To ensure they attract the best available talent and to support a less binary workforce, recruiters need to consistently review their hiring processes.
Identifying the candidate who is the best match for your vacancy is a priority for every recruiter. That’s why we are delighted to announce that Candidate Manager has partnered with Aon to integrate Aon’s Talent Assessment tool onto the Candidate Manager platform.
The impact of the pandemic on the aspirations of Gen Z talent has been revealed in the latest employer rankings for Ireland.
The Most Attractive Employers Index Ireland 2021, which was conducted among 10,043 students across business, IT, engineering, natural sciences, humanities, law and health in Ireland, found that students across all sectors are increasingly ranking pharma and healthcare companies as the most desired places to work.
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Once you’ve found your ideal hire you want to get them into your business as soon as possible. However, when it comes to exchanging contracts, the final stage of the recruitment process can be frustratingly lengthy. Sending documents via email or even by post to the various signatories can eat up valuable time.
Video calls are now a feature of all our working lives. Meeting/Conferencing software such as Microsoft teams, Skype or Bluejeans are used every day in offices and homes around the world. So why not use them for video recruiting too? After all, when you are challenged to hire remotely then the obvious solution is to use a tool you are most familiar with.
It’s hardly surprising that poor communication plays a part in candidate drop out. It can easily be perceived as a lack of interest on the part of the recruiter. Candidates will swiftly move on and continue to apply for jobs elsewhere so it’s a situation that can lead to employers missing out on key talent.
The world of work has been transformed and recruiters are moving fast to adapt to the demands of sourcing, selecting, and onboarding talent in a pandemic. Many HR teams are finding solutions to these challenges in video recruitment technology.
Diversity and Inclusion is now as a key element of recruitment for many businesses with employers responding to the priorities of Generation Z, the latest cohort of talent entering the workplace. Candidate Manager’s Equality Monitoring Tool allows you to seamlessly monitor, measure and report your D&I hiring.
As a recruiter you are responsible for processing and storing applications and CVs of candidates. GDPR legislation requires you to manage this important personal data safely and securely and with the consent of the users.
Candidate Manager can ensure you remain GDPR compliant quickly and easily with a minimum of fuss.
Your advert needs to really sell the role to your potential candidates – I know that sounds obvious but a list of skills a candidate “must” have and a list of responsibilities they can expect to do is really not going to stand out.
Data protection is an issue which seems to only raise its head when it is too late. Due to their own negligence, a number of high profile organisations have publicly brought this issue to light. What should be noted by companies of all sizes, is to be pro-active, rather than reactive.
Research undertaken by Candidate Manager indicated that only 2% of customers using an ATS had a formal data protection compliance procedure in place. Some companies carry out a data cleansing exercise on an ad-hoc basis by many companies simply continue to overlook this and keep records of applicant details of which they have no use for several years!
Human Resource management is all about making decisions. Choosing the right candidate for the position available is not something that should be left to chance or guesswork. The role of decision making in HR is a complicated one and using the technology and recruitment software available, you will be able to make decisions that are based on true evaluation of all the factors.
How to Choose the Right Candidate?
In any recruitment process the ability of the candidate is weighed up against the suitability of the candidate. While the interview process is a vital part of decision making in HR, it has been established that the ‘human’ factor can be the one to cause a problem. In an interview there are two or more personalities involved; this can skew the decision making process in many ways, and using recruitment software may be the way to overcome it.
“I believe in the adage: Hire people smarter that you and get out of their way”
Howard Schultze: CEO of Starbucks
Firstly, recruitment software is used to match up the ability and potential of any candidate to a specific position using a finite set of parameters. Custom based recruitment software could be exactly what your HR division is looking for to increase the effective decision making of the department. It is not always about streamlining functions and saving money. Learning how to choose the right candidate for a position is a highly skilled process. Recruitment software removes the risk of personal attitudes impairing the decision making process.
Human resources has become a highly specialised niche market. It is no longer just about finding labor or sifting through CV’s to see which one appeals to you. Using technology is way of bridging the personal decision making process and the science of recruitment in a seamless solution. HR departments should develop policy that filters through the entire organization. This will allow for better decision making when it comes to attracting and developing talent.
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