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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.

talent mapping

Talent Mapping is Essential to Effective Recruiting

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Why It’s Important
Talent mapping is a helpful strategy for companies to use, to better align short and long term goals. By using talent mapping, companies assess, evaluate, and review their current staff, to better prepare for the future. This technique, charts individuals’ skills, and abilities, vets their performance and potential and matches them with workforce planning strategies to balance an organization’s talent and needs. Talent mapping can enable an organization to determine strategies for future hiring, including internal promotions, short- and long-term hiring needs, and development of existing talent to meet future staffing needs.
It is a proactive approach for employee planning, both in the short and long term.

Planning Ahead
By planning ahead, companies create a culture of security for employees as well as stakeholders. If plan A doesn’t pan out, then plan B might be the better choice. This gives employees and management a safety net, in regards to future options. As the quote says “if you don’t know where you are going, any path will get you there.” Having a plan better prepares everyone for special circumstances that may arise, creating a more secure stance towards problem-solving.

Important Goals and Input From Employees
Companies must communicate short and long term goals with employees. These goals include specific, measurable, attainable, relevant, and timely; or S.M.A.R.T goals. Employees need to know how to stay on track and achieve milestones, which increases motivation. Company goals should be realistic and attainable. To reinforce goals, companies must allow and give all employees a voice for input. Gaining employee input can increase the sense of ownership and satisfaction in their roles in the company

Short Term Employee Goals
Training staff in the short term requires knowing your staff’s strengths and areas for growth. It’s highly recommended to focus on their strengths and allow employee input, into areas for their training and how they would like to obtain their short term goals. Short term could be a week or a month but would focus on what goals he or she would like to accomplish during that time, and in what capacity the employer can offer assistance.

Short Term Company Goals
What are your company’s short term goals? Are there any special projects coming up? Where will your company’s needs be, in order to fill in any gaps for short term projects? Are you set up for success with short term projects? Where does your company need assistance or shifting of roles for any of these projects? This could be in regards to a new client. You will need a plan and employee assistance with any new projects.

Medium Term
Where do your employees see themselves in the medium term? What strengths and goals do they have or how do they want to learn and grow? Are you utilizing all of your talent accordingly? By discussing goals with employees, and mapping a plan, you can create a culture of growth. You can also assess any gaps that may arise. If employee A wants to learn more about accounting, and employee B wants to learn more about marketing, you may notice a gap, that they leave behind. Do you have employees who want to fill those gaps? You will need assistance in filling in those gaps; SourceMatch specializes in talent mapping and consulting.

Long Term
What are your company’s long term goals? What do you foresee in regards to upcoming projects in the next 6 months to a year or beyond? What do your stakeholders expect to see during that time? You will need to plan and to fill any gaps in jobs, either using current employees or recruiting new ones. Discussing long term goals with employees, better prepares your company for any future vacancies or promotions. With this discussion of personal and professional goals, you motivate employees and provide positive reinforcement to the company’s value system or culture. By having a company-wide discussion and allowing employee input, this will boost confidence and allow for employees and employers to stay continuously up to date with any corporate changes.

Finding the Gaps
To find the short and long term gaps, companies need to create or have a plan. You can reach out to consultants such as SourceMatch, to better assist in this process. We have refined the talent mapping approach, to better serve our clients. The benefits of this are many. Companies who utilize this plan find that they save money, time, and resources. When an employee changes a position or gets promoted, you will have a new spot to fill. This happens quite often and causes a disturbance in daily operations. You can decrease the impact this may have, by consulting with our staff for solutions.

Benefits
To find and fill in the gaps, we plan accordingly. Using talent mapping, we find and fill in the present and future open positions. By consulting with employees, companies can verify gaps using a map-based system, based on employee strengths and goals. This requires input from your staff and managers, as well as constant feedback and open communication. Some employees may discover they prefer a certain job duty over others or might be more skilled in one area vs. another.

Attainable Company Goals
Companies need to have and share attainable goals, with employees. Companies make goals with management and operations, but they should also create goals with entry-level employees as well. This allows for employee retention and motivates employees to achieve goals within the company as well as achieve their own personal and professional goals. By setting your company goals to be attainable, you inform and inspire your staff to stay on board.
This takes engaging your employees to help reach the company’s destination, where employees will take appropriate risks and act in the best interest of the organization. You will need to clearly define the company goals, measure those, and provide metrics that are relatable. For example, you can share goals for improving customer service or satisfaction, retention, response time, new product ideas, or allow time for improvement ideas that employees may have. You will also want to set your employees up for success, based on these goals. You will do this by providing clarity, appropriate resources, information, skills, motivation, and training. Managers will also need to give plenty of feedback and recognition. Things like this can get lost in the day to day workings, but if you acknowledge efforts, you will have a motivated employee. Take and listen to what your employees say, monitor it, and adhere to the organization’s values for performance. You can create a level of trust and support, which can guide and grow your company. Utilizing this style of engagement and talent mapping, will create a successful atmosphere and work culture, for your organization.

Conclusion
Today’s workplace is continuously changing. By utilizing and staying up to date with your talent map, your workplace can obtain goals, both professional and personal, to guide and prepare for the next steps.

Reach out to us to learn more.

talent engagement

Talent Engagement in 2019

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Is the talent acquisition organization’s mindset shifting? Yes, it is!
A recent report from Beamery reveals that 90% of respondents state that talent engagement is a priority of their organization in 2019; and recruiters are relying more on building and nurturing relationships with talent, as opposed to reacting to explicit needs.

Along with the rise of candidates’ expectations, teams became more specialized and 86% of them already have or planned to build out at least one new specialized unit this year. 39% of them use a CRM, a recruitment marketing tool, or a talent engagement platform. This is up from 26% in 2018. This, in turn, helps nurture and build relationships with candidates.
“Innovation in Talent is becoming a core strategic priority for companies looking to create and retain a competitive advantage. The talent acquisition function has been maturing to become more proactive, with businesses seeking to build meaningful relationships with potential candidates and treat them like valued customers,” agrees Abakar Saidov, the Co-Founder and CEO of Beamery.

Why does your company prioritize talent engagement?
72% of respondents from the same report said that it creates a pipeline of high-quality talent
50% believe that it helps improve the employer brand
49% of respondents say that it enables the talent acquisition team to be more strategic
46% – It improves the candidate experience
25% – It’s part of a board-level or business-wide initiative

Candidates now have higher expectations: 72% of candidates who have had a bad experience have shared it (Workplace Trends), and 85% of candidates say they won’t consider a company again after a bad experience (Jobvite). Therefore, the recruiting function of organizations and talent teams’ responsibilities changed: 73% of recruiters state that the Talent Acquisition organization has gained a place in business executive decisions in the past 5 years.

The proactive approach to recruiting
This year, 84% of talent acquisition teams source proactively, only slightly higher compared to 83% last year. And for good reason: 94% of recruiters are convinced that engaged candidates are more likely to apply, and 80% of them see that the quality of their hires has increased as a result of having pipelines in place.
The first step in this new era of recruiting is to have a deeper understanding of what talent engagement is and find ways to create a solid and meaningful relationship with the candidate.

Let us help you do what we know best!

Social media in recruitment

Social Media in Recruitment

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Social media in recruitment – a game-changer

A study from Jobvite, with 800 recruiters as participants, revealed that the majority of respondents (67 percent) said their biggest challenge in hiring is the lack of skilled, high-quality candidates.

“With more open jobs than people to fill them and the market at near full employment, recruiters are finding new ways to reach candidates where they are—whether that’s on Instagram or via text. They’re re-evaluating what success looks like, with quality hires and retention rates becoming a higher priority than time- and cost-per-hire.”, according to the same study.

This is when recruiters get creative using social media to reach out to candidates rather than traditional websites like job boards.
The most used channel for recruitment efforts is LinkedIn— with 77% taking advantage — followed by Facebook with (63%). However, the number decreased in the last few years: for example in 2017, 92% of recruiters have used LinkedIn, compared to this year.

What about Instagram? Its popularity with job seekers has caused an increased use among recruiters — now, a quarter of recruiters are investing in recruiting efforts on Instagram, especially millennial recruiters (35%) and those working at technology companies (63%) — double the number than in 2017.
Social media recruiting can save time and money by targeting people who are qualified for the position. Using social media when hiring, creates a better position to accommodate clients’ urgent requests.

Different generation needs

While the number of smartphones grows, mobile-optimized job adverts and career pages matter even more and become a factor when job seekers pursue an active search. Companies respond with digital marketing strategies, create content that is mobile-friendly, work with streamlined user experience, and shorten application processes, which all translates into extensive mobile-recruiting efforts.
A study from the Aberdeen Group showed that 73 percent of millennials (18-34 age group) found their last position through a social media platform.

  • To use social media when hiring, in an effective way, you can do the following:
  • Use industry-specific hashtags to help identify top talent in the field.
  • Involve employees in the recruitment process but make sure you have a corporate social media policy beforehand.
  • Use video content. Video content on social media gets 1200% more shares than text and image content, and 87% of mobile traffic will be video by 2021
  • Connect with the Right People. Keep your profiles industry-specific and establish connections with industry leaders, experts in the field and people who have a niche specialization. This requires personalized messages and a lot of time and effort; however, chances grow to connect with potentially employable, experienced professionals.

There is a better way to recruiting. Reach out to us to learn more!

diversity in hiring

Diversity in Hiring

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A recent report from Google on diversity in hiring states that hiring has increased among workforce segments such as women, Black+ and Latinx+ groups (The report uses the “plus system” because multiracial people are “plus-ed in” to each racial category they identify with).
The hiring of women rose to 33.2% globally and to 34.9% in the U.S., Black+ and Latinx+ hires increased to 4.8% and 6.8%, respectively, in the U.S.

In 2018, global hires of women in the tech sector increased to 25.7%, continuing the positive trend we’ve seen since 2015. In this four-year period, the hiring of women in tech has increased from 22.1% to 25.7%. In the United States, hiring of women increased to 51.6%—”the single biggest year-over-year shift for any underrepresented group within this data set”.
The proportion of women leadership hires decreased, according to the same report. In the United States, women leadership hires decreased to 26.0% and to 25.9% globally. Latinx+ leadership hires increased to 5.1%, while Black+ leadership hires decreased to 3.6%.

The first report from Google of its kind was released in 2014 and an updated version has been published every year since. Although there is a lot of progress to be made, Google’s commitment is to increase diversity in the tech industry. Many other tech companies are following its example: Ada Developers Academy (an intensive software developer training school for anyone who identifies as female; the program is tuition-free and targeted at those who have a strong passion for technology but no formal programming training), Other Machine Co. (its tech staff is split 50-50 between men and women), ZestFinance (two of the company’s 10 principles center on diversity).
Senior Vice President Hiroshi Lockheimer at Google argues that diversity is a business solution.

Statistics say that 57% of recruiters have strategies to attract diverse candidates.

Diversity in hiring can make a difference in the long-term vision of a company, and among the benefits, we can name: multicultural employees bring a unique perspective to the workplace, competitive and healthy environment, learning opportunities and improved customer service.

What is YOUR approach towards diversity in hiring? Reach out to us to learn more!

outsourcing recruitment

Outsourcing Recruitment and its Benefits

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The Benefits of Outsourcing Recruitment

There are many benefits for companies that decide to outsource recruitment services. As companies have various talents and services, they may need support in areas that could be lacking. For example, an IT company may outsource their hiring needs to a Recruiting Company, such as SourceMatch. This allows the IT company to focus on its service, while Soucematch, focuses on supporting the company’s needs to hire the right talent. Or a retail company new to online ordering may need to outsource delivery options, web support, and web design services. When it comes to outsourcing recruitment, there are many other benefits to it. These include: experience level in regards to services, saving time, reducing costs, employment branding, sourcing and retaining talent, and the various functions required as time and demands change. However, more than anything else, engaging in a recruitment partnership enables you to have access to processes, resources and validated best practices that have taken significant efforts to reach a level of expertise that is recognized in the market.

Experience Level

Outsourcing is one way for a company to access a veritable wealth of expertise in an unfamiliar subject area. Many established companies, startups, and even reorganized companies utilize the resources of outsourcing recruitment. They realize that allowing fellow professionals to assist in an unfamiliar area is vital to the growth of the company. The experience level of the company in regards to the level of need is a factor in deciding which recruiting company to use. SourceMatch has over 25 years of professional recruiting experience, and has coined the term “Engaged Recruiting”. We assist established companies, start-ups, or those in need of reorganization. SourceMatch utilizes state-of-the-art technologies, metrics, recruiting, consulting, holistic assessments, and especially a “stay human” approach to improve our clients’ organizations, coming in stark contrast to the traditional recruitment agencies or veritable “resume shops.”

Emphasis on Return-on-Investment (ROI)

Saving money is very important to our clients, and what is even more important is that we increase the effectiveness by treating each hiring decision as an investment decision. Businesses that save money can focus on expansion, employee raises, and boosting morale. SourceMatch saves its clients money, time, and energy that would otherwise be expended finding and reviewing hundreds of resumes, filling back position because a candidate didn’t make it through the first months of employment, or simply employees that should not have been hired in the first place.
It’s our observation that it costs a company between 2 to 6 times a particular job’s annual salary to replace employees due to turnover with factors such as: time invested in searching, interviewing, and onboarding a new hire (across all involved stakeholders), lack of productivity, or cost of lost opportunity. SourceMatch stays ahead of the market trends to avoid the risks that such a hiring decision can bring, allowing our clients to focus on their particular business, rather than spending more time and money learning a new skill.

Access Wisely Combined Recruiting Resources

At SourceMatch, we thrive at searching for and retaining the top talent for our clients. We have access to a plethora of recruiting tools and assessments that we carefully choose and combine into individual solutions for each organization’s needs. These assessments include behavior profiles, skills, and language knowledge. We adjust assessments based on historical data of successful hires and ineffective hiring decisions. 

Tap Into a Well of Validated Expertise

As companies decide to outsource recruitment services, they discover that using a specialist delivers what is needed to excel at hiring. Consulting or recruiting services offer organizations the benefit of having an outside approach to problem-solving. SourceMatch has years of experience in consulting and providing recruitment services with which to serve our clients. Their growth and confidence in the employees demonstrate how beneficial outsourcing recruitment can be. With a constant concern for improvement, a partner such as SourceMatch will persist in updating, upgrading and innovating on the client organization’s behalf. It’s part of our core DNA knowing that change is also constant across the global talent demand and availability.

Top Talent Will only Respond to Top Recruitment Practices

Many companies provide a specific service: web design, software programming, and IT services are just a few examples. Finding and retaining top talent, not just any talent is a necessity for those businesses that want to thrive. Outsourcing recruitment allows companies to focus on their organization, while SourceMatch focuses on finding the best fit for their open positions. While most recruiting agencies rely on a “hit-and-run” approach, SourceMatch invests time with each of its clients to truly understand their vision, values, and objectives. By doing so, it allows the hiring managers to dive deep into what truly motivated them to create a job opening in the first place, which most often ties into the organizational culture and growth strategy. This approach is essential to attract top talent, who are especially interested in how they can personally contribute to a company’s innovation and long-term plans.

Retention Starts with Intelligent Recruiting

To retain talent, companies need to know the workforce. Many companies are skilled in certain areas but do not fully understand what is going on in the current workforce. At SourceMatch, we specifically study and utilize how data and trends affect the talent pool, so that our clients have actionable market intelligence. Although retention is the subject of many post-hire efforts, it is a key component to consider when searching for and interviewing candidates. Painting a clear picture of an organization’s culture, vision, mission, values and especially the unwritten expectations before prospective candidates is one of the best ways to avoid a misalignment of expectations once hired. That misalignment is what causes the first slips of motivation for new hires when the true faces of the manager, their new team and sometimes job responsibilities creep in after a few months on the job.

Flexibility is Key in an Ultra-Competitive Global Market

By consulting with SourceMatch, companies that have discovered new growth opportunities to learn can save costs during a restructure or reorganization. Having an outside view can also allow for new insights, new plans for areas of growth and effectiveness of investments. For example, department store retailers that used outside consultants were given plans and ideas for ways to change with the times. They successfully maneuvered through the online market, and have now expanded their profit margins. Other stores did not reach out for support, and we now see them closing their doors.

Candidates Can have an Amazing Recruiting Experience

That’s applicable whether you hire them or not. Allowing a recruiting partner to come up with a fresh perspective opens up more benefits for not only your organization but your prospective candidates as well. From an outsider’s perspective, companies can learn candidate experience analysis and improvement practices. Is your organization candidate-oriented and willing to change in a global market where the Skills Gap affects more and more companies?
Have you had a consultation with SourceMatch to check your candidate focus and areas for growth? We would be happy to assist in helping your company to reach higher profits and be ultra-competitive in a global economy driven by one key resource: the best talent.

The benefit of Outsourcing Recruiting Services

As you can see, there are many benefits for an organization that chooses to outsource recruiting. Experience, reduction in costs, access to resources, branding, sourcing and retaining top talent, reorganizing, and improving functions are just some of the benefits you can gain when SourceMatch provides your recruiting outsourcing services.

recruiting automation

Recruiting Automation

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Recruiting automation – technology at its finest

With the addition of advanced technologies like machine learning, advanced programming, and distributed data analytics, recruiters are ready to broadcast job openings to more places. We see the development of technologies that allows us to provide a platform for candidates to engage with companies and their recruiting processes.

That’s why it’s important for recruiting professionals to adopt cutting edge technology so that they won’t have to resort to outdated technology when learning how to use it.

Technology will play a larger role in our companies hiring process this year, and here a few reasons why:
Since last year, passive recruiting became the top priority source in every hiring organization (35% up compared to last year). In fact, to save time, over 42% of recruiters are turning to intelligent tools that process all data info for them and the other 46% don’t have enough data to make smarter decisions in their hiring process.
On average, recruiters can actively source for 64% of the open roles in their organization. Hence, why we see companies seek out additional recruiters to help out with that growing number of unfilled/hard to fill positions. For smaller businesses, recruiters are currently seeking candidates with more experience and with a greater level of skill than their average employee. However, 20% are actively sourcing for all open roles in their organization.

The preferred outreach method

Since 2018, emails continue to be the preferred method to reach out to candidates (up to 38%, followed by phone/text 33%) and LinkedIn inMails (13%) had a significant decrease since last year.

Your employer brand is influenced by diversity in the workplace, which is not only a value but a core factor that positively contributes to the quality of work if proper attention is given to it. The number of opportunities for hiring talent is growing with a staggering 80% of new hires done to improve diversity in the workplace. But even more compelling, a growing number of organizations are also leveraging hiring automation, finding solutions to the hiring pipeline needs for diversity, inclusion and equity training (AOC), and the integration of workforce management (WFM).

Where is recruiting automation most useful?

In order to stay competitive, recruiters must dedicate an increasing amount of their day to sourcing. This year, 22% of talent organizations will increase their spend in recruiting automation tools (up 30% YoY), creating better and more relevant results.
To ensure there’s a fit between jobs and candidates, recruiters need to understand how automation works, why it will impact their jobs and how to adapt to the changing landscape of data collection and decision-making processes. As for some job seekers, automation is a straight path to a less-stressful process after using grueling application processes and assessments. For others, automation for long-term planning means a fresh start.

Talk to SourceMatch to find out how we leverage technology to make your recruiting process better, faster and easier!