Playing field of a modern recuriter
- 2. Challenges Faced by Modern Recruiters
- 3. Shift in recruitment methodology
- 4. To be the Leading Employer Brand
- 5. Efficient and Swift Recruitment Process
- 6. Analytics & Metrics to screen the Applicants
- 8. Reduced Job Opportunities The biggest fear of HR Managers is that the technological advancements will lead to loss of their jobs and reduced opportunities in the market But the fact is that the new technologies will only take away lower level administrative tasks which are mundane The HR jobs will automatically upgrade to the level of maintaining relationship between the company and candidates According to LinkedIn’s Global Recruiting trends survey, 56% of Talent Acquisition team say their hiring volume will increase but their team size and resources will remain the same So to cope up with this challenge HR’s need the recruitment technologies like AI, Chatbots etc.
- 9. Identify issues in Recruitment process Post the decision to adopt recruitment technology the HR teams need to identify the problem areas in the current process The whole purpose of adopting latest tech is defeated if it can’t solve the issues Identification of issues will later help HR pin-point, how tech has solved the problems, leading to reduction in manhours, thereby making the process more efficient and cost-effective Just to start the ball rolling, a few issues which most of the HR’s face are application screening, timely responses to people applying whether selected or rejected, responding back to the FAQ’s of the candidates etc. All these mundane jobs can be easily passed on to a Chatbot who will handle these tasks with utmost precision
- 10. Identify the Technology to Solve Issues After the decision to adopt technology and identify issues, the next step is to look for the suitable tech or packages which will be most relevant considering not just the present issues but also future challenges Adopting any new technology will be successful if its completely aligned with the business requirements like searching the best talent at reduced costs
- 11. Packages
- 12. Job Boards/ Aggregators Job boards / aggregators are the first step towards recruitment automation While there are many aggregators like Indeed, CareerBuilder, ZipRecruiter etc. LinkedIn is the most important one in this ecosystem LinkedIn calls itself “the world's largest professional network with more than 500 million users in more than 200 countries and territories worldwide” Its now almost impossible to ignore LinkedIn with this kind of huge penetration For Recruiters, this is the best social platform to identify both the active and passive talent, if used properly
- 13. Application Tracking System Application Tracking systems (ATS) are similar to CRMs but are specifically designed for electronic handling of recruitment tracking needs Oracle Taleo is a cloud-based talent management vendor As per Datanyze it has more than 14% of market share which is highest in recruitment sector Its strong social media analytic capabilities gives it an edge over other ATS Apart from Taleo, other popular ATS are iCIMS, Workday, Greenhouse, SmartRecruiters etc.
- 14. Recruitment – Candidate Relationship Management (CRM) With upswing in recruitment marketing, Recruitment CRMs are becoming really important to attract, engage and nurture the relationship with job seekers Jobvite, a recruitment software, functions both as CRM & ATS As per Jobvite, it’s a “Recruiting software that automates the boring stuff so that you can focus on what’s important – people” It clearly means, how these packages can help automate the lower-level jobs As per Jobvite’s Recruiter Nation Survey, hiring quality talent is tougher than ever before So to meet the future demands, its essential to invest in technology
- 15. Developing Employer Brand To attract the attention of millennials, its really important to invest in employer branding Glassdoor and The Muse are best platforms for branding Infact, Glassdoor has become a powerful software which job seekers use to assess the employers Its annual list of ‘Best Places to Work’ can help employers enhance their standing in recruitment industry Its other analytics like Job trends, Best jobs etc. are also frequently used by candidates
- 16. Artificial Intelligence (AI) in Recruitments Artificial Intelligence (AI) or Machine Intelligence (MI), is the ability of the machine to automate the repetitive part of the tasks with precision Incase of Recruitments, it is designed to automate jobs like responding to FAQ’s of applicants, guiding them while applying to ease the process, first-cut screening of candidates and other such high-volume repetitive tasks Apart from Ideal & IBM Watson, HelloRubin is an upcoming Chatbot which can converse with the candidate in a real- time environment It can screen large volume of applications received with customization facilities to suit specific requirements of various industries and organizations It can also generate various kinds of MIS which can simplify the task of the hiring manager to a large extent
- 17. Candidates Testing Due to wide-scale automation of administrative tasks, the hiring is more for highly skilled jobs As a result, companies assess the candidates before hiring to test their knowledge, abilities, skills etc. Now Candidates Testing software can help automate the routine task of assessing the candidates at various levels and upgrade HR Manager’s job as a Relationship Manager between company and candidates HackerRank is the platform, which automated the task of assessing developers and their coding skills It covers all phases in recruitment viz. sourcing, screening and interviewing, thereby saving precious manhours and costs
- 18. Check References Reference checking is another task that HR needs to perform before hiring any candidate The reference checking software eradicates the need to chase these references either via phone or mail Xref and SkillSurvey are the two popular ones in this category SkillSurvey helps collect references using survey forms As per SkillSurvey, via their forms reference checking is 92% faster, response rate is 85% and 30% of their references become candidates building on their talent pool
- 19. Video Interviews With the advent of technology, Video interviews have become an efficient and cost-effective process to hire people As per GreenJobInterview survey, almost 80% of respondents reported using Video Interviews and 90% plan to use paid video software in 2017 SparkHire is a Video Interview software which offers a simple and easy-to-use platform to enterprises It has features like One-way videos, Live video interviews, interview evaluation, sharing interview with peers and interview scheduling Other Video Interviewing software are Take The Interview and WePow
- 21. Recruitment Process Five broad steps in Recruitment Cycle are: 1. Recruitment Planning 2. Strategizing 3. Sourcing 4. Screening 5. Evaluation and Control Recruitment Planning Strategizing SourcingScreening Evaluation & Control
- 22. Modern Recruiter Course – Curriculum
- 23. Curriculum for the Course – I Module I: Playing Field of the modern recruiter • Which processes are we talking about (Recruiting sub processes) • Which packages and suites are we talking about Module II: Prospecting / Sourcing • Why is this like marketing • You need to have a funnel just like marketing • Digital is the FORE runner, it will help in qualifying before you talk to someone on the phone, HR should focus on the relationship Module III: CRM • Your candidate database needs to have a CRM feel • You should try to first source from your own database, that’s when you have max chance • Then go to job boards and Linkedin • Why linked and job boards done work
- 24. Curriculum for the Course – II Module IV: Chatbots • Why they are the future • What are the various platforms • How to setup • How to setup reports and optimize • In which scenarios can you use them Module V: Matchmaking • What are the assessment options and tools • How to match-make to the JD • The skill of writing a good JD Module VI: Active and Passive Talent Module VII: Role of Social Media in Sourcing • How to tap the interests and likes of candidates • Social Media Ads
- 25. Curriculum for the Course – III Module VIII: Use of AI and Automation • Big data • Predictive analysis can help to identify performers Module VIII: Other useful Tech • Building a good careers section • How to use Job Boards and LinkedIn effectively • Tapping Referrals • Resume parsing Tech Module VIII: Reporting and Metrics Module IX: Onboarding new employees
- 26. Module – II of the curriculum will follow soon!