Ways to Hire & Onboard Remote Workers Recruiting remote workers has shifted to become a main focus for many businesses. Prior to the pandemic, many companies had little to no best practices in place for recruiting, hiring and onboarding remote workers and had to...
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Using Data to Help the Hiring Process
Recruiting employees is vital to the success of your business, but it can be difficult to focus your efforts. Recruitment software can help your business analyze data to produce the best results.
Leveraging the power of data can improve your recruiting process exponentially. It doesn’t replace your people skills; it focuses your efforts in the right direction to find the best job candidates.
Read on to learn the benefits of data driven recruiting.
Measure Effectiveness of Job Postings
No matter how much effort you put into writing the perfect job posting, you have no guarantee that it will attract the intended target.
Your recruiting software can help by keeping track of the applicants for each job. Once you know where your quality leads are coming from, you can focus more of your recruiting efforts in that direction.
Cost of Hire
Having accurate data on hand can help control the cost of hiring new employees. Advertising is not the only factor to consider. Don’t forget the cost of how many hours it takes to locate, interview and onboard new employees.
You may need to increase or decrease your job advertising budget. You can determine how large a pool of applicants you need to produce each hire and adjust accordingly.
Time to Hire
The sooner you can fill job vacancies, the more your business will run at peak efficiency. Data driven recruiting can allow you to track the email exchanges between recruiters and job prospects.
This allows you to analyze your process and streamline the communications pipeline. If the hiring process is taking too long, the data can help you discover what is causing the bottleneck.
Data driven recruiting also helps you to analyze the hiring process to ensure efficiency and compliance.
By using a consistent set of interview questions and assessment tests, you can bring in right job candidates while making sure you are following anti-discrimination laws.
Some of the best data you can collect is feedback from the candidates themselves. They can rate the user-friendliness and effectiveness of your hiring process and make helpful suggestions for improvement.
Collecting data can be essential to solving your hiring problems. If you have trouble finding qualified candidates or if the process simply takes too long, the data can point out what is going wrong.
The data can also help you avoid low job acceptance rates or high turnover among new hires. Incorporating data into an overall hiring plan will ensure that new hires will remain effective and help you achieve your long-term business goals.
Determine the Data with The Applicant Manager
The Applicant Manager (TAM) software has all the tools you need to track the cost, time, and sources of your new hires. You will have ample data to analyze your hiring process and make it more effective.
TAM is simple to use and incorporate with your company’s current practices and recruiting strategy. It can help you streamline the hiring, onboarding, and compliance processes while producing useful data that can benefit your company in the future.
Take a look at TAM’s features and see how it can benefit your business.
Let’s say that, for your next date-night, you choose the new fancy steakhouse in town. Their chef is world-famous, and you’ve never seen such stellar reviews for a pricey steak dinner. They promise to cater to your every need for the evening, and the meal does not disappoint. That is, until your dessert arrives. Where the rest of your dinner thrilled, your bland, boring soufflé falls, literally and figuratively, flat.
Sure, you might go back for that killer steak, but the next time the waiter asks if you’d like a dessert menu, you politely pass, despite your insistent sweet-tooth. Why would you settle for a lackluster lava cake, when the best bakery in town is right down the street? The bakery staff are experts in their craft, and their passion and expertise are reflected in their unique creations and uncompromising service. You know that their meringues and macarons will never, ever disappoint. Dessert is important! Why would you compromise? read more…
The COVID-19 pandemic has transformed the employment marketplace, and one area which it has definitely impacted is that of the interviewing of candidates.
When states across the country first started implementing lockdowns in 2020, in-person interviewing was hard to come by. However, that didn’t mean employers didn’t still have hiring needs. Of course they did. What it meant is that employers now faced a greater challenge in their pursuit of top candidates for their open positions.
Video interviewing to the rescue! read more…
With 2020 (finally!) behind us, 2021 brings a sense of change and hope possibly greater than ever before. While last year was a difficult year for non-profit organizations and donations, we know the future looks bright for the industry and expect it to bounce back after the year of hardships.
According to a 2020 report from Johns Hopkins University, the nonprofit sector is still the third largest in the economy, with over 12 million jobs. With a rebound in fundraising and private sector spending in 2021, non-profits will continue to be a great industry for placements.
For recruiters, non-profit placements can be tricky considering a candidate would probably want to align more with the organization’s viewpoints and efforts. These types of organizations also don’t have quite the placement power that bigger companies do when seeking top talent, so they can be at a disadvantage.
That said, here are some best practices to follow when hiring non-profit talent:
1. Include the company values and mission in the job description
In order to communicate the role and its responsibilities, the main purpose of the opportunity has to be there. In non-profit specifically, this description may also contain the value in working with the company. The goal is to grab those candidates who share those same value sets.
Including the nonprofit organization’s mission statement and core values, as well as clear expectations for potential hires, can help ensure a smoother hiring process with a more productive workforce.
2. Utilize multiple recruiting channels
When it comes to nonprofit job orders, promoting the open positions across different channels can help expand the reach to find that position’s perfect candidate. Websites like Monster, LinkedIn, CareerBuilder along with nonprofit specific websites such as Idealist, Foundation List, and National Council of Nonprofits are great for spreading the word on a really good opportunity.
The more avenues that are experimented with, the better chance the position can gain some traction and get filled!
3. Recruit with referrals
For non-profit job orders, sometimes the best way to get traction on it is by word of mouth. Or in this case, referral via technology. Creating an effective way to start referrals between candidates can result in better placements and longer employment for jobs.
4. Proactive Recruiting
Oftentimes the best way to get a placement is simply to do some proactive recruiting. Gathering lists or pools of talent can oftentimes help when you find job orders that need filling. Taking the initiative to scout out talent ahead of time can save your clients time in the long run when waiting for positions to be filled.
Using a type of applicant tracking system can help you to store your candidate information can be really beneficial as well, making communication and scheduling times to talk much easier. Equally as helpful during times of proactive and reactive recruiting.
If an Applicant Tracking System offers it, you can also take advantage of their other features such as onboarding that make life easier for bringing on new hires!
5. Streamlined Recruiting
Many candidates won’t want to have their time wasted by a long recruitment process. Rather, having materials, meetings and clear and open communication in place ahead of time is a good way to pursue candidates and save time.
This can be tough for a nonprofit organization that usually wants to match the values and ideals of the candidate and visa versa – however with clear communication throughout, the process can be streamlined.
6. Get nonprofit recruiting Firm help
If nothing else, you can turn to recruiting firms that only specialize in nonprofit placements. These firms often already have pools built up filled with candidates that can be placed into job orders. This is a surefire way to make sure there is an efficient and timely onboarding process.
Hiring talent can be difficult and tedious. After all, it was easy, then everybody would be doing it . . . and they would be doing it correctly. But of course, that is not the case.
And hiring during the COVID-19 pandemic, during these recessionary economic conditions, is even more difficult. That’s because, depending upon the industry in which you operate, you may receive a flood of resumes and applications from interested job seekers whose enthusiasm for your jobs are amplified by the fact that they currently do not have one.
There is no doubt that we live in the Digital Age. It’s all around us, everywhere, and the COVID-19 pandemic has only put more of an emphasis on technology.
This is especially the case in the professional world and the employment marketplace. We’re all social distancing, of course, and some of us work from home on a daily basis. This means plenty of online meetings instead of being face-to-face.
Throughout the years, several popular interview questions have surfaced as the “most common”, many of which are regularly used by companies and businesses to assess whether or not a candidate is right for the job.
It’s easy to default to these popular questions we’ve always used because they’ve been around for years, and they’re what everyone expects and for which they prepare.
It’s one of the oldest dilemmas in business: everyone worth hiring is already working for somebody else.
Consequently, to get at top-notch talent (even during a recession), you’re going to have to do more than throw up a banal job posting on the job boards. This is where passive recruiting comes into play.
Great talent isn’t just sitting around actively searching for new jobs. They’re too busy contributing to the goals of their current employer. To reach them, you have to entice their interest through channels where you know they can be reached. Not only that, but you must also have an efficient way to keep track of a large pool of candidates at different steps in the recruitment process in a single applicant management system or pipeline.