A recruitment manager can maximise the recruitment potential of their company website. With the right tips and tricks, the website can generate potential leads integrated with arecruiting tool.
If you’re enthusiastic about acquiring exemplary talent from your website, this blog post is for you.
There are nine ways in which your business site becomes a purposeful recruiting tool for employers. Then, you consistently get applications on the job posted across platforms from diversified talent your company demands/requires.
For a website to be a powerfulrecruiting tool today, it should be mobile-friendly. Run various A/B testing processes while establishing your business or networking site. Ensure it is responsive and is visible clearly to every modern mobile/tablet device.
It will increase user engagement on your site. More engagements mean more interest. That includes better chances of word-of-mouth to do wonders for attracting better talent with each post.
Set up a careers page on your site. Whoever is interested to work for you will look out for that. That’s one of the rules of setting up and launchingtools for recruitment. Even when it’s through your business site right now.
With a careers page live on your site, you can publish numerous job postings without paying any external service provider.
Potential employees reach your careers page to verify if the job posting is still open. They can also send their direct details through your website’s career page for ease of applying.
Potential candidates want to see andobserve your company culture. Without such a showreel, it’s a bit challenging for them to trust your brand, especially if it’s new/growing.
Thus make your site the perfectrecruiting tool with as many pictures as possible depicting the company culture. These candidates can see what events you celebrate, how happy are your employees, and how you maintain your office environment.
These aspects matter a lot to new candidates when they directly approach your site.
Employers often take cover letters lightly to save time. But you can just create a forum on your website that asks for contact details, CVs, and cover letters. When candidates put up a cover letter, it shows they did their research.
You get to know a lot about potential candidates and how they prepare a cover letter for a job at your site. You can later userecruitment automation tools for reading and screening those cover letters fast.
Your website can generate leads, but it won’t let you track your candidates’ application process.
For that, use theuKnowva recruitment engine. It’s the perfect recruiting tool for startups with 10-20 employees. Many other multinational companies use uKnowva solutions to solve complex issues almost every day.
Anyways, getting back to the point, with suchrecruiting tools for employers, you track the real-time status of your applicants. You will know stats like:
The analysis can keep going on. What matters is recruiters can have a better experience using the ATS. They know if their job postings are successful, helping the company with CTRs, and garnering interest amongst outsiders or not.
Give your applicants a nice experience to return. That’s possible with “Thank You” emails they receive after submitting their contact and portfolio details. Ensure to embed all your website and tool links on this Thank You note.
It could flash on the website and be sent to the emails they entered. It leaves them with an impression that your company is careful to nurture new leads on the site.
High performing candidates might consider your organisation over others just for thanking them for applying.
Withrecruitment automation tools, you help your website and hiring managers shortlist potential candidates rapidly. A system like uKnowva doesn’t depend on the website or the HR. It can work on the triggered actions, keywords, profiles, experiences, etc.
After implementing thisrecruiting toolin yourtalent acquisition processes, you will get better job applications. Hiring in bulk for growing employees becomes more effective and trustable with these automated features.
Ensure there is no error while posting new job openings on your site. Explain each JD carefully with brief company details. List out all the possible OKR and KPIs expected from the potential candidate.
When you usetools for recruitment aligned with your site, you can bookmark different job templates there. It’s useful if you’re publishing similar jobs regularly on your site. So, your hiring managers don’t have to write all the details repeatedly.
Proofread them once, use tags whenever necessary, let therecruiting tool do its work and publish it on your site on your behalf.
Don’t shy away from using social media platforms for hiring outperformers at this stage. A basic FB profile lists all the previous works and achievements. Unemployed people continue to use LinkedIn to gain support from a wide community of recruiters.
In fact, direct messengers chatbots and platforms are more effective now for hiring talented personnel from any region. These platforms boost inclusion and diversity as you don’t think twice about their location before hiring a perfect candidate there.
Now hiring has become more purposeful and goal-oriented. Thanks to the hybrid working culture and norms.Recruiting tools for employers make these processes easier, effective, and error-free every day for senior HR executives.
Hiring managers exercise maximised potential using modern business sites incorporated with the uKnowvarecruiting tool. You can take its advantage too to hire the best possible candidate without spending hours searching for them manually.
Contact us here today for your free uKnowva recruitment engine instance!
Every recruiter has to actively participate in therecruitment life cycle stages for successful and effective hiring. Recruiters prepare for these stages and participate there consistently.
It is not just a task to be carried out only once. Their analytical recruitment decisions improve workforce quality and culture. The modernfull cycle of recruiting has six core steps discussed later in this blog post.
Read about them clearly to also understand the importance of each stage.
Recruiters gather talent gap information from the hiring manager at this stage of therecruitment process. As soon as the vacancies get approval, recruiters have to start posting about these on the effective and trusted job portals and search engines.
However, first recruiters and hiring managers will discuss the job roles and responsibilities. They will search for recent similar job profiles online to see what their competitors offer.
They will also agree on the terms to be offered and limits to be negotiated with the right candidate once selected. Then, they discuss the acquisition cost to be paid to the job portals at once during the start of the first stage of therecruitment life cycle.
After these steps, recruiters can write the right information or ads when they post online.
They can use the uKnowva recruitment engine to edit their job postings for the same post and save their templates. This will free their hours when similar job offers are posted regularly.
This platform also allows recruiters to integrate their usual job portals with the system to avoid switching tabs for a single post.
The nextrecruitment process step is sourcing. Sourcing for a highly specialised candidate is easy. You can pick particular job portals then. With limited portals, expenditure on the postings will be more meaningful and purposeful.
Candidates will apply faster when you post a specialised job on a genre-centric portal. There, you will get highly-specialised candidates. The talent pool there will be brimmed with more skills and competencies required for the current vacancy in your firm.
Recruiters like you can maintain a talent pool in theuKnowva recruitment engine. This will be better to approach the same candidates next time whenever there’s a new job posting. You won’t be paying for a new job portal next time.
Instead, the recruitment engine’s history can tell you which potential employees you interviewed and who among them can be reapproached.
The system can automate CV parsing to save hundreds of hours every month or quarter.
Screening has multiple stages differing in every organisation and its hiring policies. Most organisations today have CV screening, interview/phone screening, and pre-selection process.
The uKnowva HRMS is a platform that helps recruits in this stage of the recruitment life cycle. It can automate the screening of the latest pool of resumes you receive against the job opening.
CV/resume filtering and screening are part of the applicant tracking system. The same is modern, much automated when using the uKnowva recruitment engine.
This step of therecruitment process is effective and purpose-driven. If you screen the right candidates, you will interview and shortlist them for their future in your current organisation.
Screening the wrong candidates can be an expensive mistake because you will hire unfit employees. They can be unproductive, nonchalant, and mess with the current company culture.
That’s why there are often multiple rounds in the screening process. Chatbots or virtual assistants can help recruiters shortlist candidates from video conferences and chat messengers.
People often ask transparent questions from chatbots. That’s their advantage. These virtual assistants can reply as per the triggered NLP-based communication and sentences. They will free recruiters to focus on better tasks in the entirerecruitment life cycle process.
Similarly, pre-selection can be automated by providing case studies and application-based tests for potential candidates to attempt. Later, the system will forward recruiters to those lists which have scored substantial marks on these tests.
This step in thefull cycle of recruitment includes sending out an assignment, more tests, and scheduling one-on-one interviews. These interviews could be offline or online.
While conducting online interviews, recruiters have to maintain an active relationship with the manager. They also send feedback to the candidates about their performances during the selection process.
A major part of the selection step in thisrecruitment process is scheduling. When the firm is hiring in bulk, they have to schedule interviews in bulk. Recruiters often do not have time to email everyone and follow up.
Automated follow-up messages and emails can be sent based on the applicant status from the uKnowva system. It saves total selecting and recruiting time for recruiters and hiring managers.
These interviews created a structured process to select the most potential candidates. The experience has to be seamless for everyone in this process so that new candidates favour the firm and its culture more.
The hiring step includes background, experience, and educational background checks. That is done for the selected candidates after the detailed conversations and interviews.
Reference checks will confirm if the selected candidate is aware of the responsibilities. From such assessments, recruiters assess the competencies of their networks. From background checks, the respectful nature and credibility of their address and ID proofs can be justified.
From experience and educational checks, recruiters know if the candidate has given accurate details on their CVs. Companies can also run a validation check from the candidate’s ex-employer for more concrete proof.
The uKnowva recruitment system helps recruiters send automated emails to different parties. Recruiters can know the statistics of each candidate’srecruitment life cycle process from the system within a few clicks.
Honestly, both the recruiter and hiring manager have to actively take charge to finalise potential candidates from the outcomes of this step.
Further, offer letters have to be presented to the selected candidate. Again, this could be a time- and talent-consuming task for recruiters. But with modern HRMS and recruitment engines, that issue is sorted and automated.
Recruiters save multiple offer letter templates in the system. They use such designs to send various offer letters to extend the collaboration within minutes.
The system allows them to store distinctive offer letters by categorising the same. That way, letters would be easy to find and send.
Recruiters wait for the applicant’s response to the offer. There might be further discussion to sign the contract on the revised offer letter at thisrecruitment life cycle stage.
The onboarding also involves pre-boarding, which includes the time gap between sending the letter and accepting the same.
Frequentfollow-up messages might be necessary to send to know if the candidate is still interested in the offer. Recruiters use the automated system to send multiple follow-up messages over a period to close the communication.
With the positive response at the end-stage of therecruitment process, they take communication and collaboration further. This can involve formal and informal meetings of the new employees with the staff and team they will be working with.
If the employee is online or working remotely, using uKnowva HRMS is justifiable. Their onboarding is smooth and transparent there. Employees can put up a short introduction in the stream visible to everyone in the organisation.
This way, new employees begin their journey by being celebrated at the first contact. Other employees congratulate them with emojis, reactions, and heartfelt welcome.
This could be one of the positive and lasting impressions about the acceptable culture when they first onboard. Such a system is also an ice-breaker for new employees feeling overwhelmed to connect with new team members from across the world.
Therecruitment life cycle is crucial as it orients new employees in the organisation from one point to another. Their entire employee journey depends on these six steps talked about above.
If these steps are unclear, either the employee will be unfit, or the company has to bear losses to replace the same. That is why recruiters must plan and analyse the outcome of each step to avoid such mishaps next time.
Contact us here for your next recruitment engine instance.
From Pandemic to Endemic, Covid-19 has changed many lives during the last 2.5 years. This impacts how employees want to work and how HR professionals hire talented people. Therefore, it’s mandatory forrecruitment trends to watch out for in 2022.
As we are heading towards the peak of the first quarter of 2022, HRs must utilise their hiring season the most. For this, they have to know queries like:
The list of questions and queries can go to an HR professional forrecruitment trends to watch out for.However, with a trusted, agile, and dependableuKnowva HRMS, many daily HR tasks can get automated to save time.
Besides that, continue to read the blog to understand thetop recruitment trends to follow in 2022.
High achievers can belong to any race, gender, nationality, religion, or region. What you need to do is to accept the fact. Your next talented person could be from a very small town, feeding her kids with a unique name, religion, and complexion.
But those specificities shouldn’t matter. What values the most is that person can bring more growth and productivity to your company. So, the next most favouredrecruitment trend to watch out for is harnessing moreDEIB-oriented company culture.
This will help you bring more harmony, respect, power, and synergies in one place for completing different projects.
Covid-19 has taught us, HR industrialists and professionals, to hire from anywhere. This means more focus was on remote working as well because of the obvious reasons.
Now that employees have experienced remote and hybrid working styles, they often want to continue with it. There are multiple reasons to justify that on their behalf.
First could be: remote working gives employees the flexibility to maintain their personal life commitments too.
Next, they can be self-reliant and self-serving with the right tech tools offered by the hiring firm. Lastly, they can fulfil their dreams, travel, and live anywhere they want while earning a stable income.
However, remote working too has its distinctive pros and cons. At times, there could be a wagering trust factor between employees and employers. That’s where a reliable, mobile, and interactiveuKnowva recruitment management software can be put to use.
Using this software, HRs can interact with remote teams and hires at any time from anywhere. So can the reporting managers.
They would watch over their performance levels too. Overall talent acquisition to talent engagement journey becomes less bumpy and more effective. That’s why this point is also one of the amazingrecruitment trends to watch out for in 2022.
Employees want to work where the company has a strong value and scope.
In other words, if your firm cannot provide them with a sense of recognition, appreciation, and scope of growth, hiring would be difficult.
High achievers usually look out for those companies only where their values match and stand out. For this, you need to recheck and reconfirm your company’s:
After clarity, you cancreate a job posting around that. The verbiage would matter. It should be crisp, clear, and concise. You must deliver an understandable message to the high achievers when onboarding.
They must know how they can grow in your firm after being hired in the next 1-5 years. So, your company’s internal and external values should be well-defined and robust.
That’s one of the most respectedrecruitment trends to watch out for in 2022.
HRs have scattered hiring source data. There are new websites or portals where potential candidates register and apply every day. Going to these sites manually for every job posting is time-wasting.
But HRs cannot afford to miss the opportunity to onboard the right candidate in 2022 or ever. The best alternative here is to automate job postings. That is possible with a trusted and automatedHR management system in place.
In fact, that’s one of the interestingrecruitment trends to watch out for this year. Ashiring clubbed with automation is an intriguing concept for new-age HRs. Their time is well saved and utilised when they schedule job postings on various channels.
For example, with theuKnowva recruitment engine, HRs have the facility to integrate the same with other hiring or career portals. As soon as they publish a job posting, it will highlight on other career platforms.
Candidates can apply from any of these portals, and the data directly enters into the system. This saves a lot of working hours every day for HRs in a growing company.
Employee referrals are a must-have recruitment option in today’s age and time. They are already working in your firm. You would probably know what type of an employee is giving you a referral for a new hire.
A high achieving candidate would give you a similar contact most of the time. Whereas, an employee who mismanages everything is to be trusted less.
In any case, HRs have an easy way to onboard the right talent using employee referrals from reliable and outperforming candidates.
Under suchrecruitment trends to watch out forin 2022, referrers also get reward points highlighted in theHRMS system. So, it’s a win for all situations to solicit employee referral in the long run.
Plus, HRs can trust new hires effectively when an outperforming employee refers to their profile for a job opening.
You can findmultiple recruitment trends to watch out for in the first quarter of 2022. But the 5 discussed above are really famous and in vogue. Most of these can be streamlined with recruitment management software.
Such software assists HR in automating their daily and boring tasks. Then, HRs themselves can focus on hiring the right talent for the vacant job effectively.
Contact us today!
ISO 9001 Quality ManagementISO/IEC Information Security Management
