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Maria Rozin

hiring statistics

Hiring Statistics that will Drive your Recruiting Processes in 2020 and Beyond

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Is your recruiting team aware of the most important hiring statistics for your company? Are you in the loop with current hiring statistics as we enter 2020? Knowing which areas are in need of candidates will enhance and engage your HR services and recruiting efforts.

Current Unemployment Rate
Heading into 2020 in the US, we have a current unemployment rate of 3.6%. This unemployment rate may come as a shock to some because, at one point in 2008, the US had a 9.8% unemployment rate! This unemployment rate is one of the lowest we have seen in the US. What do these hiring statistics mean to employers and employees? At a very high level, it means that companies may have a more difficult time finding the right candidates and as quickly as they need.

Statistics on Hiring
Which areas will require most hiring growth and hiring needs? The highest growth is occurring in the fields of leisure and hospitality, education and health, and the financial sectors.
Leisure and hospitality added 61,000 jobs in October 2019. Within the industry, employment rose by 48,000 in food services and drinking places. Job growth in leisure and hospitality has averaged 51,000 per month over the past 3 months, compared to an average of 19,000 per month during the prior 7 months.
Within education and health services, employment in social assistance rose by 20,000 in October. Most of the job growth came in individual and family services (+17,000). Over the past 12 months, social assistance has added 139,000 jobs, with 111,000 coming from individual and family services.
Financial activities added 16,000 jobs in October. Activities related to credit intermediation added 4,000 jobs. So far this year, employment in financial activities has increased by 104,000.
These statistics mean that your recruiting efforts should be focused on these sectors as they are in need of candidates or may need assistance with business reorganization.

How Does This Impact Hiring Statistics in the US?
To understand and be prepared for the hiring needs in the US, you need to follow the trends and focus on future growth as well as employee retention. SourceMatch specializes in recruitment and sorting out the hiring cost statistics for you and your company. If your company is feeling the costs of low unemployment and job mobility, then it’s best to allow a partner to guide you through the hiring statistics and the added savings for your company. The increases that were seen in the hospitality, health, and financial sectors, demonstrate a high need for recruiting support in those areas.

US Hiring Projections Through 2028
Are you prepared for the long term with regard to recruiting and consulting for your clients? Recruiting teams need a plan as employment (US) is projected to grow by 8.4 million jobs to 169.4 million jobs over the 2018–28 decade, the U.S. Bureau of Labor Statistics (BLS) reported. This expansion reflects an annual growth rate of 0.5 percent. By staying up to date with the hiring statistics, your company can be better prepared for the recruiting needs of the future.

High Needs Recruitment and Service
Which 10 fields have the most growth? Occupational employment jobs are included in the fastest-growing occupations. Recruitment and support for these industries are projected to continue through 2028. These include solar installers, wind turbine technicians, home health aides, personal care aides, occupational therapy assistants, information security analysts, physician assistants, statisticians, nurse practitioners, and speech-language pathologists.
Hiring statistics for occupational employment is projected to grow by 5.2 percent from 2018 to 2028, an increase of 8.4 million jobs. Many of the fastest-growing occupations are in healthcare and related services. Other rapid-growth occupations are in computer and mathematics and in renewable energy fields.
What does this mean for your company? These hiring statistics allow you to focus on the impact on your clients and this also gives you preparation time for recruiting efforts and goals. In a few words – it allows you to be proactive.

Source: U.S. Bureau of Labor Statistics

 

Education Statistics
What does the employment growth look like for high school degrees and beyond? 12.2 percent growth is projected for occupations in which a high school diploma or the equivalent is typically needed for entry, compared to the highest growth for master degreed individuals at 21.2 percent. Less than a high school education is seeing a growth rate of 14.1 percent and those with some college but without a degree, are seeing growth at 17.5 percent. Knowing which candidates meet certain education requirements will better advance your recruiting efforts and your clients’ needs.

Discouraged Worker Statistics
Are you aware of the huge amount of potential candidates that are “marginal”? This means that they are looking for work, but not finding their work preference. In October, 1.2 million people were marginally attached to the labor force, down by 262,000 from a year earlier. These individuals were not in the labor force, wanted and were available for work, and had looked for a job sometime in the prior 12 months. They were not counted as unemployed because they had not searched for work in the 4 weeks preceding the survey. Among the marginally attached, there were 341,000 discouraged workers in October, down by 165,000 from a year earlier. Discouraged workers are persons not currently looking for work because they believe no jobs are available for them. The remaining 888,000 persons marginally attached to the labor force in October had not searched for work for reasons such as school attendance or family responsibilities.

To conclude, SourceMatch is equipped with guiding you through the data, hiring statistics trends, recruitment, and hiring costs associated with these current and future trends. The US is seeing low unemployment, high growth in the healthcare, hospitality, education, installation (solar/ wind) and financial sectors. Book a meeting with SourceMatch to learn more and allow us to learn about your vision and growth strategy through a brief introductory conversation.

Challenges that Companies face when Recruiting

How to Solve the top 5 Challenges that Companies face when Recruiting?

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Modern recruiters and HR managers find it essential to stay up to date with the changes in a candidate-driven market and they need to reevaluate their hiring techniques because of the challenges they are facing.

In order to get a clear picture of how to solve the top 5 challenges that companies face when recruiting, let’s first identify them:

1. The need for a new hire “Yesterday”

One of the biggest challenges that recruiters face nowadays is having to hire quickly. And we all know that vacant positions cost time and money. Hiring fast can have its advantages but it can also come with a cost. Hiring quickly to fill a role, can save a bit of money, but what if the candidate is not the correct fit? What if that candidate leaves, does not fit into the work culture, or does not match the skill set required? Candidates also prefer a quick application process. According to statistics, 60% of candidates have quit the application process because it took too long.

41% said automated decision-making would speed up their time to hire.

Solution: Build talent pools proactively. Having a nurtured talent pool can make all of the difference. It will come in handy when you need to fill a role fast. Using the right recruitment automation tools can ease up the HR workload, using time in an efficient way and improve the quality of results. In this process, don’t forget to be human. Candidates are people and they expect so see genuine care. Think about their plans, their aspirations, where they are in their career, as you would for yourself. This will have an impact in the long-term.

2. High Competition in the Market

The competition for talent at a global level is fierce. With outsourcing services and remote working, the entire workforce landscape has changed. A recruiter’s role (area of expertise) gets wider as challenges grow, and they need to go the extra mile to hire the best talent.
The Bureau of Labor Statistics confirms that in September 2019, there were 7.0 million job openings and only 5.9 million hires.

Solution: With many offers on the table, candidates get picky and look for more than just a paycheck. Actually, the first interaction they have with the company could be with the product/ service it offers. Employer branding is no longer an option. It can cut the time to fill in half and a positive reputation can lead to 50% more qualified job applicants. As a result, 59% of recruiting leaders worldwide are investing more in employer brand (Source: LinkedIn).

3. Finding Skilled, Qualified Talent

92% of business leaders think American workers aren’t as skilled as they need to be.
There is a real skills gap in the workforce that keeps growing. Depending on the role, there could be barriers from lower levels to higher levels. Time constraints and the need for specific skills sets can cause a skills gap, that can impact your company.

Solution: Fill the knowledge gaps by upskilling the team. There are different ways to accomplish this: current employees should have the opportunity to attend conferences, workshops, in-house training. Another approach would be to consider “virtual mobility” (an alternative or complement to physical mobility programs) – a relatively new concept defined by elearningeuropa.info portal as: “The use of information and communication technologies (ICT) to obtain the same benefits as one would have with physical mobility but without the need to travel”.
Bridge the skills gap by working with a recruiting company like SourceMatch.

4. Retaining Millennials
Millennials are the generation born between 1980 and 2000 and there are 75 million in just the US. It’s no secret that millennials want something else in the workplace. And by something else we talk about how they want their job to mean something, to have a purpose.

Solution: In an article published by Forbes, Nathan Peart argues that millennials are efficient, driven and focused and the Millennial workforce will show passion and dedication—giving workplaces the opportunity to offer Millennials a real trajectory and a chance to grow and stay. At SourceMatch we implement personal development sessions and each individual’s growth is very important to us. These sessions give us a clear understanding of where the person is, how they evolved, and the direction they’re heading.

5. Relationship with Hiring Managers

Is the relationship between the recruiter and the hiring manager a smooth and effective one? It should be, right? But the truth is that recruiting has a lot of expectations from various stakeholders and managers. From these expectations and the quality of candidates, you can sense the need for goal alignment and proper communication.

“51% of recruiters said hiring managers “should do a better job communicating what they are looking for in a candidate” and “provide relatable examples.” (iCIMS)

Solution: Effective recruiting starts with a healthy relationship between the recruiter and the hiring manager, that needs to be built on trust. A 20-minute meeting in which they look over the job description together, the new position to be filled, the mandatory requirements; can make a difference. In the hiring process, there are different perspectives but the same goals. Communication can change the perspective when you communicate about the goals required to meet those needs.

Summary

In this article, we pointed out the top 5 challenges faced by recruiters and how they can overcome each of them. Whether we talk about the need to hire fast, the competition when looking for talent, finding the right one with all the skills required, retaining the biggest generation active on the market, or the relationship between the recruiters and the hiring managers, one thing is certain: these challenges helped us grow and save precious time and money.

How can we further assist you in developing your organization’s competitive advantage? By finding the right people. The SourceMatch team works in a close partnership with our clients and makes sure that by the end of every project everyone in the recruiting process has won: the hiring manager, the candidate, and the recruiter. Get in touch with us to discuss your recruiting priorities as you take your business to the next level.

Understanding and Managing the Recruitment Process

Understanding and Managing the Recruitment Process

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“During the last decade of economic expansion, organizations have focused on finding the right talent to drive business growth.” Deloitte

Every company must develop a recruitment process that will support its growth strategy since having the right people onboard can very well determine whether a company succeeds and thrives, or will lose to its competitors. It must establish recruitment objectives, develop a hiring strategy, carry out recruitment activities, measure results and evaluate the effectiveness of it all.

“Employers who excelled in recruiting experienced 3.5 times more revenue growth and twice the profit margin of other employers.”

Finding professionals with the right skillset can be a challenging assignment. Managers must decide on what kind of candidates they want to attract, on what recruitment message to communicate and how to reach people. When done poorly, an organization’s talent acquisition efforts will result in job applicants who are unfit, need different traits or might be likely to quit within months of having been hired for a job. An ineffective recruitment process will miss highly qualified candidates altogether since these are professionals who excel at their current jobs and aren’t currently looking for a career change.

Recruiters have a critical job beyond assessing candidates. They have the responsibility to align their company’s vision and culture with the hiring process, and then making them clear to all candidates that they get in touch with.

Define what “best” looks like

When developing a recruitment strategy, recruiters should focus on identifying the best candidates for each opening. Therefore starting a search by clearly defining what “best” looks like for the organization is essential to the quality of the process: values, skills, experience, and potential. We recommend our clients to look at the best performing employees to date that have remained employed for at least 18 months. Observing what caused them to be successful can then be correlated back into the recruiting process, and have candidates vetted against those traits that are critical to success.

“The Average Cost-per-Hire for Companies Is $4,129, while the average time it takes to fill a given position is 42 days.” (SHRM)

While the process is important, measuring its success is even more significant. Starting from basic analytics such as time to fill a position, cost per hire or percentage of offers accepted, to complex subprocess indicators, there are numbers that can help you identify areas of improvement.

Reach out to us to learn more.

recruiting with SourceMatch

Recruiting with SourceMatch – a Partnership-Based Process

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When you find your company in a hiring bind, what should you do? What about when you have an abrupt reorganization demand? How does your company handle such issues? Do you have a plan for the short and long term? Companies who have a plan are better prepared to deal with changes or restructures in their organizations. Even if you do not have a plan now, working with a recruiting company such as SourceMatch, will better prepare you for any possible changes or employee gaps that may need to be filled. Just plug into our Engaged Recruiting process and run with it!

Recruiting Support. Due to the booming economy, especially in the IT and healthcare fields, companies find that they need the right talent, immediately. While some companies invest in internal talent acquisition and recruiting teams, they still have a hard time filling their workforce gaps. Recruiting with SourceMatch effectively sources candidates and matches candidates that fit our clients’ needs and their workplace culture. Even if your company has an internal recruiting firm, you may need the help of an outside resource to better handle reorganization or restructuring issues.

Engaged Recruiting Process. Recruiting with SourceMatch starts with an engaged recruiting process. We have developed this system to empower organizations to strengthen their hiring efforts. By joining forces with SourceMatch, your company will get a better grasp of new and up & coming concepts in the workforce. Things such as generational gaps and strengths, employee strengths, managerial skills, empowering employees, assessing behaviors, skills, situational behaviors, and language, are just some of the ways SourceMatch empowers our clients and their staff.

We first begin with a foundational discussion about your company’s hiring needs and workforce culture. Where do you see and envision your company going? What areas do you see for improvement? And, how does the job opening fit in that overall picture? What makes a candidate successful in your organization? We then offer suggestions and a follow-up meeting to discuss any questions that may have arisen. After coming up with a plan, we then coordinate an appropriate contract, in accordance with our client’s needs.

Recruiting Candidates. SourceMatch has served hundreds of clients by successfully navigating the current trends in recruiting. We have a step by step process for the candidate(s) search. By recruiting with SourceMatch, you not only gain access to the top talent, but you also gain access to trends, business plans, restructuring concerns, and you also gain a problem.solving, up to date, recruiting team SourceMatch Recruitment Information – “We take this important responsibility very seriously. Our clients come to us with a variety of different projects and needs. We will not accept any requests that we believe will not be successful in sourcing the appropriate talent that is qualified, interested and available.”

Reach out to us and let us assist you in finding the best talent for your organization.

human resources

The Human in ”Human Resources”

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Human resources are the most important of all the resources of a business. But is it easy to get the right people on-board?
83% of employers believe attracting and retaining talent is a growing challenge.

A people strategy as an integral part of the strategic business planning process can only be created by a forward-thinking leadership team. Functional organizations shape their plans to meet workforce needs, always keeping in mind that the most important competitive advantage is the ability to attract and retain the best professionals in the market.

“You don’t build a business. You build people, and people build the business.” -Zig Ziglar

Treat people like people

Though, in all this process, and with all this technology in use, how do you best treat people like people?
-> Make the environment more friendly.
Your employees aren’t just a number on the financial book or robots at the help desk. Maybe having a personalized desk, or create a personality badge based on assessments that might help each other know better among the team, or a coffee corner where they can socialize could make the place more welcoming.

-> Remember birthdays
Whether your employee enjoys gifts or not, a simple card with birthday wishes, shows you care. Why not pen something personalized? Remember that theater he/she mentioned last week he would love to attend to, but the working hours don’t allow it? It’s not difficult to recognize someone’s birthday, nevertheless, it makes all the difference.

-> Understand an employee’s job duties
Remember the Undercover boss TV series, where the employer puts himself in the employee’s shoes? Well, you can learn a lot from this kind of experience and surely gain a lot by understanding his day-to-day activities.

-> Keep their interests in mind
As we talk about being human, this means we have interests. Making a list with every person’s interests can help you know your employees better, and why not, to bring them up during their personal development sessions. Their abilities in a new or different direction than what they’re currently doing could very well tell you what they expect from their careers, and how they might fit in future upcoming projects, or to simply help in choosing a present for their birthday.

These are a few examples to inspire you and to help keep the human in “Human Resources”!

Reach out to us to learn more!

Perils and Pitfalls of recruiting

The Perils and Pitfalls of Recruiting

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As recruiters, we all know one thing for sure: “Recruiting isn’t easy.” And this thought is embedded in our brains. Why? Because we work with people and working with people is as difficult and challenging as quantum physics because of the complexity of the human being. One article on HR recruitment issues highlights that “if the recruitment and retention of new employees were an easy task, businesses wouldn’t hire recruiters and human resources departments would be a thing of the past.” In this context, it seems only appropriate to talk about the perils and pitfalls of recruiting. Here we go!

Recruitment is vast and complex and a specialized recruitment company can help out and keep against the unsuspected risks of international recruiting. For example, one of our clients reaches out to tens of countries on behalf of its own clients in order to ensure their international expansion. What they do is to provide smart solutions for managing their client’s workforce – wherever they are located. Therefore their clients can quickly expand into new global markets, compliantly pay workers, and convert disparate payroll data into a comprehensive view of their workforce costs for better business decisions. But in order to payroll the needed talent, they need to find it first and SourceMatch acts as a recruiting partner for all of these instances.

Recruiting is challenging for professionals and veterans, let alone for companies outside the industry. In today’s entrepreneurial context, many corporations and even medium businesses adopt a multi-tier recruitment model because of the high recruitment volume. This means that different recruitment sub-functions are grouped together in such a manner that achieves efficiency. But still the human resources department of a company usually faces challenges in recruiting new employees even if it adopts this multi-tier structure and the company will come to the inevitable conclusion that it is smarter to outsource parts of the recruitment process. For instance, it is easier for a recruitment company to conduct a nationwide recruitment process because of its ability to tap into an existing network and overcome challenges dependent on the economy.

Recruiting is no kids’ play. Being realistic about the role that needs to be filled means to know exactly what you want. When you put together a job description for a job title, you take into account the essential requirements of the job, the duties the employee will have and the skills required to perform. And this is the point where you can fall into one of the major pitfalls of recruitment: irrelevant or nonstandard job titles and descriptions. This is because job titles and their descriptions are basically keywords; if you use the wrong words you are definitely going to get the wrong talent pool applying for the position, or you will source for the wrong type of candidate profile. The solution here is to think about what type of phrase a job seeker would be likely to search when trying to find their dream job. The key is to put yourself in the shoes of that talented person you are locking and ask yourself if they are searching for these titles and requirements.

Recruiting is tricky, whether you do old school recruiting or technology-driven recruiting. It is tricky because you have to look for hidden things like loyalty, commitment, and conscientiousness. In this regard, the Hiring Managers face different Issues as they need to pick candidates based upon personal characteristics rather than professional competence. It is true that they look at first at profiles or resumes that highlight on purpose skills and performance related to people’s professional knowledge. But these are self-assessments that may indicate an inflated sense of personal achievements. It may also be the case that people do not highlight enough their capabilities thus missing out on opportunities. The approach needed to solve this particular problem is to bring to light hidden capabilities and put them into words and this could be done through well-structured interviews as well as well-targeted behavioral and personality assessments.

Recruiting is all about commitment. Whether it is about the recruiters’ commitment to finding the perfect candidate or about the candidate’s’ commitment to participate in the interview process and get the job. this is especially true in the case of cold calling candidates. Attracting the right people means investing hard work by understanding not only the job you are hiring for but also the way the job may be a good fit for the candidate. And once you understand the job and you start selecting people for the job one thing is clear: you always look for commitment. Unfortunately, it is difficult to fully understand who a candidate is after just one interview. The way to overcome this challenge is by giving candidates situational assignments. For instance, searching for a real job or handling a difficult question from a client. The candidate could decide how he would like to present this. The merit of this technique is that it would show not only skills, but it would also highlight different facets of the candidate’s personality. There are recruiters who even go further than that and invite final candidates to the office to join an informal lunch with the team, to get a sense of how they act in the group. An additional way to see if a candidate has a propensity for commitment is to look if they are dedicated to a cause and how their adherence to the cause looks like.

Finally, recruiting is war. There is an undeniable ongoing ‘War for talent’ on the international labor market. Most of the companies feel that they offer a great work environment. But does it fit the values of the person they want to hire as well? It can often be the case that before signing the job offer or starting work, the candidate goes “missing in action” just because he or she found something better. It is very important to have a strong employer brand that offers attractive opportunities. More than that, the corporate culture and the working environment that the employee will find at the beginning of his journey on the job must fit 100% with what he was presented during the selection process. This correlation between the offer and the reality plays a major role in retention. Authenticity in this regard will ensure that employees will be less likely to leave in the first year.

Due to its nature, recruiting is hard work. At SourceMatch we strive to overcome these hurdles.
Give us a try.

Great Hiring vs good Hiring

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There is a thin line between good recruiting and great recruiting. Nevertheless, both of them will have a strong impact on your company’s outcome. A top challenge for different companies is identifying quality hires.

The Aptitude Research 2019 Quality of Hire survey shows that these are the top talent acquisition challenges: 64% of companies say that identifying quality of hire is a huge challenge, 57% go for retaining top talent, 33% goes for communicating with candidates, 18% go for assessing the organizational fit and 22% for improving the candidate experience.

Talent acquisition leaders are being held responsible for what happens past when a candidate acknowledges an offer.

An important aspect to take into consideration is that 1 in 3 companies mentioned that they would like to track the quality of hire, however, they don’t have the experience from where to begin. We need to have a good understanding of what makes an incredible onboarding and the characteristics to consider both the registration of a candidate and the creation of an unused on-boarding. Quality of hire at a fundamental level can be measured throughout an employee’s first year.

62% of businesses that decided to improve the quality of hire started to have a strong talent acquisition strategy in place.

As a result, the HR team must identify the characteristics which influence the quality of hire. Moreover, we should enable better communication between contract managers and professionals through shared knowledge, better channels of feedback and data collection. Last but not least, they must communicate the definition of the recruiting process all through the organization.

When measuring the quality of hire these are the main topics that companies vouch for (based on the same report above): hiring manager satisfaction – 54%, first-year retention – 42%, organizational fit – 38%, performance data – 38% and first-year productivity 26%.

Companies that aim to improve the quality of hire have three common characteristics: they use wisely technology tools, utilize information to form enrolment decisions, and accumulate continuous input. The best ranges of salary where organizations want to see advancement and are increasing presupposition are mostly strategies with an effect on quality at the top of the funnel.

Attracting talent is basic to competing for ability. Organizations must have interview solutions, evaluations, foundation screening, online reference checking, and onboarding arrangements. Companies that utilize innovation amid these afterward stages have a way better understanding of a candidate and accumulate more important data past what is found on a profile or in a resume.

Get in touch with us to learn more.

The effects of a bad hire

What are the Effects of a bad hire?

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The effects of a bad hire

Reaching top talent isn’t easy but it’s a gold mine if you have access to it. If you choose to settle with less, It won’t be long until the effects become obvious within 30 days of the new hire’s start date.

Let’s take a look at the bad hiring effects and costs:

A burden on the budget
A bad hire costs up to 6 times the employee’s annual salary – not a great picture, isn’t it? Costs such as recruiting, marketing, onboarding, training, poor productivity, missed opportunities are just a few that have their share in this exorbitant cost.

Undermined company culture
Bad hiring effects are visible in the organizational environment and impact culture as well. Hiring a candidate that lacks the dedication or work ethic in doing their job might push the neglected responsibilities unto others. This can damage the relationships between co-workers, create resentments, and schisms in otherwise healthy and productive teams. Even worse, it can damage employee relationships with the leadership as they have a hard time to reconcile the bad hiring with the organization’s vision.

Bad customer experience
We all know what a bad customer experience can do to a brand’s reputation. Customers that had a poor experience tend to extrapolate it to the entire organization. The next thing they will do is to avoid your product/service and another negative experience.

According to statistics, U.S. companies lose more than $62 billion annually due to poor customer service.

Solutions
SourceMatch is privileged to partner with its clients to find the right candidates: understand the roles that need to be filled beyond the job description, and create the profile of each candidate beyond their resume, giving us a 360 degrees perspective of the candidate. All of this enables the hiring manager to have a clear understanding of who candidates are and how they’ll do in their organizations 3, 6, 9 or over 12 months on the job.

Let’s talk today about the SourceMatch Engaged Recruiting model!

converstation

Office Furniture Solutions “Regarding our ConverStation - SourceMatch collaboration, we found it very easy to work with SourceMatch."

By | Case Studies, Functions, Industries, Office Furniture Solutions | No Comments

“Regarding our ConverStation – SourceMatch collaboration, we found it very easy to work with SourceMatch. SourceMatch was responsive to our needs, especially when we wanted to change how we were approaching the tasks at hand. Goals were clearly laid out and we appreciated the weekly summaries of how things were going along with clear communication on what would be happening on our behalf the following week.”

ConverStation
Office Furniture Solutions

Company

ConverStation makes great work stations especially designed for open-plan offices that are affordable, customizable and the easiest way to add space to your office.

Challenges

ConverStation needed help in identifying prospect clients for their products in California.

Solution

Dedicated 2 presales professionals to establish a reachout strategy, research the best way to create a connection, and communicate with facility and operations decision-makers.

Results

SourceMatch identified 350 leads for ConverStation that were contacted and 30 were further recommended to our Client’s Sales Representative to continue a discussion.

Industry

Office Furniture Solutions

Function

Facility Management

Seniority Level

Manager, Senior

HR automation

Automation in HR Processes

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In the age of the digital revolution one if not the only thing necessary to survive is the ability to adapt by digitizing your services. If you adapt, the outcome will be more than mere survival and chances are that if you do things right, you will actually thrive. In the recruitment field, this translates to the automation of processes which is desirable because it entails scalability which is the basis for any profitable business nowadays.

Things are barely paper-based anymore and thus HR service providers must employ next-generation automation technologies that eliminate common time-consuming situations that HR professionals encounter. HR automation software can also dramatically transform HR departments by compressing HR specific processes, making HR functionalities more efficient and effective and not to mention that proficient employees can use their talents in more meaningful ways.

HR automation is the process of enhancing the efficiency of the HR department by freeing employees from manual tasks that are often considered tedious. This approach to doing HR allows the staff to focus on complex tasks like decision making, employee interactions, and strategizing.

Employees liberated with the help of robotic process automation (or RPA technology) from repetitive, mechanical tasks will deliver better customer service because of more consistent process execution. The more elements of the hiring process are automated with AI and machine learning capabilities the more routine tasks are eliminated from the employee’s tasks thus changing the quality of the work for the better. All the while, automation ensures that the recruitment process is compliant with regulations.

There is also an abundance of data that can be stored across HR processes. And on data stored in a convenient form, various operations can be performed. HR management can harness the benefits of automated data analysis such as speed and error-proof analysis. This does not mean that creativity does not have its place in the whole recruiting process. However, creative workers have the means now to reduce the impact of their biases and deliver better and more productive outcomes.

In other words, the essential benefit of automation in recruiting: cost-effective strategies that assure better recruitment services. In the recruitment business, just as in any other business, doing things that scale matter. And thus, scalability that brings in results, can be achieved through automated HR processes.

One trend that saves companies money within their human resources department is the use of enterprise content management software. This is possible because human resource jobs are document and form-driven thus making the combination of HCM software with HR automation very efficient. The software is used to import documents into digital repositories, to organize imported documents so that they are searchable and retrievable, to store files in standard formats for sharing to multiple devices, to archive records, or to make audits simpler by making it easier to gather information. All this information stored in digital format can be efficiently handled through HR automation by automating routine tasks, by creating and updating data thus making different workflows available to different users on-demand and when needed in a timely manner, or by influencing the company’s communication system. This goes to show that any business can benefit from HR automation when applied to repetitive processes.

At a deeper level of analysis, HR automation has trends within itself. In 2019, multiple surveys and studies highlight 6 important trends in this regard. First of all, HR Automation is spurring job change in HR departments but not job losses as many fear. As AI-driven software is implemented, people can shift their attention and focus on more valuable HR work. Another change in HR automation is the cost. Bots are decreasing in cost and becoming more and more accessible to companies. Moreover, companies adopted AI-powered chatbots to be an interface with applicants, screening them or helping them with the application process. HR automation was also used increasingly in employee testing and training. Through HR automation employees had better access to training materials as they were delivered when needed. Automation and AI are also being used to diminish unconscious bias within HR for example in the hiring process and internal promotions. Another way automation is already being useful reflects in the improved communications between HR and employees, particularly for younger workers who demand more real-time feedback.

HR departments urgently need an idea of how technology will – perhaps more radically and suddenly than ever before – shape the future of work, especially automation. There is a wide range of projections and predictions about just how profound these changes will be. And the role that HR will need to play will differ according to which one comes to pass. But one thing is certain, HR professionals and their organizations cannot afford to say no to HR automation. A recent study conducted by the Oxford Martin Programme on Technology and Employment at the University of Oxford has shown that 64 percent of those surveyed fear that automation will lead to significant challenges for future labor markets. According to a 2015 CSIRO report, more than 40 percent of the Australian workforce (a staggering number of 5 million people) could actually be replaced by automation in the next 10 to 20 years.

It is easy to assume that people in the recruitment industry fear that human resource automation technologies could disrupt the way things are done, with negative outcomes. Realistically, the most immediately urgent role of HR professionals seems to be around minimizing employer-employee tensions around possible job losses. Employees need to understand that an automated HR future must not scare away employees because if history is to repeat itself, the jobs created could be better than the ones destroyed.

Reach out to us to learn more.