A seasoned HR professional understands how difficult it is to compete for talent while remaining efficient. Whether you need seasonal workers, have recurring projects that require expert personnel, or can’t keep up with a large in-house recruitment team, you’ll need to hire more individuals at some point.
It’s time to think about outsourcing your recruitment process if you want to improve the whole recruitment process and manage your talent acquisition needs more efficiently (RPO). Many businesses are unfamiliar with the notion of RPO.
So, what precisely is RPO and what are its advantages?
In simple words, RPO is when a company outsources all or part of its permanent recruitment to a third party. Access to the best personnel in the market is critical for competitive advantage and business performance.
When deciding on a product or service, one of the first questions to ask is, “How will this help my company?” Choosing the right RPO provider, one that understands company culture, beliefs, and hiring goals can pay off tremendously in the long and short run.
RPO (recruitment process outsourcing) has a lot of advantages. This is true whether you plan to outsource the entire recruitment process or just a portion of it.
The top six advantages of RPO have been discovered and they include:
1.Increased Participation of Stakeholders: By meeting pre-agreed SLAs, RPO improves hiring manager and senior leadership involvement. High levels of HR satisfaction are a result of the quality of hiring and the effectiveness of the recruitment process, which can only be beneficial for productivity. RPO essentially frees up the client to focus on their core business.
2.Reducing Expenditure: Many businesses end up spending a significant amount of money on recruitment firms. They also spend a lot of money on online job boards, which are frequently underutilized for a variety of reasons. These indirect expenses are not visible, yet they have a negative impact on the organization’s annual turnover.
RPO is the greatest solution for businesses looking to hire top personnel in a methodical and cost-effective manner. It can assist in cost reduction by supporting three corporate goals:
a. Creating effective and dependable hiring procedures
Developing a proactive sourcing strategy
Consistently focusing on high-quality hires.
3.Automation and tools are accessible
There are a number of tools on the market that can be used to evaluate the effectiveness of a company’s recruiting and hiring operations. To find active talent in the market, RPO providers use the most up-to-date technology and search tools. Their purchasing power can also help you create integrated solutions, saving you time and money.
4.Reduces the requirement for advertising
It can be expensive to advertise. When a company works with an RPO provider, those costs are drastically reduced. There is no longer a need to advertise. The RPO provider is in charge of locating the finest candidates. Instead of candidates seeking you out, they reach out to you. They are highly resourceful when it comes to tracking down the missing people.
5.Subject Matter Experts’ advice
Recruiting and onboarding the people you need to expand your business takes time, effort, and skill. Seasonal demands or new initiatives may necessitate a large number of hires in a short period of time. It’s never easy to deal with such situations. Recruiting is an RPO’s key competency. They can take care of your recruiting and hiring needs right away, without you having to worry or panic.
6.Putting a stop to vacancy time
The average time it takes to fill a vacancy has a negative impact on the company’s performance. A crucial component of an RPO model could be the ability to fill vacancies in fewer hours. Developing and implementing better talent recruitment tactics can significantly reduce the time it takes to fill a position.
Conclusion
RPO service providers like Pragna are skilled and prepared to balance hiring speed with quality to provide the best results every time.
To summarize, recruitment process outsourcing (RPO) is worth considering if you need to respond to changing hiring needs or are looking for innovative approaches to optimize talent procedures which is what we at Pragna specialize in. It can be stressful to have an urgent hiring need. Understaffing can result in costly effects such as revenue loss, poor production, and low employee morale. We can help you deal with expected spikes in demand and provide you with the best talent when you need it.
With the world becoming increasingly dependent on online connections, it’s more crucial than ever to use an omnichannel method to stay on top of your game in any industry. But what exactly does ‘omnichannel’ imply? People are engaging with brands across many platforms and devices as the ‘internet of things (IoT) develops in popularity. We all use phones, tablets, laptops, smart TVs, and even wearable technology regularly.
All of these methods of engagement are included in something that is ‘omnichannel.’ An omnichannel strategy understands that they are all linked and can overlap, rather than treating them as separate entities. An omnichannel recruitment process allows applicants to engage across numerous devices and platforms while maintaining a consistent experience.
Recognize your objectives.
You must first comprehend your objectives to put this method into action. Why do you wish to put it in place? What will you gain from it? Is the time you put in worth the results you’ll get?
This is something to think about if you want to stay on top of recruitment trends. Other compelling reasons to employ this procedure include a desire to improve applicant satisfaction and broaden your reach. It will not, however, correct any errors that have already occurred. So, before expanding in this fashion, make sure you’re confident in your recruitment strategies.
According to a survey, 73% of millennials found their last jobs through social media while another survey shows that 48% of top quality hires came through employee referral. Therefore, if you want to nail the top tier talents, there is no way that you can rely on just one channel of recruitment. This is where the omnichannel recruitment help you to achieve your recruitment goals.
Increasing people’s ability to apply is one of the most important things an omnichannel procedure can help with. As you can see, many people are having problems with their smartphones and job applications. You’ll be able to snag more of the best prospects if you integrate their smartphones into the process.
Establish a framework on omnichannel recruitment.
It’s time to make a plan once you’ve decided what you want from an omnichannel strategy. With video conferencing, it’s simple to sit down with your team and sketch out where you want to go. Even if you can’t be physically present with each other.
Rather than attempting to tackle everything at once, concentrate on analyzing data to determine the optimal approach. Customer surveys, as well as current research and publications, can be excellent sources of information. You may use these to identify what platforms people most frequently engage with you on, what job listing strategies are effective – and, more crucially, what isn’t.
Choose which channels to concentrate your efforts on and which to avoid. The term “omnichannel” does not imply that you should use every channel available to you; rather, it refers to the integration of the ones you already use. It’s pointless to include Pinterest in your strategy if your applicant pool doesn’t use it.
However, meet them where they are, even if it’s on a channel you’re not currently watching. If people are tweeting about you and asking about job openings, but you don’t have a Twitter account, now is the time to create one.
You can also make enhancements to your current platforms. Installing a chatbot or re-optimizing your mobile site are two options. Drawing out the candidate’s path and following their progress is one excellent way. Keep track of how prospects contact you and how many touchpoints there are during the hiring process. This way, you’ll be able to make their experience as pleasant as possible. It’s like tracing a customer’s trip, as demonstrated below:
Don’t be afraid to go all-in.
You must fully commit to the implementation of an omnichannel recruitment process. Anything less will be clear to the candidates and will not be accepted. Any advantages you earned will go if you miss a popular channel or there is a less-than-smooth transition between platforms. According to statistics, 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity. Therefore, one must not just concentrate on the numbers of channel but also the candidate experience of each channel to enjoy the advantages of omnichannel recruitment.
The desire to work remotely has grown as a result of the current scenario. As a result, now is the best moment to make substantial adjustments to help you get ahead. Because more people are going to use online ways of applications, it’s critical to reinforce your process across numerous devices and platforms. It also cuts down on the number of processes you need to link because you won’t be connecting to in-person channels or tasks for a time!
If you’re in e-commerce, you’ll need effective inventory management to properly deploy an omnichannel approach. You might think you don’t need this in recruitment, but you might be surprised! You’ll need a good way to keep track of your staffing needs if they fluctuate with customer demand and orders. That’s why it’s critical to completely commit to the omnichannel process; else, linked business procedures like this could slide between the cracks!
Continue to develop.
You can’t rest on your laurels once you’ve developed an omnichannel approach. You must continue to develop. The internet moves quickly, and you must be equally quick to adapt to keep on top of it! The simplest method to achieve this is to examine and update the data you have available frequently.
Micro funnels are an option worth investigating. They’re frequently used in digital marketing to track conversions. They’re also a great approach to focus on issues that can cause people to drop out during the recruitment process.
If you have an application form and discover that many individuals abandon it halfway through, a micro funnel can assist you to pinpoint the part of the form that is causing the issue. This makes troubleshooting a lot easier. Instead of deleting the entire form, just fix the specific input!
Take the lead with omnichannel hiring.
The modern world is constantly changing and evolving. The necessity of hiring elite personnel, on the other hand, does not change. Implementing an omnichannel recruitment process ensures that you can achieve just that. If you think forward and keep evolving, you’ll be able to protect those top candidates from falling into the hands of your competitors.
With the internet serving as one of the most significant tools for job seekers, now is the moment to make use of it and make sure you’re easy to locate – and, more importantly, easy to use.
The future of omnichannel recruitment
Investing in omnichannel recruitment establishes you as a market leader while also boosting the likelihood that top individuals will find and accept employment with your organization.
However, those aren’t the only advantages. By meeting job searchers where they are, you may save money on underperforming channels while also presenting your company’s benefits and obtaining access to a larger pool of candidates.
It’s not easy to launch an omnichannel recruitment strategy, but the rewards and other advantages make it well worth your long-term investment.
Improve your omnichannel recruitment with data.
By conceiving each of these cadence phases as a separate part of a bigger sequence, you’ll be able to avoid the biggest risk of multichannel recruitment: inconsistent brand message.
You can, for example, use data to:
Select the appropriate medium for distributing specific elements of your recruitment messaging or brand positioning.
Check to see whether you’re sending duplicate messages to applicants or pushing them to repeat requests they’ve already made.
Separate highly engaged prospects from those who are just starting their job hunt (or aren’t looking at all) so you can decide where to focus your time and resources.
Determine which channels are producing the best candidates for you in terms of acquiring talented personnel, as opposed to those that aren’t.
Determine an acceptable messaging cadence to keep active relationships with top talent while avoiding bothering them.
You’ll be able to convey more sales messages about the benefits of working for your firm than you could on a single channel.
Conclusion
What works for customers also works for candidates: if you’re in the recruitment business, you need to be where your candidates are. There are dozens of ecosystems where your candidates “live” nowadays, and it’s up to you to open routes to each of them. Employers can now differentiate themselves by obtaining a single consolidated view of their candidate’s experience across multiple channels. We’d be pleased to demonstrate one piece of software that can do just that.
Pragna Solutions uses Omni recruitment approach to source and recruit quality candidates to drive business growth. With our AI enabled recruitment solution, every business receives hassle-free staffing solution along with strategic assistance. Our omnichannel recruitment approach not only proves ab end-to-end recruitment solution but also enables your organization enhance candidate experience thereby attracting the top tier talents in the market.
Podcasts are something where you can learn new things. As podcasts are around a few times now, however, I’ve been late to leap on the train of creating them an area of my daily life. Recently, I even have started taking note of podcasts, and that I have completed what proportion I get pleasure from them. There’s most out there to find out about! Podcasts provide an enormous quantity of topics and for the foremost part, they’re free! There actually are some things out there for everyone.
An E-Recruitment Process with a hiring manager podcast can help your company thrive with the best candidates, especially executives. You may not have time to read your long text job advertisements on their mobile device, but they certainly have time to listen to their hiring manager’s podcast doing something else at the same time. We count between 100 and 1,000 downloads within two weeks of each of our Hiring Manager podcasts being released.
Recruiters then begin having high-quality conversations with passive talent. With the vision and goals of the hiring manager as their day-to-day work, hiring managers receive requests for passive talent roles that they have never had access to before in order to attract top talent for your company. That simple change in mindset makes all the difference. Not least with a Hiring Manager Podcast, the total number of inquiries decrease while the quality of inquiries increases. This is because candidates turn themselves on or off after listening to the hiring manager’s podcasts, which is great for recruiters.
The five-minute podcast allows candidates to quickly familiarize themselves with the position and manager they will be working for so we can state that:-
The idea is to bring up the best podcast into the application process. As per the sourcing strategy team of the City of Edmonton, they have realized that 50% of the applicants came through a mobile device so we want to give candidates a quick and easy way to digest the information about the job, without requiring a lot of reading.
As we can say every podcast with five minutes features the hiring manager discussing what success looks like, the vision of the department, and mostly the aspects of the job that are more enticing. Since various podcasts have been integrated into the job posting, a tool is available to candidates for self-selection.
As this format for content production is growing, some wholes became curious about the worth that podcasting can bring back their business. Podcasting permits brands to speak to a captive audience. With style on the go, the ability to possess the podcasting on demand allows firms and types to tell their story anyplace at any time, which helps to ascertain authority in your business and make advocates brand on the way. As in alternative platforms where you’ll generate content, determines who your target audiences are. Therefore you may head the topics that are fascinating to them.
The duration of the podcast is determined by the matter that’s generated and interaction with the listener.
Seek completely different times and formats to investigate that additional booming along with your
Regular content provides ways to stay individuals connected with your brand.
Write tips for problems not sound repetitive.
Link the podcast to your journal or alternative social channels to extend the reach and participation with your community.
Conclusion
The first step is to convince your hiring manager to join the company and make sure they like the idea. Help them understand the goals of the podcast and inspire them to share their vision with potential candidates. The best podcasts are those that make everyone appear to be focused on what they are talking about. Therefore, when your hiring manager invests in an idea, candidates will feel like they are being listened to. Since this format is still little known, only a few brands seek this kind of association. In order to promote their behavior and make the audience pay more attention to the content created by the company, this format usually provides a very interesting return on investment for companies interested in online marketing. Do visit Pragna Technologies website for more blogs.
The first thing that comes to mind when we hear the term “Recruitment marketing” is probably various methods used to attract active and passive candidates to build a pipeline. It includes everything from your organization’s employer branding and job advertising to your candidate engagement and conversion strategies.
For few people this may seem like a lot to take in. But each and every step plays a significant role in creating an efficacious, well-rounded recruitment marketing approach for your business. It’s quite alike to how marketers engage and convert clients.
Let’s understand this whole process step by step. Recruitment marketing funnel consists of mainly four stages:
1. Entice
Top talent is not easy to find everywhere on the planet. Majority of candidates are passively, looking out for jobs. But passive candidates can quickly become active if they come across a right opportunity. They key to find passive candidates is by thinking and analyzing like them.
The major means to reach out to them should include both in-person networking combined with social media platforms like as LinkedIn, Twitter and Google+, Facebook etc.
One way could be to do job postings in similar LinkedIn Groups. To make great candidates to apply to your jobs, you should promote your company as a potential employer. Spotlighting your company’s success brings to attention the positives of your company. This branding can help get the term out about your company.
2. Engage
After evolving candidates interest next step should be to engage them. Tactics like providing a potential candidate with details that will boost his interest levels in your company. For this to be successful develop content that is logical and closely related to your employer branding campaign.
3. Convert
Your pitch is set, now it’s time to reel them in. Now that candidate has shown consistent interest in your company, it time to speak about your opening in detail and how it is different from other jobs in the market. Also you can provide more specific information about your company as a potential employer, the benefits, perks, compensation you offer and everything else an applicant needs to know before concluding and making a decision to apply.
4. Hire
This is the final step where the candidate is interviewed and hired. But an absurd interview process can turn down candidate’s interest. Simplify the hiring process short and simple starting from applying to job. Trim out any unnecessary qualification and application requirements, and provide them with all the juicy details of your offer.
One of the key components of victorious recruitment marketing is using the mindset of a marketer. That means approaching candidates not for their resumes; but as consumers that needs to be impressed, and won over. Because today’s candidates expect a lot more from the recruiting process.
To conclude job seeker’s are driving the job market. There are more job openings than potential applicants thus leaving more options for candidates to choose from. Candidates are more selective and resourceful; they tend to compare company’s strengths and weakness before applying to jobs. In this environment recruitment marketing is the only solution to excel.
A good marketing strategy enables recruiters to lure right candidates even before they submit an application and the hiring process is in full motion. Curated marketing efforts can help you find great hires quicker. Data driven reports can be used to track down the performance and make changes accordingly.
High Volume recruiting is a common process in the recruitment industry. Usually, an established company hires 5-7 employees every day. But does that mean the quantity can overpower the quality? No, the talent acquisition professionals ensure that your company recruits talented and high performing candidates for your organization.
High volume recruitment with quality candidate is a challenging job. Be it an outsourced or in-house process, it is a hectic job to focus on quality over quantity. Every candidate applying for the job are screened through several stages of selection process. Here we will be talking about the challenges of high volume recruiting and how the task of recruiting quality over quantity can be made easier.
Challenges Related To Volume-Based Recruiting
You will find a vast number of applications for the job. It becomes tough to find the best, at the same time, the needy candidate to hire among them. Here are some most critical topics that, as a hiring manager, you will face linked with a large number of applicants.
– Longer Time to Hire: A volume-based hiring method takes more time to evaluate. A hiring manager needs to go through each resume, and when its applications are in a high number, it makes it more challenging to decide which one deserves of a screening phone call—more the applications, more the rings, which takes up a lot of time.
– Hard To Identify Top Talent: When you have a single vacancy and multiple applicants, you might miss the best person for the job. You have to review each candidate, and you can’t give much time to each one; in this process, it is the most substantial possibility of missing out of the deserving one.
– Poor User Experience for Candidates: The recruitment process involves a recruiter and a job seeker. Of course, each one of them will have the experience, good or bad. A recruiter can’t attain each candidate with a similar emotion. He has to deal with many people to be the negative user experience for an applicant. That implies that applicants can end hanging in for weeks, waiting for a response.
Hiring for Quality Over Quantity
Even though hiring quality candidates through high volume recruiting is a challenging task, here are few tips that can make your job a bit easier.
Use of AI
With the advancement of technology, the primary screening can be made easier with the use of suitable artificial intelligence. In the process of high volume recruitment, it takes effort and time to screen the application based on skill and experience. You can eliminate this headache by the incorporating AI into your recruitment process. Artificial intelligence can help you segregate quality candidate suitable for the job based on the recorded data of skills and experience of each candidate. Manually, this process can take days and even be subjected to bias or unconscious faults. With the help of AI, you can screen more than thousand applications in just a few minutes.
Tacking recruitment performance
For high volume recruiting, most companies analyze the cost per hire to understand the efficiency of the recruitment. The cost per higher strategy is also essential to understand where you need to spend more for recruiting the top-tier talents of a field. Tracking down the recruitment performance with the right metrics such as hiring budget, hiring velocity and performance of hired candidate helps you to get a clear picture how you should manage your recruitment process to hire quality candidates in high volume.
Identify Top Candidate Through Cognitive Aptitude Test
Cognitive aptitude is the right method to verify the candidate’s ability to work. A single test can make you understand multiple things about the applicant. What does an aspirant needs for a job? Problem-solving skills, presence of mind, quick decision-making abilities, communication skills, presentation skills, attention to detail should definitely be on your list. Cognitive aptitude helps you verifying all these aspects of the candidate. You can test his every skill until you get sure about it. It is the positively opted strategy to finalize someone for a job.
Hiring someone is not a difficult job, but hiring the right one is tricky. As a hiring manager, it is your responsibility to select the correct person so that your company and the candidate can work in synchronization. If you are seeking quality recruitment over quantity, Pragna is an ideal partner for you.
At Pragna, we have experienced recruiters who can help you in quality hires within the desired time frame. Our analytics-based tool helps parse resumes very efficiently and significantly reduces hiring time and also cost per hire. To know more about our recruitment solutions, check out our website.
The Internet along with other technologies has made remote working a reality for employees and has completely revised the way businesses operate in the today’s modern world. But this change is also one of our greatest competitive strength. We can hire talented people from any part of the world.
We live in a connected world so, connected that we don’t even need to leave our comfort zones and still get the work done on fingertips. Modern day jobseekers and businesses all over the world are adopting the same in the form of virtual teams.
So, before learning how to manage virtual teams let’s first understand what it is?
Virtual teams are teams entirely consist of remote workers. A virtual team is a group of individuals or employees who are geographically scattered across different locations locally or globally and different time zones sharing information and cooperating in real-time using various technology tools like online communication, cloud applications etc. Managing virtual teams has its own set of challenges and benefits, but overall the benefits outweigh the difficulties.
Here are few tips on how you can manage your virtual employees
Choose right communication tools
Communication is one of the tops challenges for virtual teams. It requires a plan to drive it. Since teams aren’t together in a co-located office, everyone needs to be dynamic in creating a communication schedule. Discussion that takes place in an office can sometimes be immensely helpful and productive, generating new ideas that might not have come to light in another context. Email, in particular, is a solid tool for conversation, Skype or Google Hangouts are great for quick instant messaging. Virtual phone systems centered on cloud technology can be used for quick calling and task management. Also, Project management tools can help you keep your communication in a lot more organized manner and you can refer to it whenever you want. It also helps new people when they join, as they can refer to the previously discussed points. Also, using screen sharing tools like TeamViewer, join.me etc. comes handy when you want multiple people to see the same screen in real time.
Promote remote team building
Remote team building won’t happen naturally and it’s not an overnight process, it requires constant efforts on your part as a virtual team manager, also from your team members. Some easy ideas for team building are a daily video standup, a weekly meeting where the team can share about their personal life along with professional thoughts like what they did over the vacation or weekend. Additionally, setting professional goals contributes to being systematic and puts people in the right mindset.
Track working hours
In a flexible environment, it’s becomes difficult for a manager to actually find out how many hours team members are working or even if they are working at all. In this case you need to track work hours by using software to make sure that your team members are working on the tasks at hand, few software can help you see what projects are being working on, which websites team members are visiting, applications being used, and even time spent working and time on breaks in real time.
Make expectations clear
Simply telling verbally someone to do a task is usually not the best way to go about managing teams. Put your expectations into writing exactly what you expect from your virtual employees including work deadlines, work hours, availability, and response times. Also include small details that are specific to your business which can cause trouble when working with virtual employees.
Build trust
It is important for the executive team to cultivate and encourage an environment of trust and give team members the benefit of the doubt. This should go without saying. Leaders are still bringing the idea that remote work does not mean less work. Build trust in your colleague’s by giving them space to speak openly to discuss individual ideas without ridicule or judgment. Employees should feel comfortable while having conversations where they can be honest and frank with each other as this will help build strong relationships not matter which part of the globe they are located.
Over Communicate.
More communication means more trust-building, less confusions and misunderstanding and better teamwork. Also, not to mention, it is one of the key components which adds to the broader success of the organization in long run. Effective communication can the solve the problem of many employees who feel isolated working outside the office. The individual may overthink about the quality of their work judged or just feel out of the loop. While communication is essential for remote teams, overloaded information can quickly become a problem where no one understands anything.
Rewards & Recognition
Have you heard of the saying “no good deed should go unrewarded”. Make sure you set up a reward system to keep your team motivated and its better pinpoint the team members that can take on more responsibility. You do get up personally and praise your employees and probably pat on their back when they do something good. Remote employees work just as hard as employees based out at an office. And they need the occasional praises to stay motivated just as much, if not more.
With time, teams are becoming more and more spry and less constricted to a physical location. Managing a remote team is fun and challenging at the same time. Ultimately it has proved to be rewarding for many companies across the globe. If you want to remember anything from this post, it is to bump in with your remote team frequently, and make sure everyone gets the time they need. If you’re planning to build a virtual team, then keep the above tips in mind and arm the tools you need to be successful.
