproductive hiring. The cost of a bad rental can range from $ 25,000 to $ 50,000 according to a CareerBuilder survey depending on various factors from the position taken, the time taken to identify a bad recruitment, the cost to find the candidate, etc. To stem these problems, employers should make sure their recruiting and onboarding processes are up to date. This would mean exploring the latest in recruiting technology and adopting modern practices to ensure it parallels today’s job seekers. Let’s take a look at the processes that go into recruiting and the importance of each process.
What are the recruiting processes?
Analyze the works
Human resources personnel in the recruiting department must analyze the jobs and understand them before posting them on the relevant channels. This ensures that the job posting is shown on relevant channels to get as many relevant candidates as possible. Understanding the function and requirements of a job is an essential first step in ensuring the efficiency and effectiveness of the hiring process. A normal workplace consists of:
- Titolo di lavoro
- Job description (working hours, benefits, responsibilities, requirements, type of job)
- Stipendio
- Position
- Corporate hiring
- Company details (logo, description, media)
Recruiting is like selling job positions to the most relevant and qualified candidate. With so many similar jobs out there, the competition to attract and hire these limited groups of candidates is tough. This forces companies to find creative and innovative ways to attract and attract job seekers. In addition to simply increasing the salary, providing more benefits or training opportunities; companies can also use tools and features on certain hiring platforms to give their job postings greater visibility and engagement.
Looking for candidates
In addition to analyzing the job in detail, recruiters need to identify the right tools to use. For example, depending on the platform used, some platforms offer additional features that provide more information to job seekers or improve engagement.
For example, Glassdoor provides a platform where current and former employees of a company can leave reviews. These reviews provide job seekers with more insight into a company’s work culture and, at the same time, help companies with more positive reviews better attract job seekers.
GrabJobs allows employers to post videos on their company page to better interact with job seekers. The videos offer job seekers a glimpse into the work environment, people and culture of the company. Job seekers can relate better through a Recuriting video instead of reading a company’s description and history.
In addition, some work platforms are suitable for specific sectors such as:
For example, seamanjobsite is a job portal aimed at seafarers looking for work ashore. These jobs are usually very niche and not commonly found on other job portals. Therefore, having such a specific job portal would go a long way in finding relevant candidates.
Recruiters can also leverage social media to find candidates. With the vast number of active users on platforms like Facebook, Twitter, and even messaging apps like Telegram, businesses can’t just ignore the potential of using these platforms.
In addition to just using social media and job platforms, recruiters can use other channels like recruiters, college recruiting, and even job fairs.
Candidate selection
After receiving the applicants, the next step would be to screen the qualified applicants. The candidate screening process is usually the most time-consuming.
Recruiters usually need to review each candidate’s CV and profile to determine if this person would be suitable for the position. However, with technology, there are tools that recruiters can use to alleviate this tedious process.
With CV parsers, ATS systems, and even chatbots, leveraging technology will give recruiters an edge by reducing time and finding the right hires more accurately.
Insertion process
The onboarding process is a crucial step like the rest. A good onboarding process ensures that new hires are better adapted to their environment and understand certain procedures and what is expected of them in their new positions.
A solid onboarding process can help a new employee assimilate to their job more quickly and effectively after understanding what is expected of them. This also increases the productivity of the entire team to have someone who fits the corporate culture.
Types of recruitment
Recruitment can be divided into two different sources: internal and external.
With Internal Recruitment Sources, companies will tap into the number of existing employees and fill an open position by promoting employees or transferring them. Internal recruiting saves you more time and money as you don’t need to find the candidate and you don’t need to hire an existing employee. However, promoting or transferring an employee from one position to another still creates a position to fill.
As for external recruiting sources, there are many other different channels to explore. The most common would be the use of ads on job portals and even on social media. Others may prefer to outsource their recruiting process to companies that specialize in talent acquisition, however, this usually costs more than using job portals. Other channels include referrals and even partnerships with campuses for internship programs or even hiring full-time recent graduates.
Recruiting tools
With the myriad of challenges that come with recruiting, many companies have invented tools that would help make recruiting more efficient and cost-effective.
Job portals
Job Portals are one of the most common tools used by recruiters. As mentioned earlier in the article, there are many types of job portals with different niches and uses. Identifying the right platform to use is critical not only for getting candidates but also for finding relevant candidates.
The niche for these portals can range from specializing in a specific sector to those offering internship opportunities to a portal only with job postings from startup companies.
In addition to identifying the job portal that would be most relevant to the position you are hiring for, recruiters should also identify how to best attract job seekers browsing the platform. It is very likely that the ideal candidate you are looking for will be pursued by other companies as well. In addition to paid initiatives like getting your job on top of paying for ads, it’s the job of recruiters to ensure that their job postings are fully optimized by taking advantage of every potential feature the job platform provides. Optimizing all of these aspects is key to ensuring your job offer is clear and engaging for relevant candidates.
Sistema di monitoraggio del richiedente (ATS)
Applicant Tracking System or ATS for short is a tool that companies use to improve the efficiency of their recruiting process.
The function of an ATS is to scan a candidate’s resume for keywords relevant to certain positions and to analyze this information into categories that recruiters can easily refer to. The ATS, however, is not 100% accurate – this means that a resume submitted by someone who is relevant to the position may not be recognized on the ATS.
This can be due to multiple factors such as:
- The resume format may not be ATS compatible
- Enfasi insufficiente su determinate parole chiave
- Models not recognized or not easily analyzed by the ATS
- Images that cannot be analyzed by the ATS
The primary purpose of using the ATS is the convenience of not having to scan a myriad of resumes daily, but it is still recommended that recruiters occasionally check the database for resumes that may not have been ATS compliant. Also, with knowledge of how an ATS works, some candidates can abuse this advantage by over-optimizing their resume to make it ATS compliant when not all of the information included is accurate.
Social media
It may come as a shock, but many recruiters are taking advantage of social media to reach potential job candidates.
According to research from Oberlo, about 3.5 billion people are active on social media; spend up to 3 hours a day on average engaging on these platforms. With the diversification of features on social media platforms to stay competitive, some have even integrated their job market.
Take Facebook, for example, the most used social media platform in the world. A Times Business research in 2012 shows that 84% of job seekers use Facebook compared to 36% on Linkedin. However, the opposite is true for recruiters as they still prefer to use LinkedIn for their recruiting needs with 94% versus 65% on Facebook.
Facebook also launched its job market feature in 2017 and it has worked well since then because it’s free for employers and users! In addition to the job market, businesses have also interacted with their demographics on Facebook by running ads, setting up their business pages, and sharing engaging content with users.
To summarize, recruiters can engage and find potential job seekers by doing the following:
Effective recruitment in 2020
With technology evolving at such a fast pace, companies need to make sure they are up to date with the latest trends and technologies across all sectors of the business. Recruiting has seen tremendous changes in recent years from automation to the policies involved in ensuring ethical and socially acceptable hiring practices. Let’s take a look at some of the new trends to be adopted in 2020!
Chatbot
Chatbots may not be a recent invention, but their versatility makes it easy to integrate with multiple services and products. Along with machine learning, chatbots can adapt and evolve into specialists, able to extract and identify data, interact with job seekers, and automate the recruiting process. Using GrabJobs as an example, by implementing a pre-selection interview chatbot, employers can pre-select candidates by asking them relevant questions that will rank and rate candidates based on their answers. This reduces the time it takes to ask repetitive and mundane questions like “Are you a local or a PR in Singapore?” or “How many years of experience do you have in this particular role?”
Artificial Intelligence (AI)
Artificial intelligence, short for AI, has shifted the way businesses function from front-end interaction with users to back-end data evaluation. The power of AI lies in its ability to adapt and evolve on its own. Many believe this power can replace many jobs today due to its ability to perform tasks faster and more accurately. An example of implementing artificial intelligence in recruiting is Metaview. Most products on the market are usually more focused on evaluating candidates, but Metaview’s approach is to evaluate their interviewers. Interviews are automatically recorded and interpreted based on multiple data points such as questions asked, length of interviews, times a candidate was dropped, etc. The data collected during the interview gives interviewers a better understanding of their performance and, at the same time, provides suggestions on how they can improve better.
Recruitment metrics
Data is a crucial aspect for all companies when it comes to making decisions, growing, identifying defects, implementing change and predicting the future. In recruiting, there are more data points that recruiters and hiring managers should start tracking if they still need to:
- Cost per rental
- Time to fill up
- Time to hire
- Performance of the recruitment funnel in different stages
- Employee turnover rates
- Quality of recruitment
With all these data points, recruiters can identify areas where they are missing and decide which measures to implement that could improve their recruiting process, saving time and costs, and increasing efficiency.
Character-based assumption
Workplace culture plays a very important role in influencing morale and productivity in a company. Hiring a candidate with the right experience and qualifications is important, but recruiters shouldn’t ignore evaluating a potential candidate based on their character as well. Without assessing a candidate’s character prior to hiring, a company may be confronted with an employee with years of experience but may lack ambition, integrity, energy, diversity, ethics, and perspective. Skills and qualifications can be learned through experience, but character and values cannot be easily thought of. This is not to say that a candidate’s character is more important than their ability to fulfill their role,
Fidanzamento
The traditional job application method usually involves a job seeker submitting a CV through a job portal platform or by email. Many job seekers are left hanging after their application because employers are not responding. This also happens when job seekers do not notify employers when they have accepted a new offer or are not interested in a role which is another major problem in recruiting: the interview does not turn up. With the rise of chatbots and the emphasis on character-based hiring, employers have taken steps to increase engagement among job seekers. Engagement with job seekers also allows employers to better explain roles, culture and expectations more accurately. It also reduces the delay time between emails and messages.
Video
Videos are also becoming a popular tool used by employers to clarify corporate culture and branding. Employers can better illustrate them by getting employees to talk about their role and the company. Videos are also more interactive than a job seeker reading a company’s “About Us” profile.
The future of recruiting
The idea of recruiting is easy to grasp, but when broken down into its individual functions, recruiting requires more than just a basic understanding of its concept. Recruiters and hiring professionals are constantly challenged when it comes to finding the ideal candidate at the lowest cost and in the shortest time. This has prompted recruiters and companies to look at the technology they can leverage on to give them a competitive edge over others when searching for the ideal talent. Businesses and individuals will need to constantly evolve processes to be more efficient when it comes to recruiting.
