Image courtesy of Assess Hub.
In an increasingly mobile world, many businesses are beginning to shift towards more effective execution within their HR departments. Implementing video into the process of recruitment not only provides an integral solution for businesses, it expands their reach when it comes to attracting the best talent.
Make full use of available resources
In 2016, 63% of organizations were using video in their recruitment processes and the use of such a tool facilitates the process of hiring new talent as well as largely affects the way companies engage with the most talented candidates and potentially even tapping into new global markets and an unlimited talent pool that may have previously been inaccessible.
This effectively means companies achieve global reach while cutting down recruitment costs, particularly beneficial for start-ups and smaller institutions.
- Using video for interviews
Using video as an interview tool allows international businesses and start-ups alike, to connect with candidates conveniently, even regardless of location, assessing their abilities efficiently and cutting down the time required to schedule and conduct interviews in person in half. With video interview technology comes the great freedom of connecting with new candidates and getting them excited about your company through the use of video resources.
- Use Video to Leverage Communication
Numbers show that recruiters who use video as a one-way or two-way interview tool can screen candidates rapidly, thus elevating their rate of success over the span of the recruiting process as opposed to the hours HR departments spend screening candidates’ resumes and conducting initial phone interviews. Specifically, with live video interviews, you can enable the candidates to connect with you in real time and most importantly, at a time that suits your busy schedule while benefiting from the crucial aspect of face-to-face interaction with each participant. Many applicants apply on their mobile devices which shows that more and more job seekers search beyond traditional websites. Thus, video is where your company can gain a mobile edge and proves an innovative add-on in the recruiting process for the best available talent even if you attract them on the go.
- Market Your Business more effectively
Digital advances have made for a generation of young professionals who were bred to respond to visuals. Many companies are already using video to attract the right candidates with the advantage that videos are a shareable tool that can be creatively integrated within various social media platforms. Recruiting-focused videos are increasingly popular and can benefit your business or start-up greatly if you feature existing employees’ testimonials, reflect aspects and put across your unique message about the working culture within your company. You can go as far as enhancing job advertisements on your career website with targeted videos, showcasing the specific job function advertised to add a personalized touch and ultimately enhance the way candidates engage with your organization.
- Showcase Opportunities
Use video to advertise new openings within your company but do not limit the use of this versatile tool to just that; – rather, showcase the human aspect and culture of your organization, even go as far as creating interactive office tour video, to inspire candidates and take the hiring process to the next level.
- Stay Current During and After the Hiring Process
You can use video to replace automated response emails that will reach applicants and make you stand out from the rest or use this tool throughout the hiring process to highlight important aspects of the candidate, such as what to expect in the different stages of recruitment or elaborate on your company’s processes and values. This is a proactive way to continue communication even after you have hired a candidate by creating customized videos and greatly speeding up the process of training for each individual new employee.
Can you think of any other options to use video in your recruitment process? Please share with us in the comments.
Image courtesy of Assess Hub.
Vishal has over 12 years’ experience working across industries, planning and implementing business growth strategies in the digital space. Equipped with a Master’s Degree in Business Administration from the Department of Management Studies (Pune University), his present association with AssessHub is about contributing to thoughts and sharing key insights on improving the Human Resources function and sharing ideas about the same which he shares through the AssessHub Blog.
Courtesy of Unsplash.com
I’ve been talking a lot about where HR is headed this year, which is important so we can prepare ourselves appropriately. However, what about now? What can we fix right now? It has occurred to me that there are some basic precepts in Talent Acquisition (TA) that practitioners are not tending to. This advice emanates from conversations I have had with several jobseekers about their hiring experiences of late. If you are doing committing any of these hiring crimes, please fix it immediately.
- Asking the candidate for information in bits and pieces. Every company has necessary information they need in order to make a formal offer. In case you were unaware, candidates are as busy as you are. They don’t have time to be going back and forth with you about what you need. Create a checklist or some sort of system for the jobs you hire for to ensure you account for all of the items you need to collect from a prospective hire. To commit this crime is to annoy your candidate and to give the impression that your company works haphazard manner.
- Not allowing your new hires to give adequate notice. If the candidate has to wait several weeks to get through your pre-hire process, you can wait the two to three weeks they need to give their current employer adequate notice of their departure. If you expect it from your people, you should expect others need to do the same for the companies they are employed by as well.
- Telling prospective hires to give notice before you have fully vetted them. No one has time to be putting in notice with their current employer prior to you vetting them or officially offering them a position- only to be told the position is no longer being offered to them. This is a crime, because you never know what can come up during your pre-offer process to prevent you from hiring them. Will you help them find a new job if it turns out you can’t hire them? Probably not. It is never advisable to say anything to a current employer, until a prospective hire is fully vetted and given an official offer letter. Make sure your TA people aren’t telling candidates to do this.
- Ridiculously long applications. When’s the last time you looked at your application? Do you really need to know things like: when a person was divorced or where a deceased family member lived? These examples are just a few of the growing list of ridiculous questions asked on applications. Unless you are a federal, state or civil service agency, you should not have a 50 page application. Even within those agencies, there are often times redundancies in terms of information they solicit during the hiring process. Some advice, take a look at your application and gather only the information you absolutely need to make both a legal and practical hire.
- Requiring candidates to incur costs in advance of their employment. A candidate I know was recently asked to send passport photos to her prospective employer (which was previously made available to the employer and lost.) The loss of the photos caused this person to have to purchase a new set of photos and pay for overnight delivery to a state agency. This was a burdensome cost for the candidate. My advice to employers is: you require it, you pay for it. Many candidates are in tough financial spots and cannot afford to pay a dollar more than what it may cost them to get to the interview and back. Do your best to eliminate economic and financial hurdles for them to overcome while trying to become employed by your company.
These are just a few instances in which the actions of your Talent Acquisition staff could be undermining your hiring efforts. I provide this advice not to point the finger, but to shed light on an area where we need to do better as a discipline. When I worked as a Talent Acquisition Specialist, my focus was to put the right people to work as quickly as possible. As a TA Specialist or Recruiter, you have to be dedicated to making every step in the hiring process as painless as possible. You make it so by letting people know what they can expect and removing unnecessary hurdles from their path to becoming an employee.
For more insights on this topic, click here to hop over to “The Aristocracy of HR” You Tube Channel.
Image courtesy of Flickr.com
Yesterday, I was on a show called: Drive Thru HR with two of my friends/colleagues (check out the replay here). We had the chance to discuss what we see as necessary qualities for today’s Recruiters and Talent Acquisition professionals. There’s no question that there has been a shift from when I started over 10 years ago. If you speak to the average jobseeker (and this includes candidates internal to your organization) – that shift isn’t exactly a positive one. It appears that as technology improved the quality of Recruitment has decreased. The opposite should be true; but alas it isn’t and people are fed-up.
I have a few friends in the market looking for new work. As such, I have become the go-to gal for all ridiculous Recruiter stories and antics. While I am rarely shocked, I am often disappointed. For this reason, I am listing the essential qualities that I believe make a Recruiter successful.
1) Jobseeker Advocacy- I am always stunned by the Recruiter that doesn’t get that it is their job to advocate for their candidates. It may be a sore spot for me, because I worked in staffing once upon a time- where everything from your paycheck to your performance depended on your ability to find talent and get them working as soon as possible. Hiring managers look to the TA professional or Recruiter for guidance on the candidate landscape and market. As a Recruiter, it is not only your job to snatch up the best candidates; but it is also your job to advocate for the ones that have the potential to be a great hires. You’re probably thinking- well doesn’t everyone have potential? The answer is “it depends”. However, there are times when the hiring manager wants what they want and despite their stubbornness you have to be courageous enough to advocate for your people; so your qualified applicants have a fair chance at being evaluated. I have advocated for candidates that were not necessarily the hiring managers first choice; but they were the best qualified and it turned out beautifully.
2) Understanding the Need– Too often, I hear about Recruiters engaging jobseekers without fully understanding the job they are recruiting for. Not only does it make the recruiter look ridiculous, but it is also a poor reflection on the company. How can you expect the candidate to get excited when you can’t answer basic questions about the position? Last I checked, the first thing a recruiter needs to do is to sit with the hiring manager and understand what they need . The next step is to do your own independent research about the position to add to what you already know. The moral of the story here is: know what you’re recruiting for and stop trying to herd jobseekers like you would cats.
3) Humility– We have all been in a position to look for new employment at one point or another. The Recruitment Process is not the place for a power trip. Often times, people are at their lowest when they are coming in for an interview- especially at the entry-level. Anything you can do to make them feel at ease-so they can put their best foot forward is advisable. Treat candidates as you would want to be treated.
4) Setting Expectations- Recruiters are busy. Nobody gets that more than I do. That being said, help yourself and the candidate by letting them know what to expect in the beginning-so they don’t have to constantly bug you for status updates. If you do this and there are still complaints, you can at least rest easy at night knowing you attempted to provide some guidance to your candidates for what they should expect during the hiring process. If candidates know what to expect they will be less inclined to stalk you for answers.
5) Get Out There- I don’t care how much Social Recruiting you do- it is no substitution for getting out of the office and out to events to meet with potential candidates. In my previous life, I was often the only Recruiter willing to go to events, job fairs and the like. Some of my co-workers were reluctant to do so relying only on internet sourcing to fill positions. To each their own, but it is almost blasphemous to be a Recruiter and not want to be out and about networking. Step away from the screen and get out to an event. It allows people to connect with you in person rather than the normal channel of applying online.
We all get busy or forget to follow-up from time-to-time. However, these should not be the defining a whole industry such as Recruitment. As with any job, the focus for Recruiters should be to deliver a consistent and quality experience. Your reputation and your company’s reputation depends on it.
FTC Disclosure: I received compensation for writing this product review listed below as one of the services I offer my clients. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products and/or companies I believe my readers will benefit from. iCims is an ATS provider and I have either reviewed or used their product personally. I have not made any absolute statements about its functionality but endorse the capabilities I have personally observed. I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Image courtesy of stockphotosforfree.com
When we speak about Applicant Tracking Software (ATS) capabilities, we often overlook its impact on the spectrum of users and instead focus on the bells and whistles that tend to be non-essential or less relevant to its primary recruitment function. After all, the purpose of an ATS is to automate and streamline recruitment, hiring and onboarding processes so that it saves time, resources and energy.
The question is: who is really saving the time? Has ATS technology to date been too heavily focused on the recruiter and hiring manager experience?
The gap in ATS technology has been the lack of emphasis on the candidate experience.
2014 is the “Year of the Candidate” at iCIMS. With this initiative, they are refocusing their intentions out of both necessity and utility to better serve the candidate from a technology standpoint. Today’s candidate is on-the-go, always looking for the next opportunity and an easier way of reaching you the employer. With the increased influence of social networks, mobile capabilities and the flattening groups of passive, active and non-active jobseekers, it is only right that iCIMS look at ways of improving candidate engagement.
iCIMS is taking the lead on reengaging the workforce by revamping and developing technology that encourages the candidate to engage with companies and seek out opportunity rather than deter them from the hiring process. In January 2014, The International Labour Organization (ILO) reported a dismal outlook on economic recovery and job creation. In this report, they state that, 23 million people globally have left the labor market due to difficulties in finding suitable employment. Slower job creation can be blamed for that statistic, but I’m sure we can also agree that finding the jobs that do exist has become increasingly onerous as well.
The mobile advantage
Two in five candidates say that their perception of a company is hurt if a company career website is not optimized for mobile. iCIMS has created an extremely responsive career portal that is optimized for candidates to utilize on mobile devices and tablets of all screen sizes. The clean and simple look and feel of the career portal is enhanced with intuitive navigation, making it easily accessible for candidates-on- the move.
Candidates that have embraced using “the cloud” for document storage, will find ease of use in being able to upload their resumes from their Google Drive or Dropbox accounts. In addition, the more social candidate can reap the benefits of iCIMS social integrations which allow candidates to submit their resume for a job with their social accounts like LinkedIn, Facebook, or Google+. Social capabilities also ensure that candidate applications that reach recruiters are as up to date as the news feed on their social networks.
Another convenient capability is the location based job search tool which uses GPS technology to search for positions within a specific radius of the candidate’s location. The ideal situation for any candidate is pursuing a job within a reasonable commute. This technology allows candidates to focus on opportunities in their area. This also benefits employers as it allows them to target candidates looking specifically for opportunities in the markets where the business is located. The “Year of the Candidate” is all about connecting the dots and creating a “fit” for both the candidate and employer.
Video as the rule
Video is no longer the exception, but rather the rule. Increased time constraints, diminishing budgets for travel reimbursement or coverage for out-of-state candidates, coupled with a glocal (global +local) candidate ecosystem makes video not only cost-effective, but practical. Video is the shining star across the iCIMS Talent Platform whether it is as a branding initiative on the careers page or part of the real-time Skype integration for interviewing candidates remotely.
Their newest and most exciting feature is the video cover letter. The video cover letter is one of iCIMS newest candidate screening tools that allows the candidate to showcase their skills above and beyond the parameters of what a normal resume can tell the employer. The candidate can record a short video to be submitted for consideration with their application from a computer webcam or mobile device. Rather than submit the same old cover letter that recruiters have seen for years, they get to truly understand from the candidates’ point of view why they believe they are qualified- while gaining an opportunity to assess how they communicate orally.
HR technology takes the guessing out of recruitment; while reallocating power to the candidate, in an effort to allow them to put their best foot forward as they pursue new opportunities with you. Start simplifying recruitment today and make 2014 the “Year of the Candidate”
iCIMS, is a leading provider of innovative Software-as-a-Service (SaaS) talent acquisition solutions, is an Inc. 500 and Software Satisfaction honoree focused on solving corporate business issues through the implementation of easy-to-use, scalable solutions that are backed by our award-winning iCARE Customer Support.
Image courtesy of Wikimedia
Depending on who you speak to there is a talent war and every employer should be gathering up their troops to battle for the best and brightest. While I don’t disagree that there are still some highly sought after professionals that are hard to get to particularly in technical fields- I don’t see this said talent shortage/war being true in general.
What I have seen is great talent who are no longer passive but now actively open to any and all conversations surrounding new opportunities. I see those top performers as ready to have conversations about their next move, but employers being ill-equipped to receive them.
What do I mean?
This means that many of the employers speaking about the talent shortage are really spreading workforce propaganda and are in fact the root of the problem when it comes to the talent discussion. All employers want the best and brightest at their company, yet not all of them are diligent enough in how they attract, assess, develop and retain that talent. They want the finest selection of talent but are only willing to offer up salary, development, and benefits that don’t begin to compensate or reward the efforts of quality professionals.
There are various types of workers needed to keep your organization afloat. You have the top performers who will do what they are expected and offer up ideas, skills, and abilities above and beyond what you ask of them. These are your current and future leaders. You have your operational kinds that will be on time do what is asked of them and nothing more. They’re not overly concerned about upward mobility or development-just pay them for an honest day’s work and you will have them for the long haul. Lastly, you have those that will do less than what you expect and require a lot of hand-holding. These are the people that do just enough to keep you off their backs, but are not adding much to your workforce in terms of engagement and productivity.
When you think about what you want the makeup of your employee ecosystem to be- it isn’t likely that you want to attract or retain the latter kind of professional. Everyone is aiming for the best! You want those professionals that are self-motivated, productive, and ready to push the company agenda ahead.
Return on Effort
While it’s great that you are clear on what you want- are you as clear on what will attract and retain what you seek? The talent is there. They are open to conversation and helping you solve your business problems, but it comes at a price. Just as you expect ROI on your investments in them; they expect that you provide opportunities for growth, benefits, fair market value pay in return for their efforts. It’s called “return on effort”. This is where you get what you need from the employee and you in turn provide proper remuneration for their deliverables.
Do you have the budget or resources to garner the talent you seek? This is an important consideration for all businesses. If the answer is “yes”, your only worries is the strategy in getting and keeping them. If “no”, you have both a budget concern and work to do in terms of figuring out how you fairly and equitably distribute what you can; plus continuing to attract and retain talent despite a shortfall. This is not an easy task, but it may require you to be honest with current employees as well as new hires as to what you can really offer. Some may still join or remain with you through the struggle and others may flee. The point is it’s time employers stop selling grown adults on ideals and fluff that may never come to fruition.
Be cognizant of what you can offer as an employer and admit your shortcomings. Talent gaps and shortage may be real, but it isn’t the full story.
How will you rework your talent strategy in 2014 and beyond? Let me know how I can help?