Have you been wondering what stats your recruiters need to know?
Thanks to the record-low unemployment rate, hiring and recruiting are more difficult than ever. Job-seekers have their pick of positions, so keeping your process as streamlined and efficient as possible is key to convincing candidates to choose your company.
The hiring process is often treated as an indicator of how the job itself will be. According to a recent CareerBuilder and SilkRoad survey, 68% of employees believe their experiences as job candidates reflect how the company treats its people.
That same survey found nearly half of employers reported it’s taking longer to fill jobs than ever before. Continue reading
Have you ever considered HR tech in financial services?
You probably wouldn’t expect a large bank to dabble in HR technology. HR seems compliance-driven, and what banks do seems very revenue-driven. Those are often very different lines of business/business models. But banks are increasingly entering the HR space. Note this from The Wall Street Journal:
Investment banks better known for big trades and mega-mergers are descending from the C-suite to pitch for business managing companies’ employee-benefit programs. It isn’t a glamorous business but it offers the type of sticky, predictable revenue that bank shareholders want—and executives are willing to embrace—as core Wall Street businesses struggle. Continue reading
Have you been wondering which HR Tech trends to focus your energy on? We’ve rounded out the most important trends for 2019.
What are HR leaders seemingly thinking about?
Per research from Gartner, here’s a slide about the priorities of HR leaders currently:
If you break down this list into broader categories, here’s what you come to:
Skills of your people
Skills of your people
Experience of your people
Talent in the context of diversity
You could argue (2) — about building a leadership bench — is also a “talent” issue, as is “building critical skills” (although that’s more about learning and development). Continue reading
Is there a best practice when using AI to hire for insurance roles?
What is the current situation?
In general, hiring in the insurance industry across North America has stabilized in recent years, with 58 percent of employers saying they plan to expand jobs into 2019. As with other white-collar industries, though, there’s still a perception of a “skills gap,” i.e. key roles are hard to fill. This can often be solved by increasing wages, but not every insurance company has the ability to do this.
As Monster.com has noted, however, insurance is often the “Rodney Dangerfield” industry, i.e. “can’t get no respect.” One of the issues is candidates not fully understanding the scope of roles. Continue reading
Candidate experience is a top recruiting priority this year and there’s no better source of data on it than the Talent Board.
Their extension data collection has created invaluable benchmarks for organizations big and small. Overall, the winners of the CandE Awards demonstrate these best practices:
Listen and communicate more often.
Set clear expectations about the recruiting process from pre-application to onboarding for candidates.
Hold themselves more accountable for candidate experience and talent acquisition performance while measuring it regularly and consistently.
Be perceived by candidates as having a fairer process (e.g., candidates believe they have been able to share why their knowledge, skills and experience deserves consideration for the jobs to which they have applied). Continue reading
Most advice on improving quality of hire will mention “getting executive buy-in” on both the importance of quality hiring and what types of people they think the organization needs or where the strategy is going.
As many recruiters know, however, getting executive buy-in for recruiting efforts can be a challenge.
The biggest ways for a recruiter to improve their quality of hire are to do some of the following:
Use technology wisely
Look at the data: where in the hiring funnel are things dropping off?
Revisit the metrics associated with someone defined as a quality hire
Build better relationships with hiring managers
Those are the “big four” ways to improve quality of hire. Continue reading
Many recruiters don’t consider the psychology of how to approach different industries and verticals, even though they’re recruiting human beings, so psychology is going to play a role somewhere.
Here are 5 steps to understanding the psychology of candidates for financial institutions.
Step 1: Make sure you’re undeniably professional
While financial services are now embracing digital and mobile and tech overall, it’s still a traditional industry in terms of processes and behaviours.
And because salaries for early-stage career hires are higher than in many other industries, there’s an expectation of professionalism throughout the process. This means making sure you’re on time to all meetings, presenting well physically for any in-person appointments, and having strong grammar in any email correspondence. Continue reading
In 2018, employers are looking to hire more than ever before, while many employees are looking for a change.
According to a recent study by CareerBuilder, an astounding 40 percent of employees reported that they plan to change jobs in 2018. With so many candidates applying to jobs, companies are going to have to step up their game to attract the most qualified applicants and organize them once they’ve applied.
That’s where finding the best Applicant Tracking System comes into play.
What is an Applicant Tracking System?
An Applicant Tracking System, also known as an ATS or talent management system, is an easy-to-use computer-based hiring tool that can help recruiters save time and stay organized as they search for the best candidates. Continue reading
Communication among recruiting teams can be a pretty messy situation. Ask 100 recruiters about their least favourite thing about their job. The answers would probably include:
Poor or a lack of communication in the workplace
Too much task work and top-of-funnel activities
We’ve already talked several times about reducing task work (e.g., automate the top of funnel activities), so let’s discuss communication.
There are two major issues around communication on teams:
The caring aspect: Communication in the workplace drives everything — how can you know what to do if someone isn’t communicating it? — but it’s often viewed as a “soft skill.” As a result, many people ignore communication and focus on tasks or revenue-facing activities. Continue reading
What should you be doing as a recruiter? Most would answer this by simply shifting the word: You should be recruiting, of course.
Makes logical sense. But recruiting involves lots of different things:
Working with hiring managers
Moving through the process
Working with HR on an offer
It’s a lot. There are theoretically 40 work hours in a work week, although many of us do work more.
Science has shown that about 55 hours/week is a hard ceiling on productivity. That’s 10+ hours/day Monday to Friday.
A percentage of that time will be taken up by calls and meetings. Continue reading