Even under the best of circumstances, hiring can be challenging. That’s because finding the right job candidate is not easy. That’s especially the case when you’re hiring in a candidates’ market, when applicants and job seekers have the leverage. This is why using a...
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The past year has no doubt been an impactful one. Still in 2021 and beyond, we will see and feel changes to our processes in the workforce. This includes the recruiting and hiring industry. As 2020 wasn’t the greatest year for job outlooks, we look forward to different approaches to hiring and new talent acquisition trends to ease us along.
As COVID vaccinations become more and more common and it is more dealt with, businesses will be able to return to somewhat of a normal state. For many this may be the same as before the pandemic – for others, not so much.
What are some of those changes you ask? Here are some to note:
For many, this was a change that had never been done on a big scale before. Sending workers home to work remotely was a first, and could remain common now that employees have had a taste. When it comes to the hiring processes, it was safe for both parties to remain in their own locations. With the use of technology, it was possible to interview and facilitate the majority of onboarding without ever having to meet in-person.
Interviews will most likely continue to be done largely from remote locations, simply due to the fact that it saves time and costs. According to a LinkedIn survey, around 70% of professionals said that hiring processes will become increasingly standard.
The marquee question is: when will post-COVID begin? Since there could never truly be a definite “end” to the COVID virus, the virtual recruiting will look to continue to also act as something of a safety measure for both parties in the hiring process. Even more important through this process, is the use of an applicant tracking system. Being able to manage your job postings, send out pre-screening questionnaires and have paperless onboarding are huge benefits.
While these times of remote work are essential now for safety, many also speculate that we will return to workplaces with regular face-to-face interaction at some point. Humans are social beings, and so therefore it will be in our best interests to create some sort of balance.
Internal Hiring and Mobility
According to LinkedIn Data, internal mobility and job changes are up by 20 percent in the last year. With hiring budgets immediately slashed by many organizations last March, an increased look at already available talent was the way to go. Since many businesses will have the engagement of internal employees already, there are fewer costs and shorter hiring processes.
Another benefit of this process is greater retention. Retention and churn is something that many companies have tried to focus on in recent years with their own employees. As time goes on and people are well equipped to take on more challenging roles, they expect mobility options. This benefits both the employee and the company in the grand scheme of things. By working together to create mobility through additional skills and technology, this is an area that can gain pace in the new year.
Choosing to decide between building talent and adding headcount in your company can be a real challenge with uncertain times ahead. Ensuring you have flexibility and the means to react to immediate business needs would be the best strategy to approach 2021 with.
Diversity and Inclusion
For many individuals looking at job openings, one of the key things they tend to look at are its values. With this, comes its responsibilities towards its employees, greater society, its shareholders and so on. A focus for many organizations in this matter will include diversity, equity and inclusion in the workplace. According to Workplace Intelligence, 70% of job seekers said they want to work for a company that demonstrates a commitment to diversity and inclusion.
Advocating for more diverse pipelines will come through recruiting funnels. With any potential for bias being removed, creating this diversified workplace is imperative for many companies. For the opportunity awaits for recruiters to take lead on this initiative. Whether it be through interview panels, using data-driven reports or just having diversity goals to set forth – there is work to be done.
Expanded Skill Sets
Being able to adapt to the times is an increasingly important skill, especially if something such as 2020 happens. Through challenges, there will be ways to persevere and grasp at opportunities for some. For many recruiters, this meant learning and self-growth within the first months of the pandemic.
By providing new ways for outreach, talent acquisition and networking skills, hiring professionals can expect this to see results of this big wave in 2021 and beyond. One of the best investments you can make is in educating yourself, and that is seemingly what many did amidst COVID-19.
With this learning process, come tools that often make these challenging hiring needs easier and more timely. In using an applicant tracking system such as The Applicant Manager, the tools you need as a hiring professional are right at your fingertips. Given the ability to keep tabs on current applicants, update a job portal or even provide onboarding paperwork remotely – this is something that can make 2021 even easier.
It comes as no surprise that non-profit organizations always need volunteers. This can be tough at certain parts of the year, or dependent on how the job market looks. An organization’s engagement with their audience can also fluctuate throughout the year, so they will always be in need of help in one way or another.
This is where driving prospects comes in. Volunteers come and go, move and retire, leave for another cause, experience life changes, etc. So how can you keep your volunteer count fresh and always reliable?
Here are some strategies to help drive new prospects:
A starting place for finding volunteers is to look where they already are! If you have already gained workers through different channels and have varying levels of rapport, there are good chances there for retention. Some may stay longer than others, but with the option for future contract work, they can still be made useful. Especially during times where remote work is possible, technology makes it easier to stay connected, stay productive with teams, and drive a mission forward!
Utilizing a staffing software helps streamline this process and helps keep your candidates managed in one place. With other features such as job boards, screening and onboarding tools, an applicant management system is really helpful when keeping tabs on candidates. So whether they stay or leave, they can always be reached via their stored contact information.
2. Utilize Technology
Running a contest or offering an incentive for volunteering is a great way to give back to those volunteers who donate their time. While they might do it out of the good of their hearts, this is something that might help get the word out initially to help bring them in. Having something such as a gift card giveaway to one volunteer or another prize could be really effective in getting people excited for helping a cause.
Another way to hype up your job opportunity is with the chance to get free swag. By that, I mean shirts, bags, mugs, keychains, etc. Anything free! People love free is stuff given away at a moments notice. These can also double as free advertising for your organization!
Last but not least, you can strive to do something incredible. Set a goal that is extreme, yet realistic. This can help gain attention among people, the media, and others around your organization. Making your event seem like a special and important opportunity will help volunteers stick around!
3. Word of Mouth
Someone being referred to a job or role is typically a better fit than a candidate just passing through and looking. The same goes for volunteers. Getting some word out to people about these volunteer opportunities can come in many forms and work wonders for driving applicants to your front door.
One of the first ways is to create some PR buzz. Traditional sources include the radio, TV and newspaper ads – however younger segments will be better reached on social media. Platforms such as Facebook and Twitter are key for these demographics, as this is typically a source of entertainment and news for the age group.
There can also be simple way to get more people to assist in your volunteer efforts. Just like referrals, someone can bring a friend or have donors volunteer. With things such as incentives to bringing volunteers that are friends, this can double and even triple your efforts. If they end up having a great experience, trying campaigns that can easily be shared on social media would benefit your organization by getting more free publicity out there.
4. Keep New Recruits Engaged
Sometimes volunteers will initially reach out, interact or even help out in some way. Engagement is important at this step because the more engagement they feel, the more likely they are to feel accepted and appreciated. This simple act of gratitude in the form of a text or email can help keep volunteers around for the long-term.
Using these tips can help you strategize when it comes to recruiting volunteers, as well as finding ones that engage with your organization. Following these tips and related ones will help keep volunteers driving to be recruited and helping out with efforts across the board.
In today’s world, there are many different hiring practices. There are full-time workers, part-time workers, contract workers who freelance, contract-to-hire and so on. With contract hiring websites such as Jobble and Upwork, some positions can easily be filled seasonally or only when necessary.
On the other hand, hiring a full-time worker could be more impactful in the long-term for a company. With someone who has the skillset and the longevity for a given role, they grow in value as the company retains them.
So which is better – a contracted worker or a full-time hire? Let’s find out.
When to go with a contracted hire
The pros to having a contracted hire is that they are a very flexible option for companies who want someone to fill a position. They help budgets, allow for trial, can be productive and can offer novel ideas. Whether you need a time-based or project-based hire, it makes for a very attractive option.
Giving a worker a project or two to work on rather than having a full-time employee busy some of the time is typically a cheaper option for companies with small budgets. Even when it comes to termination, typically that is done on the behalf of the staffing agency.
Hiring a contracted worker will allow you to get a good feel for a worker before committing full time. You want to make sure that a worker has both the skills and motivation needed for the job. With a trial, you’ll be able to gauge a sense of good-fit or not.
This hire also allows for new ideas. Say your employees are stuck in a groupthink situation where that fresh perspective has been lackluster. An outside hire can be really helpful in any situation to get some new ideas coming through the workflow funnel. Helping move projects and tasks that are in standstill is what makes companies succeed after all.
When to go with a full-time hire
On the other hand, some believe that contract roles are killing upward mobility and there should be a balance complete with full-time workers. Full time employees are a fixed-cost and are compensated in accordance with their skills and experience level.
Does upward mobility matter to the job candidate? Does it matter to the employer?
After a worker has had some experience in a position, they do also become sort of an asset of value to the company. With previous experience, knowledge and a know-how for processes, this can be of great value to a company’s core mission. If you have contract hires who are working a project, but miss out on key details because they’re unaware – there’s missed opportunities.
The Key details
There are a lot of factors at play when it comes to a company’s onboarding process. It seems that in the 21st century, many are looking to cut unnecessary costs wherever they can, which has led to more contract hires than ever before. With the internet as a tool, it is easier than ever to get some extra hands on a project. Full-time hires still obviously happen, and can prove to be very beneficial – to both the employer and employee.
So when it comes down to it, it is a matter of budget size and what you best believe fits your companies hiring needs. Do you need someone in and out, or do you need someone to stick around and embed themselves within your company’s mission?
In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This would effectively reduce the need for “turndown” or rejection letters, at least within the initial phase of the recruiting process.
In an effort to decrease the high volume some recruiting teams deal with, A.I. tools handle prescreening questions, skills assessments, and even administer challenges or tests that a potential applicant would need to pass before being moved on to the next step in the process. The next step being the part where they deal with an actual human.
Perhaps no other industry in the employment marketplace has been affected by the COVID-19 pandemic as much as the Hospitality industry. Due to the nature of the professions within this industry, you can understand why the pandemic has had such a detrimental effect.
But as anybody who works or has worked in Hospitality can attest, it was a unique and complex industry before the pandemic began. In fact, it’s unlike any other. As a result, HR is often plagued by challenges and obstacles not encountered by those working in other industries.
We’ve addressed the benefits and advantages job video interviews before in this blog. And of course, the COVID-19 pandemic has forced most employers to utilize video interviews when screening candidates for their open positions.
Here’s the good news. The video interviewing of the past was expensive. It required costly, bulky equipment, and required coordinating a time and place with compatible equipment on the other end. Now, almost everyone has the capability and access to conduct video interviews via phone, tablet or laptop.
Building a strong brand presence should be more than just a focus for the marketing team. Creating a positive employment brand is an important component when it comes to recruitment. Companies like Google and Salesforce have reputations for being great places to work, from their creative and collaborative work environments to excellent perks, like Google’s free cafeteria for employees. When a company has a reputation for being an awesome place to work, applicants come flocking.
Put yourself in an applicant’s shoes. When they apply for a job at your organization what is their experience? Do they receive an acknowledgement that their application has been received? Will they be contacted even if they’re not a good fit or when they fail at a step in the recruiting workflow?
What some employers don’t realize is that not only do most candidates expect an automated reply that acknowledges their application, the majority also expect a personal email response and even anticipate a phone call.