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continuous automation

Are you tired of spending long hours on repetitive and time-consuming tasks? Is productivity in your business suffering? Many businesses struggle with finding ways to save time and cut costs while improving efficiency and productivity. Automation could be the solution you need.

With the power of automation, businesses can streamline their processes, reduce errors, save time and money, and improve customer service. Whether you’re a small business owner or part of a larger enterprise, this article will provide valuable insights on how automation can help you achieve your business goals.

Read on for all you need to know.

Why is saving time important in a business?

In business, time is money, and every second counts. In today’s fast-paced and competitive marketplace, businesses must find ways to optimize their time and resources to stay ahead of the game. Saving time allows you to focus on growth and innovation, which is necessary for evolving in your industry.

When you have more time on your hands, it can be reinvested in other critical areas such as product development, customer service, marketing, and sales, among others. It’s also essential for maintaining a strong team. Feeling overworked can result in low morale and high stress among your team members, but even freeing up just a few hours a week can improve how your employees approach work and create the best results.
continuous automation
What are the benefits of automation?

Automation offers several benefits for businesses of all sizes, from small startups to large enterprises. Here are some of the most significant benefits of automation:

Increased efficiency and productivity

As a business owner, don’t feel the need to have your employees spend unnecessary time on a task just because you fear they’ll run out of things to do. Instead, by automating simple and repetitive tasks, you can free up their time to work on other tasks and projects. This means you can get new ideas off the ground much quicker.

Businesses in all industries and all departments can benefit from automation. From the way technology is changing HR to the ease of scheduling social media posts for marketers, embracing this new tech can have a huge impact on productivity for the better.

Reduction in errors

Humans are prone to errors, but automation can reduce the likelihood of mistakes. With automated processes, businesses can minimize errors and ensure consistent quality in-house and in processes directly affecting customers.

Take billing, for example. By setting up a recurring billing system, you can avoid problematic billing issues (that could cause issues with your customers) as a result of manual processes. It can also make cash flow more predictable — check out Chargebee’s guide on accepting recurring payments to scale up your billing with your customers.

Cost savings

Automation can help businesses save money by reducing the need for manual labor. However, completely replacing your whole team with automated software is not a smart move, as you’ll always need a human element to oversee these processes. Ultimately, the money saved through automation can be reinvested into other business areas, such as research and development, marketing, or employee training. By doing so, businesses can stay competitive and continue to grow and thrive in an ever-changing market.

Ability to scale operations

Automation provides a variety of advantages for businesses, such as the capacity to scale operations during growth. As businesses expand, they frequently encounter the challenge of augmenting their workforce to meet increasing demand. Nevertheless, through automation, businesses can enhance their output without the need for additional staff. This enables companies to scale up their operations rapidly and efficiently without incurring substantial extra costs.

Furthermore, if you’re considering global expansion, options like automated translation software can assist businesses in communicating with customers and suppliers in various languages. Simultaneously, automated compliance tools can help ensure that businesses adhere to local regulations. In essence, businesses can react more swiftly to market opportunities and maintain a competitive edge.

How to implement automation to save time and money

Now that we’ve established the importance of automation for saving time and money in business, let’s explore how you can implement it in your own organization. This will ensure that you choose the right software for your business and the transition is smooth.

  1. Identify repetitive and time-consuming tasks that can be automated: This could include anything from data entry to social media scheduling to customer service inquiries. Once you’ve identified these tasks, you can begin researching automation tools and software that can help streamline your processes.
  1. Consider your specific needs and budget: There are a variety of tools available on the market, ranging from free options to enterprise-level software. Some popular automation tools include Hootsuite, Trello, and Hubspot, but what you choose will depend on your needs as a business.
  1. Train your employees on how to use it effectively: Automation can be a powerful tool, but it’s only as effective as the people using it. Make sure to provide thorough training and support to ensure your team is equipped to use the tool to its full potential.
  1. Regularly evaluate your automation processes and adjust them as needed: Automation isn’t a set-it-and-forget-it solution; it requires ongoing monitoring and optimization to ensure it’s delivering the desired results. The more you use the software, the more you’ll learn, so monitor how things are going and get feedback from your team.

It’ll take some getting used to, but with the right automation tools, you can unlock the full potential of automation and take it to new heights.

Potential challenges and how to overcome them

While automation can bring many benefits to a business, it can also present some challenges. Here are some of the potential obstacles that businesses may face when implementing automation and how to overcome them:

Resistance to change

Employees might resist the adoption of new technology, fearing it’ll make their jobs obsolete. To overcome this challenge, businesses should involve employees in the automation process, providing training and support to help them understand how automation can benefit their work and enhance their job performance.

Cost

Implementing automation can require an upfront investment, which may be a challenge for small businesses or start-ups. However, the cost of not automating can be even greater in the long run. To overcome this challenge, businesses should create a clear and detailed automation plan that outlines the costs and benefits and prioritizes automation projects based on their potential return on investment.

Integration with existing systems

Automation might require integration with existing systems, which can be complex and time-consuming. To overcome this challenge, businesses should always thoroughly research automation systems beforehand to ensure they provide easy integration with existing systems.

Automation is a powerful tool that can help businesses achieve their goals by streamlining processes and freeing up valuable resources. Although the initial investment of time and money in automation might seem daunting, the long-term benefits are worth it.

Computer interview

Computer interviewSource

 

When considering a successful business, people tend to overlook all the hard work and struggle that had to be done to take that business to the place where it’s now. 

But be sure that the owners remember those times very well. 

And it’s probably a good thing. Not to forget your past to appreciate the present more. And to make sure that future will only get better. 

In that everyday struggle to build their business, what would be one most valuable asset to the business owners? 

If you are one, then you definitely know the answer. An employee. 

A good employee is an asset that can add value to your business and your life. When you can be certain that work will be done in the proper manner you can focus on other things. It’s unburdening and thus makes your life less stressful. 

But finding that kind of employee takes a lot of effort. And it’s not just the right kind of education that’s important but a whole bunch of aspects you should consider when hiring your employees. 

To be sure that the process of getting new members of your winning team onboard is productive, keep on reading.

Find the right fit for your business

There are some steps and procedures that can be used to select the right candidate for a job. 

It can involve multiple stages such as job posting, screening, interviewing, background checks, and salary negotiations.

The hiring process helps in identifying the best candidates for the job by evaluating their skills and abilities. It also helps employers to be sure that they are complying with labor laws and regulations when it comes to hiring employees.

 In addition, it can help employers save time and money by ensuring that they are selecting the right person for the job quickly and efficiently.

If you’re seeking the right staff for your company or business and don’t know where and how to start, here are ten ways that’ll help you make an effective and productive hiring process.

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1. Recruitment plan

Recruiting the right people is one of the most important tasks for any business. In today’s competitive job market, it’s important to have a clear recruitment plan in place. A thorough recruitment plan can ensure that you’re able to attract and hire the best talent for your team.

That’s why it’s important to consider all aspects of recruitment such as:

  • job descriptions, 
  • sourcing channels, 
  • interviewing process, 
  • and onboarding when you’re creating a recruitment plan. 

This plan should include specific objectives, strategies, and tactics that will be used in order to attract potential applicants. It should also consider budget limitations and other factors that may influence the recruitment process. 

With a good plan in place, you can make sure that your hiring process is efficient and effective.

2. Pre-employment screening

Pre employment screening is an essential part of the recruitment process. It helps employers to evaluate potential candidates and make sure they’re hiring the right person for the job. 

With pre-employment screening, employers can get a better understanding of a candidate’s background, qualifications, and skills. This helps them to make informed decisions about who to hire and who not to hire.

Pre-employment screening also helps employers to protect themselves from potential risks associated with hiring, such as legal liabilities or financial losses.

 It can help employers identify any inconsistency in a candidate’s background information, such as false claims or criminal records, which can be used to make a more informed decision when selecting candidates.

3. Job board posting

Job board posting is a great way to reach out to potential job seekers and find the right talent for your business. With job board postings, employers can post their available positions and get applications from interested candidates.

You can choose from the variety of the online job boards depending on what you’re looking for or what kind of job you’re offering, are you willing to pay for it or you’re interested in free advertising. There’re many ways to promote your job offers but some of the best places to advertise jobs for free are social media platforms, Google or through email marketing. 

This is one of the simplest and oldest ways of getting interested applicants to apply for the job you’re offering. To get better results, or applicants, it’s very important to focus on the job post itself, to write attractive and informative job posts.

Job board postings are also useful for job seekers as they can find relevant opportunities quickly and apply for them.

Some of the important parts your job post has to have, besides job title are :

  • job description
  • benefits for the candidate
  • needed qualifications 
  • company information

4. Social Media

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One of the services in the hiring process that has been used increasingly in the last few years is the use of social networks. Social networks are becoming an important tool in the hiring process. They’re great for getting a quick idea of a candidate’s background, personality, and experience

Social networks also give you a way to see what people are saying about your business, what they’re posting, and what they’re up to on their days off. A recruiter can also use social networks to find out how many people might be interested in a certain job opening.

 When you’re looking for new employees, it’s important to post the job opening on your business social media accounts and on job boards. This will help you reach a larger pool of people who might be interested in the job opening.

5. Past candidates – talent pool

When it comes to finding the right talent, looking back at past candidates is often a great way to start. Having a talent pool of past candidates can be an invaluable resource for any business or company. It gives them access to a wide variety of potential employees who have already expressed interest in working with them. 

This allows employers to quickly and easily find the perfect candidate for their open positions without having to go through the time-consuming process of searching for new applicants.

 With this in mind, it’s no wonder that many organizations are turning to their past candidates as a source of potential talent!

6. Recruitment agencies 

Recruitment agencies are an important resource when it comes to finding the right candidate for a job. They help employers find the right talent for the job, and they help job seekers find their dream jobs.

With their wide network of contacts and overall expertise in recruitment, they can make sure that the best person is hired for the job. Recruitment agencies also can give you valuable advice and support throughout the recruitment process, from screening applicants to onboarding new hires.

 By using their services, companies can save time and money while also being sure that they get the best talent available.

7. Employee referrals

Employee referrals are a great way to build your business culture and create a positive work environment. Employee referrals can save businesses time and money on recruiting and onboarding costs, as well as increase the possibility of finding the right candidate for the job.  

Using employee referrals can help to create a more positive work environment by bringing in people who are already involved in your business’s success.

With these benefits in mind, it’s no wonder that employee referrals are becoming more popular when hiring new staff. 

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8. Internships

Many businesses and companies are turning to internships as a way to recruit new employees. The use of internships has increased in the last decade because it’s a great way to get qualified workers and train them for the needs of your business.

 Interns are crucial to the success of many companies, as they provide a low-cost way to test out different ideas and products. Internships can also lead to a permanent position for interns who do well during their internship and it’s a great opportunity.

9. Website or business page 

Using your business website for the hiring process is a good idea because it makes the process easier for both you and the job seeker. Your business website will have many resources that can help the employer in choosing the right company, such as information about the company culture, work history, benefits, and more.

The job seeker will have access to information about your business or company, like how to apply for jobs, and job listings. You can also post job openings on your website to make it easier for the job seeker to find out about available positions.

A well-designed website is not just about aesthetics. It must have easy navigation and clear employment requirements that are easy to read and find. 

That’s why it’s important to regularly update your business website or page and to have all relevant information there for potential employees to find.

10. Applicant tracking systems

Applicant tracking systems are software programs that are designed to manage the process of finding and hiring new employees. These systems typically have a database of resumes, which is then searched for candidates that match certain criteria. 

They allow employers to compare applicants with each other, as well as with their own past applicants.

The most common types of applicant tracking systems include recruiting software, recruiting databases, and staffing software.

 If you’re willing to invest in this recruitment tool, it’ll save you time and make the whole hiring process a lot easier. 

Considering all of the above, when the time comes to expand your team make sure to apply some of these services. It’ll mean a lot to the proficiency of the hiring process and will increase the possibility of hiring the right match for you and your business. 

And that’s not just a time and money saver. Having the right staff on your side can launch your business beyond your imagination. 

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Tijana Milanković is a freelance content and copywriter.  Writing is her passion and her mission is to help others get their message out there. In her writings she’s focusing  on good research and creativity.

Text Apply - Cafe Sample

The recruiting process is filled with manual, redundant, and time sequence-dependent tasks that slow down the recruiting process, causing candidates to drop out of the process while costing the business quality candidates.

Recruiting chatbots can automate candidate acquisition, pre-screening, and interview scheduling.

Below are some recruitment chatbot examples to help you understand how recruiting chatbots can help, what they can do, and ways to implement them.

What are Recruitment Chatbots?

Recruitment chatbots, or virtual recruiting assistants, are computer software programs that can perform tasks like engaging with candidates, pre-screening candidates, or automating interview scheduling, using multiple messaging channels, like text messaging, Facebook Messenger, and webchat.

These tasks can be voice requests, like asking Siri or Google Assistant to look up information, or can be a candidate responding to a job ad over text messaging.

Recruiting Chatbots can be deployed on multiple platforms; including, Facebook Messenger, SMS / Text Messaging, and web chat (and more).

What is Recruiting Automation?

Recruiting Automation is the process of studying the recruiting process steps required to hire an employee. Once the process is documented, the steps can be reviewed to determine which steps might be reorganized, removed, or automated, based on current needs and available technology and resources.

Below are several recruitment chatbot examples as well as companies using chatbots in recruitment and how they’re implementing automation.  There are lots of different types of recruitment chatbots and how they can automate certain steps in the recruiting process.

What are the best chatbots for recruiting?

The best chatbots for recruiting are the ones that solve your specific recruiting process for your candidates, your specific company workflows, and integrate into your existing ATS and technical stack. In nearly all cases, chatbots are customizable, so the best chatbot for your recruiting process and your candidate experience is the one that can be configured for your recruiting needs.

Who are some companies using chatbots in recruiting?

More and more companies are starting to use chatbots in recruitment; from high-volume retail and restaurants to manufacturing, warehouse, trucking, staffing, and healthcare. Here are some examples:

Recruiting Chatbot Examples

1. Job Postings with an Apply By Text pre-screening text chatbot.

Over the last 10 years, most larger companies have posted jobs to job boards, with links to apply on a corporate career site. In most cases, 90% of the time, visitors don’t actually apply through this process. They visit the site and leave, without providing any contact info. Chatbots are changing this. With an SMS / Text Messaging chatbot candidates are encouraged to provide their contact info and answer pre-screening questions.

Text to Hire Sample Pre-screening Question - GoHire
2. Now Hiring signs with Text to Hire, QR Codes, and shortcodes.

This is a great tactic for Retail, Hospitality, and other part-time hourly positions. With near full-employment hiring managers need to make it easy for candidates to apply for positions. Typical in-store recruiting messaging sends candidates to the corporate career site to apply, where we know 90% of visitors leave without applying. With a Text Messaging based chatbot, candidates can start the recruiting process while onsite, by texting the company’s chatbot. Candidates can enter their contact info, their desired location, answer pre-screening questions, and even schedule onsite interviews.

Now Hiring Sign with QR Code and Text to Hire

3. Candidate Pre-Screening

One of the largest time blocks involved in recruiting is screening candidates. Most of the time, recruiters confirm the candidate’s Qualifications, Availability, and Interest, during a first-round pre-screening phone call. This isn’t scalable. Wouldn’t it be easier to just send a candidate a text message, that leads them through a pre-defined series of short questions that pre-screens them for a role? Recruiters could literally send hundreds of these text messages in a couple of minutes, and literally get hundreds of responses in minutes, vs days, or weeks, with phone calls and emails.

4. Automated Conversational AI Messaging Sequences for quick responses

Text Messaging is by far, the most effective way of communicating with job seekers today. LinkedIn emails aren’t being read or responded to. The open rate for emails is below 14%. Meanwhile, candidates open text messages about 95% of the time and respond quickly. Usually in minutes vs hours or days. Recruiters often need to confirm details, and appointments, or communicate quick questions or steps. Text messaging is great for this type of quick, short message, and candidates love it too!

5. Automated Scheduling over Text Message

Another major time-dependent task is interview scheduling. Simply calling candidates isn’t very effective anymore. Candidates aren’t answering calls from unrecognized phone numbers. Calling candidates in the middle of their current job is inconvenient, and playing the back-and-forth “what time works for you” is a miserable waste of time for everyone. Recruiting chatbots are great at doing this like automated scheduling, making it easy for recruiters to invite candidates to schedule something on the recruiter’s calendar. Imagine a candidate goes through a pre-screening process, and at the end of the process, they are given the opportunity to schedule a pre-screening phone call or even a retail onsite meeting. Try the demo below, that’s exactly what it does.

Automated Scheduling of candidate interviews

6. Career Chat – Web chat for Candidate Engagement (Live Agent and Chatbot modes)

In the Jobvite 2017 Recruiting Funnel report, only 8.52% of career site visitors actually completed an application. That means that approximately 91% of candidates visited a career site and left without providing any contact information to contact them in the future. Career Chat, in either Live Agent, or chatbot modes, can engage candidates, answer questions, pre-screen candidates, build candidate profiles, and allow candidates to search for jobs and even schedule interview times. The engagement abilities of a web chat solution are almost limitless, and the conversion rates are far superior to most corporate career sites.
Career Chat for live chat recruiting chatbots

7. Facebook Careers Page Engagement

Facebook recruiting is becoming more and more popular. Facebook Groups and Facebook-promoted posts are generating applicants for many employers. But, Once a candidate gets to your Facebook Careers Page, what are they supposed to do? With an automated Messenger Recruitment Chatbot, candidates can “Send a Message” to the Facebook page chatbot. The Messenger chatbot can then engage the candidate, ask for their profile information, show them open jobs, videos about working at your company, and even create Job Alerts, over Messenger.

8. Candidate Experience with FAQs

Candidate experience is becoming critical in today’s recruitment marketing. With near full employment in many areas of the US, candidates more options than ever before. As such, Talent Acquisition leaders need to make it easy, simple, and engaging, during the candidate journey. Recruitment Chatbots can not only engage candidates in a Conversational exchange but can also answer recruiting FAQs, a barrier that stops many candidates from applying. With a recruiting web chat solution like Career Chat, candidates can learn more about the company and engage recruiters in Live Agent modes, or Chatbots in automated modes.Job Fair Registration chatbots

9. Job Fair Chatbot Registration & Reminders

Job Fairs or onsite recruiting events are becoming more popular as a way to engage multiple candidates at once, interview them and even provide contingent offers onsite. The problem is generating interest, and then getting a candidate to show up. With a Text-based Job Fair Registration chatbot, employers can advertise their job fair on sites like CraigsList, using a call to action to “Text” your local chatbot phone number. Then, the job fair chatbot responds, registers the job seeker, and can then send automated upcoming reminders; including times, directions, and even the option to schedule a specific time to meet.

10. Job Alerts over Messaging

Recruitment Marketing Automation, for most companies, consists of sending automated job alerts via email. Email has an open rate of about 14% and email job alerts have a click-through rate of about 2% (based on statistics from GoJobs.com ). Messaging Job Alerts, however, gets 95% Open Rates and 21% clickthrus.
Messaging is killing email, especially for the part-time hourly workforce. Currently, 25% or more, of the US workforce either doesn’t have or doesn’t use email regularly, to communicate. This number is only getting bigger, as the Messaging-First workforce continues to grow.

11. Employer Branding Content Distribution over Messaging

Engaging the right candidates is becoming crucial for employee retention. Unfortunately, Employer Branding is often expensive and time-consuming because it entails building content (articles, blog posts, employee interviews, videos, etc), and then marketing that content to your primary candidate pool. While many companies are doing great at building employer branding content and getting that content on their career site, how many candidates are seeing it? How trackable is branding content? With chatbots, it’s possible to send automated messages to your existing subscribers, with your latest blog posts, videos, etc. all over multiple messaging platforms.

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ChatGPT Top HR Influencers

You’ve probably heard about Open.ai’s ai chatbot solution called ChatGPT.
Like most, being in the Conversational AI tech space, I want to see what it could do, so I started just playing around with it.

In this case, I wanted to see what kind of research it could answer for me, so I typed in
Who are the top HR Tech influencers?” and below is the response.
I added the links, because Open.ai won’t quote sources or provide those details.
I thought the results were pretty cool, and accurate, because everyone listed here has extraordinary experience and influence in the HR Tech market.

It’s still early, but the tech is pretty useful for researching topics.


Who are the top HR Tech influencers? – the question to ChatGPT

 

Here are many HR tech influencers who are known for their expertise and thought leadership in the field. Here are a few top HR tech influencers:

  1. William Tincup: William Tincup is a well-known HR tech influencer and co-founder of RecruitingDaily.com. He is a frequent speaker and writer on topics related to HR technology and is known for his insights on the future of work and the role of technology in HR.

  2. Jessica Miller-Merrell: Jessica Miller-Merrell is a well-known HR tech influencer and founder of Workology.com. She is a frequent speaker and writer on topics related to HR technology and is known for her insights on the future of work and the role of technology in HR.

  3. John Sumser: John Sumser is a well-known HR tech influencer and editor-in-chief of HR Examiner. He is a frequent speaker and writer on topics related to HR technology and is known for his insights on the future of work and the role of technology in HR.

  4. Madeline Laurano: Madeline Laurano is a well-known HR tech influencer and co-founder of Aptitude Research Partners. She is a frequent speaker and writer on topics related to HR technology and is known for her insights on the future of work and the role of technology in HR.

  5. George LaRocque: George LaRocque is a well-known HR tech influencer and founder of HRWins. He is a frequent speaker and writer on topics related to HR technology and is known for his insights on the future of work and the role of technology in HR.

  6. Stacey Harris: Stacey Harris is a well-known HR tech influencer and vice president of research and analytics at Sierra-Cedar. She is a frequent speaker and writer on topics related to HR technology and is known for her insights on the future of work and the role of technology in HR.

  7. Jason Averbook: Jason Averbook is a well-known HR tech influencer and CEO of LeapGen. He is a frequent speaker and writer on topics related to HR technology and is known for his insights on the future of work and the role of technology in HR.

  8. Trish McFarlane: Trish McFarlane is a well-known HR tech influencer and CEO of H3HR Advisors. She is a frequent speaker and writer on topics related to HR technology and is known for her insights on the future of work and the role of technology in HR.

  9. Ben Eubanks: Ben Eubanks is a well-known HR tech influencer and principal analyst at Lighthouse Research & Advisory. He is a frequent speaker and writer on topics related to HR technology and is known for his insights on the future of work and the role of technology in HR.

  10. Lars Schmidt: Lars Schmidt is a well-known HR tech influencer and founder of Amplify Talent. He is a frequent speaker and writer on topics related to HR technology and is known for his insights on the future of work and the role of technology in HR.

    Let me know what you think. I’m thinking of running more examples and sharing the results.
HR Automation

Source: Pexels

Much like other aspects of work today, the human relations (HR) industry is changing. To keep up with current needs, HR professionals are shifting in focus towards cultivating a positive culture when hiring. Aside from tried-and-tested strategies such as sign-on bonuses and student loan repayment, HR managers are also using technological advancements to help improve hiring practices and employee management.

HR professionals can continue to disrupt the industry from AI to analytics while keeping a people-first focus. And these modern trends are the main focus of HR training, particularly at higher education institutions. Educational programs for human resource managers reflect these industry trends by focusing on applying modern HR principles and technologies to facilitate strategic talent recruitment and development. However, as helpful as technology can be, it can only work best when it centers its processes on people. Today, we’ll look at how technology is changing HR:

Increasing employee engagement

Businesses that pay attention to their employees’ needs gain a competitive advantage over rival companies. Case in point, to investigate cases of employee mistreatment and negative working experiences, Starbucks is investing in a digital community that connects 270,000 employees. A proactive effort to boost employee engagement and experience, the digital platform aims to create a unified global company that prioritizes employees.

 

Improving corporate wellness

Corporate wellness initiatives are tough to establish and maintain. Digital wellness apps and trackers can help HR teams keep track of employees who participate in company wellness initiatives, and which ones may need more motivation or incentive. According to a recent survey, 42% of job applicants say that wellness perks and benefits are a vital part of their final decisions. Investing in employee wellness — and knowing how to maintain it — makes you a more viable company in a competitive market vying for limited talent.

 

Predicting future outcomes and trends

One of the best use cases for digital technology in HR is the use of AI analytics. Using analytics and predictive technology, HR professionals can make sense of recruitment and workforce management data to understand better past recruits and employees and what needs to be changed to attract talent who will thrive in the company. While HR teams can do these functions without digital technology, AI can help them accomplish them quickly and with less room for human errors or biases. Understanding past recruits provide you with insights into potential candidates, allowing HR professionals to take on more proactive approaches to recruitment — an essential edge in today’s competitive talent market.

 

Optimizing corporate training

Lastly, a critical part of workforce management and employee retention can be achieved by providing them with the necessary opportunities to grow their skill sets. Businesses can save time and resources by offering corporate training using augmented and virtual reality technologies, a useful “hack” for employee onboarding, and on-the-job training, which can help recruits familiarize themselves and engage with the working environment. Aside from virtual realities, businesses can also use AI and data analytics to break down employee training data to enhance training approaches for future cases.

Ultimately, the different forms and uses of today’s emerging technologies can be incorporated into modern HR strategies. These will help save time and resources while streamlining an employee management workflow that works in favor of improving business success while addressing the needs of employees. 

Article by Colleen Laurie

Now Hiring Non stupid people

Recruiting, Hiring, and Keeping employees can be really tough.
Hiring the right people is even harder.
If you’ve been frustrated as a hiring manager, recruiter or HR team member, I’m sure you’ve thought couldn’t we just create a sign that said “Now Hiring- non-stupid people”. Well someone did, and it’s working.

In Pasadena, TX, Walter Parsons, the owner of Pets Gone Wild Resort was hitting the wall when it came to hiring for his small business. Originally he found this sign on Amazon.

Now Hiring Non-stupid people

They laughed in the office. But then, bought it. Put it up, and got qualified candidates. Right away.

 

The situation is pretty familiar in the HR and recruiting space.

They’ve used traditional job ads but weren’t getting enough candidates.

The candidates they did get, were not who they needed.
They were hiring people who left 3 days after starting.
They were hiring people who weren’t a right fit (using their mobile phones when they should have been working with the animals.)

It’s a story we hear all the time in recruiting and HR.
It’s not just getting candidates. It’s getting candidates that fit your company, the specific role, and your culture.
In a small business, everyone is a key player, so hiring someone that isn’t a fit is a painful process.

While the sign is an outrageous campaign, and something many of us would have loved to have used at some point in our careers, it is working for Pets Gone Wild. They got 3 quality applicants pretty quickly.

By looking at the YouTube comments there are a lot of supporters of the sign and the business owner.

Non-stupid people sign comments

Getting attention for your jobs is one thing, but making it easy to apply, engaging and qualifying candidates quickly are equally important.

There are lots of ways to change your job ad process to get more qualified candidates quickly.

Apply by Text - with QR Code
You can use Apply by Text, with QR Codes, making it easy for candidates to apply, pre-screen themselves, and then respond over text messaging.

Reported from KHOU 11

Superhuman powers

We asked recruiters, hiring managers, and business leaders for their Superpower tips for successfully hiring the best candidates.

What’s your “secret” recruiting superpower?
Is it your process? Your structure?
A special set of tools or tech?
Your ability to listen and get people?

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Get to an Offer in Two Weeks or Less

My recruiting superpower is to streamline our hiring processes so we can get to an offer in 2 weeks or less, from my first conversation with candidates. This is extremely helpful in competitive situations where more than our company wants to hire a candidate. Twice, in August we beat out competitors simply because we collapsed the process and the other companies couldn’t make an offer before our 7 day expiration date on our offer letter.
If you have 2 coding interviews, then send them invitations for both coding interviews at the same time. Get every interview scheduled upfront. This move occupies your candidates’ calendars with your interviews making it harder for competitors to schedule with them. It also impresses your candidate on how efficient your company is compared to other companies that go dark on them for a period of time.
Marsh Sutherland, Senior Technical Recruiter at
Ocient

Treat Existing Employees Excellently

Our company’s “secret” recruiting superpower is being excellent to our employees. We work hard to create a fun and positive online office environment and take care of our employees. As a result, staff proactively encourage friends and family members to apply for openings even before we solicit employee referrals. These internal recommendations help us speed up the hiring, vetting, and onboarding processes and aid in identifying candidates with great cultural fit. Not to mention, referred applicants help to reduce employee attrition rates.

Tasia Duske, CEO of Museum Hack

Use Behavioral Interviewing

Our firm’s recruiting superpower is using Behavioral Interviewing.  Based on the idea that the best predictor of future behavior is past performance, our internal interview process (and the interview process we train our consulting clients in) create an environment where we ask good questions to get good answers.  Based on our questions, we are able to obtain objective, job-related answers from candidates. Rather than ask hypothetical or theoretical questions, we frame questions in a way that allows candidates to speak about their past experience and we understand how they will perform in the job for which they are applying. 

A simple example – rather than ask “What is your philosophy on managing conflict in the workplace?” we invite the candidate to provide an example by asking “Can you share a time you managed an employee conflict.”  A simple reframing of a common question lends itself to a higher quality response, which allows us to better evaluate a candidate.
Eric Mochnacz, HR Consultant at Red Clover

Focus on a Candidate-Centric Process

The recruiting process of most companies concentrates on filling the position, which means that every step of their strategy revolves around this aim. Our team focuses on studying the candidate’s traits instead, taking note of easily identifiable qualities and digging deeper to find more that match the requirements for the position. This candidate-centric process enables us to know more about the candidate, also helping the candidate notice the extra mile we go to help them reveal their particular traits.
Riley Beam, Managing Attorney of Douglas R. Beam, P.A.

Adopt a Proactive and Quick Recruiting Approach

My recruiting superpower is the eagerness in which I approach possible candidates on LinkedIn and respect for both their and my time. If I wrote to you, that means I believe you’re up for the job. If you truly are, based on what I read in your resume and what I heard during the interview, I will waste no time with the decision. Seeking jobs is nerve-wracking as it is and I try to make it less so for candidates.

Maciek Kubiak, Head of People at PhotoAiD

Focus More on Conversation as Against Process

Engage in conversation. Some recruiters focus too much on the process and structure that they forget to “listen” to the candidates. Avoid a dry Q&A process which filters out many qualities of a prospective candidate wanting to market themselves. Technical conversations may occur although human engagement is necessary. Hosting an organic conversation about the role and how the candidate can contribute will allow both parties to learn about one another. Focus on selling the role and employer rather than making it about yourself. If recruiters “listen” better, they can align the right roles with optimal candidates that will likely accept the role. If they decline roles, ask why, so they aren’t overlooked for more refined opportunities down the road. Most job candidates do not change their preferences overnight. Also, no one likes to keep repeating themselves for them to be literally heard. Job seekers will move on to better sources that align with their respective needs.
Sasha Laghonh, Founder of Sasha Talks

Attract Creative Talent With Branded Content

A creative and fun work environment. We believe our work speaks for itself, and we post branded content and other projects we’ve produced to attract potential employees. We foster a collaborative environment for our team and have learned people have followed us to see our process and how we made what we made. We post behind-the-scenes of our productions as a way to attract new talent as well as promote our brand. Being open about the process and presenting a fun and creative environment is key.
Stephen Skeel, Co-Founder of 7 Wonders

Identify and Hire People That Fit the Company Vision

In the long run, every employee in our organization connects with our vision and plays different roles accordingly. Since this approach is what has worked for us, we ensure that we induct this approach into our recruitment formula too. In finding candidates who fit our company’s vision, we are able to create a team that commits to a lot more than just a job position. This solution also helps candidates connect easily, considering how the best ones are those looking to engage in a long-term association.
Azmaira Maker, Ph.D., Founding Director of Aspiring Families

Let Your Brand be Seen as a Niche Authority

My go-to approach has always been (and continues to be) becoming an authority in a very specific niche related to the digital marketing sector. For example, a known figure in the link building or technical SEO sector. As a thought leader and authority in a niche, you naturally get incredibly talented juniors looking to learn from you. This then presents opportunities to hire fantastic juniors especially, and you can train them exactly to your processes from the outset. Perfect!
James Taylor, Founder of Digital Tool Report

Listen More and Build Relationships

Many people believe that the key to successful recruiting is having a great process. While having a streamlined process is certainly important, it is not the only thing that makes a successful recruiter. In fact, many of the best recruiters are those who have mastered the art of listening. They take the time to really understand what their candidates are looking for and match them with the right roles. They also know how to build relationships and keep candidates engaged throughout the process. In short, they possess all the skills necessary to find the best talent and help them reach their full potential. So while having a great process is important, it is not the only thing that makes a successful recruiter. The ability to listen and build relationships is just as important.
Travis Lindemoen, Managing Director of nexus IT group

Understand What People Want From Work

My recruiting “superpower” really is to understand what people are looking for in a job and be honest about what we can offer. Most people want an employer who is honest and loyal to them. They want to know that employers won’t fire them because they made a mistake or because they have to take time off for family. They also want to know their hard work will be rewarded with more pay or a promotion. Employers, especially those at big companies, have developed a bad reputation for using people up and hanging them out to dry. I am not like that and that comes across when I talk to possible recruits. They know that I want them to succeed and fulfill their dreams as much as they do. They also know that I will help however our company fits into that scenario whether it’s a job they just want through college or a long-term career.
Jessica Tasios, Dentist at Ora Dental

Look and Listen for Soft Skills

Look and listen for soft skills. Our secret recruiting superpower is our laser focus on soft skills in candidates because we believe soft skills are hands down the single most important thing a candidate can bring to our company. For example, we search out soft skills by asking specific questions about teamwork, leadership, and problem solving, and learning how to really listen to and translate their answers. Soft skills are often innate, and not something a candidate is used to parading around, so we really have to listen for their answers and translate them into our own terms. It takes a lot of energy and attention, but looking and listening effectively for soft skills in candidates is how we have formed the incredible team we have today.
Susan Shaffer, President of Pneuma Nitric Oxide

Endear With a Friendly and Approachable Personality

Be Approachable. People tell me all the time: “I just feel comfortable around you.” To me, this is the greatest compliment. I never try to be the loudest person in the room. Rather, I cultivate a warm and friendly demeanor that endears people to open up. I don’t want to intimidate people or make them feel competitive. I want them to trust me and like me. That’s how you get ahead as a recruiter.
Rob Reeves, CEO and President of
Redfish Technology

Recruiting Automation - Ben Eubanks Podcast

Our CEO, Jonathan Duarte, just completed a Live Cast on LinkedIn, with Ben Eubanks, of Lighthouse Research & Advisory, one of the top HR Tech analysts.

We talked about recruiting automation, text messaging with candidates, building ‘ReEngagement” campaigns, re-engage with the candidates in your ATS, to fill your recruiting funnel with candidates who already know your brand.

Recruiting Automation - Ben Eubanks Podcast



About Ben Eubanks:
Ben is a human capital management industry analyst helping companies and vendors with strategy, content, and more. He has worked as an influencer and analyst for more than ten years with seven of those in an independent capacity.
His experience working as an in-the-trenches leader in the human resources field has provided a broad range of opportunities to lead HR in smaller organizations, government contracting firms, and the nonprofit sector. Ben’s hands have been in pretty much everything at some point: recruiting, benefits, training, employee relations, executive coaching, and the rest of the spectrum you run across in an HR shop.

Lighthouse Research & Advisory

About Lighthouse:

Lighthouse Research & Advisory, is a modern analyst firm dedicated to setting the standard for excellence in talent acquisition and beyond.
By providing compelling research and actionable insights for recruiters, hiring managers, and business leaders, our mission is to navigate the rapidly-changing tides of human capital management in order to support today’s talent advisors.
From establishing frameworks for end-to-end recruitment marketing and high-powered CRM practices to illuminating the strategic impact of candidate experience and employer brand management, our goal is to chart a new course for talent acquisition.

DriveThruHR podcast

We’ve been hearing a lot about Recruiting Automation, Chatbots, AI & ML, but where are we with this tech in HR and Recruiting?

Michael VanDervort, Co-Host of the DriveThruHR podcastDriveThruHR podcast and Jonathan Duarte, CEO of GoHire, chat about chatbots, Apply by Text, and detoxing from another HR Tech in Las Vegas.

Candidate Experience - Measure It

Candidate Experience is a term being used quite a bit in talent acquisition and recruiting teams, but what exactly is a “candidate experience”?

What is Candidate Experience?

Candidate experience is the sum of interactions that an individual has with a company, or the company brand, where they might seek employment. These experiences might come from word of mouth referrals, search results from a job board, a couple of visits to the companies career site, good or bad mentions in social media, or from disgruntled candidates who applied and never received a response. Anyone of these interactions could be positive or negative for a company, but most companies don’t know what candidates think of them. In many cases, employers aren’t using tools for measuring candidate experience.

So Why does Candidate Experience matter, and why now?

Candidate experience matters because candidates have more employment options than ever before. With job aggregators and Google For Jobs posting nearly every job online, it’s common that online job boards are going to show not just your companies jobs, but your nearest competitors. I’d argue that prior to job aggregators and “All Jobs Everywhere”, candidate experience wasn’t as important, because there were fewer employment choices during the “Hidden Job Market” days. With more job options, candidates can look beyond just pay. They want to know more about hours, shifts, flexibility, PTO, company culture and of course working with companies they are attracted to or align with.

Candidates now have multiple ways to share their experience working at a company, or how they were treated during an interview. They have access to insider employee ratings through sites like Glassdoor, with CEO scores and employer benefits ratings.

To Understand your Candidate Experience, you have to understand your Recruiting Funnels.

Recruiting Funnels are the processes, or steps, or interactions, that occur between a potential employee and anyone that might influence a potential employee; including, the company’s brand reputation, career site, job descriptions, job application process, employer branding, interview scheduling, offer process, rejection process, and possibly onboarding.

While each department in your business might have its own recruiting process, there are often a lot of similarities. In smaller companies, the recruiting process is often left up to someone in human resources, a recruiter, or a hiring manager. In recruiting, many of the steps are manual, creating no consistency, and therefore producing inconsistent results. With inconsistent processes and no way to measure a candidate’s opinion, it’s impossible to know what’s working and what’s not.

In bigger companies, there’s often a handful of existing software solutions that don’t talk to each other but are required for recruiting and HR compliance. Are these technical issues causing candidates to drop out of the recruiting process? Is the process, from finding a job to applying, and hearing back from a recruiter, taking too long?

The typical Recruiting Funnel might start at job posting on a job board, with interested candidates then applying on the employer’s website.

When was the last time you searched for your own company’s jobs on Indeed or Google for Jobs, and tried to apply with the mindset of a candidate who has never seen your company before?

Whether you’re marketing on job boards like Indeed, or putting ads in a porta-potty, it’s important to understand every aspect of the candidate journey. How many clicks does it take to apply? How long does it take? Is the process easy to complete on a mobile phone?

From the initial first interactions to the completed application, the scheduling of an interview, to the uncomfortable rejection email”, what was the experience like for the candidate?

“If you can’t measure it, you can’t manage it.”

– Peter Drucker

If your Candidate experience isn’t up to par, what do you do?

If you think your candidate experience needs work, and that’s probably everyone, the first thing you have to do is document the process and the weaknesses, or problems. One way to measure how your candidates feel about the process is to survey them with a candidate experience survey.

If you want to improve something and get senior management to support your plan, you need to speak their language. In many cases, that means data and numbers. You’ll need to define the problem in measurable terms.  You’ll need to measure the cost of fixing the problem and the return on investment.  Creating an ROI for recruiting and fixing the candidate experience isn’t always going to be plain and simple, but there are ways. If you’re going to sell your idea to a VP of HR, or CFO, they want to see how you plan on tracking the results of the investment.

Consider an alternative, or “out-of-the-box” solutions, that can make it easier for candidates to apply, while integrating to your existing tech stack. Consider adding a text to apply recruiting chatbot, that can pre-screen candidates. Look at your recruiting funnels for areas where you can introduce recruiting automation solutions, to remove manual tasks, or speed the hiring process.

The Economic Cost of a Bad Candidate Experience

A couple of years back the Director of TA  at Virgin Media in the UK, released one of the first P&L effects of poor candidate experience on the overall companies bottom line. The negative impact of Virgin Media’s poor candidate experience was costing the company more money than the entire recruiting annual budget. After some exhaustive financial analysis, they could prove to the CEO and CFO that a bad candidate experience was actually costing the company money because those poorly treated applicants/customers were canceling their cable subscriptions. 

Like most things, it does take time for companies to understand the problem, adopt solutions and then create and manage solutions to institutionalize change to the new normal.

Benchmark your Candidate Experience against the Best.

The CandE awards started out of the passion of some of our industries’ most thoughtful leaders, like @GerryCrispin, @ElaineOrler, and @KevinGrossman with the intention of measuring candidate experience and understanding companies who were tackling the problem head-on, and then making those best practices available for other TA teams to learn from and replicate.

Some of the tools used to measure candidate experience, include Survale, a survey tool, that helps survey candidates about their experience with the company and the recruiting process. While many recruiting teams know about Glassdoor ratings, it’s also important to note that there are lots of employee review sites, and companies like Ratedly, founded by long-time industry insider Joel Cheesman, (also a co-host of one of the best HR and Talent acquisition podcasts (Chad&Cheese) aggregate employer reviews from multiple sites, making it easier to track and manage.

No matter what tools you use, it is possible to document and measure your candidate experience. Only then, can you start making measurable improvements.

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