Social media has been inundated with job seekers who are #ReadytoWork. Despite what seems like an endless list of job opportunities, it’s obvious that some companies are not #ReadytoHire. If financial uncertainty is driving your company’s delays right now, it’s understandable (although we strongly encourage being honest and transparent with job seekers). But if your company is delaying or halting recruitment because you don’t believe you can find the ‘right’ hire through virtual means, your company’s outdated hiring practices is the reason why you aren’t able to attract and recruit top talent.
The hiring process is a marketing tool for your company. Taking an old-school approach to hiring may tell job seekers that your company and its brand:
Embraces a myopic and passive culture
- Is unable to adapt
- Doesn’t value technology
- Hires mediocre talent
- Wastes time and resources
So, toss out those antiquated hiring methods and get up-to-speed with the 21st century hiring tactics.
If you’re still struggling to find top talent, you are doing something wrong. Finding top talent has never been easier thanks to recruitment marketing and social media. Through a recruitment software, you can easily capture a larger number of skilled applicants through automatic posting to job advertisements, career pages, external job boards, and social media.
With labor market analytics, it’s effortless to find the perfect candidate based on specific skills, identify locations to hire remote talent, and diversify the candidate pool.
Or, if a former candidate made a great impression but didn’t quite make the cut, you can use your applicant tracking software (ATS) to resurface their profile and re-engage them for a new position.
Face-to-face interviews will no longer be the norm, and how a company adapts its interview process will define its culture and brand. Between Microsoft Teams and other collaboration tools or video interviewing capability from an ATS solution, offering convenience helps not only the applicant – but the hiring team, as well. It saves time and costs, as video interviewing speeds up the process by eliminate travel costs and delays.
Through hiring technology, you also can also maintain a collective calendar to schedule your hiring process.
A Gartner poll found that, in addition to adding hiring technology to the recruitment and interviewing states, 85 percent of organizations use digital technology to onboard employees. One of those reasons may be because hiring software makes it easier to convert an applicant to an employee. Easy and cost-effective.
A paperless onboarding software helps both the business manager and the HR department integrate a new employee or a group of employees seamlessly. They can now roll out all applicants’ data into a new employee record and set them on track for scheduled onboarding activities with just a click or swipe. Onboarding software also eliminates duplicate paperwork and hassles.
Set them up for success
A more and more employees begin their careers working remotely, the need for employers and management-level guidance throughout the first year will be even more vital than ever. Investing in a performance management system can improve productivity, and cultivate a more positive employee relationship by providing constant feedback, accurate assessments, documentation, and better goalsetting and tracking.
Integrating the employee into your team culture can also be achieved by tapping into the creative side. From using virtual team building activities and icebreakers to acquainting them to staff by adding a “Who’s Who” section to shifting performance goal-setting and employee evaluations for a remote context, companies are adapting and engaging new employees from the moment they join.
So, what’s next for recruiting efforts? How is your company adjusting its hiring approach to the pandemic? What tips and advice do you have? Let us know!