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technology improves the recruiting process

6 Ways Technology Improves the Recruiting Process

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Technology offers many helpful tools that recruiters can utilize. It can improve the recruiting process by making it more efficient, organized, and productive. Technology can also help recruiters stay up to date with the latest skills and trends in the recruiting world.

Helpful Websites for Sourcing

The many available websites that make recruiting more efficient give recruiters access to candidates and clients as well. LinkedIn offers a recruiting portal (fee) or free access for browsing current subscribers. Here, you can browse for potential candidates by searching for particular skills and education. You can also browse current job openings, and reach out to potential clients. Linkedin has become a great resource for employers to network with others and to help in their recruitment needs. The potential for LinkedIn — and other social networking sites — to play a major role in your employee recruiting strategy increases as more job seekers post their profiles each year.

Indeed and Glassdoor are some other helpful websites for recruiters. These sites are job boards where recruiters can access current job openings and potential candidates who are interested in a career change. By posting a job on these sites or researching candidates, recruiters improve efficiency and create awareness in the job market among candidates about their openings.

Indeed Resume hosts millions of resumes from job seekers across nearly any industry and location. Employers can quickly find candidates by entering a job title or skill and geographical area. You can narrow down results by criteria – such as years of experience, education level, and more. Also, by setting up a Resume Alert, you can receive daily emails with links to new resumes that match the criteria for the positions you’re looking to fill. (Recruiting Strategies)

Glassdoor has more than 64 Million monthly unique users looking for a job. Glassdoor claims “Using numerous customization options to create targeted search capabilities, you can reach candidates on and off-site by occupation, location (country, city, state) and on competitor pages. As well, you can support your diversity and inclusion initiatives with laser-like focused data.”

Assessment Software

By narrowing down skill sets, assessment software offers recruiters an avenue to improve candidate matching. Analyzing behavior, skills, and language assessments; allows recruiters to better match a candidate to a particular position. This saves time for recruiters, clients, and candidates. SourceMatch combines assessment software and candidate analysis for our clients. We develop 360-degree profiles for candidates that allow the Hiring Manager to have a deeper understanding of each candidate while saving them the time of having to browse or review hundreds of resumes.

Organization Software

There are quite a few ways to organize recruiting tasks and goals. Asana is a powerful tool for organizing your team’s workload as well as your own by projects, or simply individual tasks. You can assign tasks, deadlines, and comment on what needs to get accomplished in a very structured way that eliminates some of the conundrum of doing the same via email threads. Gmail is also a great tool to use for staying organized. You can set up reminders, invitations to meetings, and times that you will not be available for meetings. By far the ability to connect multiple software solutions creates the ability to integrate a clear workflow with specialized software for every step of the way.

Agave.com is a great option for recruiters. They offer free or low cost recruiting Customer Relationship Management software (CRM) or Applicant Tracking System (ATS), rich API support, nurture campaigns and follow-ups, transparent offers, detailed reports, scheduling, and candidate sourcing. Some of these features are automated saving time as well as keeping everyone in the process up to date with the status or action items.

Communication Software

Skype is a free tool to use for conferencing with teammates, clients, or candidates. You can stay connected to your team and update them with questions or answers, as needed. You can Skype to interview potential candidates for open roles, to see which one matches your clients’ needs. Customization can be added through a project or interest-based groups making it easy to unify specific topics/discussion as well as separate the top priority ones from non-urgent chats.

Zoom is also a popular option to use for conferencing. Zoom is popular for meetings, webinars, conferencing, and business IM. Some other popular options include Google Meet (conferencing app), Webex (web conferencing), Blue Jean (conferencing, online meetings), Join.me (conferencing, online meetings), or even Slack (team collaboration).

Intelligent and Automated Screening Software

Using AI to screen applicants is a powerful tool. AI can recognize keywords, skills, education, and background knowledge. Using this, AI “filters” potential candidates from the larger group of applicants. SourceMatch uses 360-degrees AI as well as holistic screening, to find the top talent.

Using AI to simplify and shorten the time it takes to process various sets of information can lead to significantly faster decision making. At SourceMatch, the speed on some of the automated stages of recruiting reduced lead time by 2-3 days. It starts with simple workflows that keep candidates updated as to where they are in the recruiting process, as well as to remind them via email and text messages of their next steps (i.e. provide additional information, take assessments, complete their application, etc.). This is especially helpful to keep candidates interested in a job they’ve applied for when they also have a job, and multiple other personal priorities The advanced workflow stages rely on Artificial Intelligence and Machine Learning to evaluate statements of interest and writing samples submitted by candidates.

Organizing Social Media Accounts

Buffer allows the user to create one post for multiple social media accounts. You can even set up a specific day and time to share the post. This is great for social media marketing and posting job openings.

Hootsuite also analyzes and executes social media data and marketing. You can pay for these services and choose the right plan for your needs.

In conclusion, technology improves the recruiting process in many ways and it helps recruiters be more efficient, productive, and organized. What are your top technology “go to’s” when it comes to recruiting?

skills gap

Skills gap is here. How to Address it?

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What is the “Skills Gap”?

The ‘skills gap’ is the phrase used to describe the difference between the skills that employers want, as shown by their job advertisements, and those that are available from professionals looking for a job. According to Glassdoor, the high needs jobs include: project manager, physician assistant, software engineer, marketing manager, nurse practitioner, business analyst, operations manager, occupational therapist, electrical engineer, and product manager.

The top reasons for the skills gap include: competition from other employers, candidates who do not have the needed experience, candidates who do not have the correct technical skills, low number of applicants, non-competitive benefits or salaries, and candidates who do not have the right soft skills (shrm.org).

To address the skills gap, companies will need both short and long term goals. There are many ways to help support business growth, while also addressing the skills gap seen within some sectors. To do this, businesses need to be prepared. SourceMatch helps businesses prepare for both the long and short term employee skills gap.

Long Term

Provide Career and Professional Growth

Companies can better prepare for the skills gap by providing career and professional growth options; to employees. Managers can set up discussions about opportunities for more education in high need areas, and learn from consulting companies such as SourceMatch, about the current skills trends. By doing this, you invest in your workforce and create career ladders for employees. SourceMatch stays up to date on the current high need skills, as well as how to educate your workforce in those areas.

Invest in Future Employees

Investing in future employees can mean a few things. Employers can reach out to high school students as well as college students, and share knowledge about your organization, industry and how they can best prepare to be a valuable professional. This will create an interest for students to possibly invest in the skills needed for your company. To do this, SourceMatch can help, by offering our consulting and recruiting services. Sharing knowledge of your company’s needs and wants, better prepares the future employees, as well as your company. Your company can get a better grasp of the future workforce as well.

Provide the Cost of Education

Companies are also offering to cover some or all of the cost of education for their employees. According to Forbes, Many companies like Starbucks, Walmart, Chipotle, and Disney offer tuition assistance for employees. This boosts employee retention and morale, as employees can “grow” with their company.

Short Term

Refer to Outsourcing

For immediate hiring needs, SourceMatch offers assistance to companies looking to fill their skills gap. We specialize in finding and retaining the right talent. Outsourcing recruiting, allows for an immediate request to be filled, as we do the legwork in regards to finding the right candidates for the open roles. Because we specialize in consulting and recruiting, your company is enabled to be efficient at using valuable resources and funds, as we use our validated Engaged Recruiting model to find and fill in those skill gaps.

Utilize Recruiting and Consulting Services

To utilize recruiting and consulting services, companies reach out for qualified support. SourceMatch specializes in filling the skills gap for companies. Using our services, companies save time and money training or retaining “high needs” positions. In the short term, companies who use our services, are able to fill in their skills gap. Recruiting and consulting companies can reach out to untapped sources of talent, that many companies are not even aware of.

The Evolution of Technology

How to Keep Up

The digital skills gap is costing the US economy roughly $1 trillion in lost productivity – Entrepreneur. To keep up in the new age of IT, companies can utilize recruiting organizations; to fill their skills gap. Because technology changes so quickly, the workforce can lag a bit behind. This makes it so valuable for companies to stay ahead of the gap. By planning and using SourceMatch’s consulting services, companies are better prepared for future IT skills gaps.

Training the Workforce to Evolve

Many companies also offer paid training and certificate courses, for employees to learn and grow. This is a faster-paced solution to that individual skill gap. By doing this, employers and employees can keep up with the current high needs skills.

Faster Learning Opportunities (Rather Than Traditional 4 Year Degrees)

Some of the top-paying certificates take less time to earn than a traditional 4-year degree. These certificates may need a certain level of experience or hours, though. Some top paying certificates include: Google Cloud Architect, PMP, ScrumMaster, AWS Architect and Developer, MCSE, ITIL, CISM, CRISC, CISSP, CEH, Citrix Associate, CompTIA, and Cisco (CCNP). By gaining a base level of knowledge and then gaining a certificate, employees and employers can bridge both blue-collar and white-collar skills gaps.

The Case for Creativity in the Workplace

To keep up with the skills gap, many companies are turning to creative time in the workplace. This allows employees to “think and plan” and develop solutions to current skills needs. By allowing creativity in the early years of employment, professionals gain a way to be “forward thinkers” allowing them to innovate and create solutions for the future. Some companies also rotate managers, to allow for new, fresh ideas in the workplace. By switching things up, companies can evolve and entertain the skills gap, rather than be forced into it.

By being prepared for both the long and short term, future and present skills gap, companies can save time and money. Using creativity, planning, outsourcing, and education, companies can overcome the skills gap and create a veritable, efficient workforce.

Reach out to us to see how we can bridge the skill gap together.

5 Best Practices for a Successful Onboarding

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Why is onboarding important in the hiring process? Because quoting Shane Metcalf – the Co-Founder and Chief Culture Officer of 15Five – “Onboarding is a process that helps new employees shift from being outsiders to insiders of an organization.
Statistics say that the first 3 months are when new hires are particularly susceptible to turnover and the cost of employee turnover can cost up to ½ – 5x an employee’s salary.

How do we then make sure we’re on the right track?

1. Meet your employees beyond the resume
Within the first week, make sure you set up a one-on-one meeting, that could be the most important connection for the new employee.
Numbers say that employees who engage internally intend to stay at a rate that’s 8% higher on our intent-to-stay measure.

2. Show “how things work around” and give a team-led tour
Things like how to navigate in the building, where to get coffee from (or other resources), get familiar with the key areas of the surroundings, and very important – the workplace “language” can help them feel more acclimated. When the team is involved in a colleague’s onboarding, it brings them all together and chances are higher that you can create office friendships and influence your employees happier.
Statistics say that with friends at work, employees are 47 percent more likely to love their companies.

3. Offer continuous training and support
Helping new employees assimilate doesn’t stop after the 2 weeks of training. Make sure you check at key intervals how they stand, that they have everything sorted it out and that they fully understand what the business is about, its reason for being and values.
Don’t expect he rocks the show from the first month, statistics say that It typically takes eight months for a newly hired employee to reach full productivity.

4. Involve the leadership team
Break the ice with the superiors! New employees are curious to meet the executives, especially with those they will be interacting in their routine. It is a good practice, as numbers say that 77% of executive managers ensure they meet with new recruits.

5. Get feedback
The direction of on-boarding new employees may require adjustments that are based on feedback from them.
In a survey conducted by BambooHR, 53 percent of respondents who quit jobs within the first six months said “review and feedback of early contributions” is one of the most important things a new employee needs to get up to speed and begin contributing quickly.

And one to conclude with, the last but the most important:
Company and team vision and values
If you want them to commit to your mission, vision and core values, show them what they are.
An estimated 50% of new employees don’t understand their company’s mission and values after 90 days.

What other successful onboarding practices are you using? Leave us a comment below.

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!

habits of successful recruiters

7 Habits of Successful Recruiters

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Here’s a look at the habits of successful recruiters, in a time when the war for talent has become a reality for most organizations.

1. Keep Your Confidence and Persistence

Recruiting has its highs and lows. Staying confident and persistent can help you when things seem to slow down. It’s important to remember that a “no” now, could turn into a “yes” later. Don’t get discouraged, just shake it off and keep going with a smile. It’s not about you, it’s about a million other things that could be going on with your future client or candidate. Maybe there are personal things that put them in a bad mood. Maybe the workload is very busy right now. Keep calm, confident, and persistent, and you may have a future client or candidate. It’s important to check back, even if they said “no,” because time can change a lot.

2. Stay Proactive and Positive

In recruiting, you will need to do your research to stay proactive and be successful in the long-term game. What big changes have occurred in the recruiting world? The economy? Your clients’ businesses? By discussing and researching current trends, you can stay up to date with any changes. Staying positive despite the ongoing change demonstrates your ability to maneuver through obstacles, which will make you look great to potential clients. A smile and a positive attitude will go a long way!

3. Organizing Your Recruiting

It’s very beneficial to organize your contact list of clients and candidates. Using Excel or Google sheets is a good start. There are also specific sites that allow you to sign up for an account which will keep track of that data for you. For instance, when you send an email, some applicant tracking or customer relationship management systems keep track of who and when you sent it, allowing that legwork to be taken care of. It can remind you to follow up with potential clients or potential candidates. Do you use Google calendar or Calendly? Those are a few ways to keep track of meetings and appointments. There are numerous sites or software applications that can help you stay organized. In recruiting, it’s important to stay professional and organized with your time.

4. Knowledge of Clients and Candidates (and their needs)

Are you up to date with your clients and the current candidate pool? Staying up to date with your clients’ needs means keeping in contact with them, checking in on a regular basis, and finding out about any new workplace cultural norms. Have they adopted any new norms or are there any issues with employee retention? How can we help our clients solve those problems (if any)? Offering to listen to your clients’ needs shows that you respect and care about their business. Staying up to date with the current candidate pool means knowing what candidates are demanding in regard to the workplace and pay. How competitive are their skills in regards to the pay they are looking for?

5. Consistency of Building Relationships and Referrals

Building and adding clients to your base helps your company’s recruiting service. By constantly looking for potential clients and referrals, you create future clients and more revenue. It’s important to make time for relationship building. Have you reached out to new clients and offered to take them coffee or out to lunch? What about your current clients? It doesn’t hurt to take them out or send a nice gift to the staff. Those small gestures pay off big time when they share your business as a referral.

6. Communication, Empathy and Listening Skills

Being able to actively converse and listen during a conversation, is a great skill to hone. By asking questions and listening to your client, you build a relationship. It’s known that people who are interested in others create a bond and relationship by allowing the other to share information. People feel connected to others, the more they are allowed to talk about things that relate to them. Actively listening empathetically, is actually a skill that will benefit your relationships. Rather than just glaring over when someone is talking; smile, nod, and show interest. Let the other person finish his or her thought or say “excuse me” if you need a turn to speak. You can add to what the other person has said and show that you listened, as well. This makes the other person feel cared for and important.

7. Current Trends / Technology

Staying up to date with the current recruiting trends and technology will boost your know-how and relevance. What AI is available and what can it do to help with recruiting? What about the current recruiting trends? Which companies are struggling to find employees and what jobs are hot right now, and need to be filled asap? What are candidates looking for and what are companies looking for? LinkedIn is a great resource for learning about current trends with both businesses and candidates. Other popular recruiting resources are listed here. Recruiting is an ever-evolving process, so it’s important to stay in the loop!
The SourceMatch team regularly publishes blog posts, opinions, and curated content to save you the trouble of having to look for the best sources on the internet.

Being a successful recruiter can require a lot of know-how and practice. By keeping your confidence and persistence, staying proactive and positive, organizing your recruiting, having knowledge of clients and candidates (and their needs), staying consistent with building relationships and referrals, developing communication, empathy and listening skills, and keeping up with current trends/technology, you will build a successful recruiting career.

Reach out to us to learn more.

2019 global talent trends

What are the key 2019 Global Talent Trends?

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According to an analysis performed by Mercer – with input from 7,300 respondents including 800 C suite executives, 1600 HR leaders, 4800 employees across 16 geographies and 9 industry sectors – there are key 2019 global talent trends that leading companies are pursuing in 2019:

1. Aligning work to future value
“One-way companies are forging ahead is by creating integrated people strategies that pay attention to today’s needs, while tipping the balance in favor of investing for tomorrow.”
What actions are companies taking today to prepare for the future of work?
Identify gaps between current and required skills supply 52%
Develop a future-focused people strategy 51%
Adapt skill requirements to new technologies & business objectives 48%
Revise the workforce plan to close skills gaps 45%
Identify how employees may support or disrupt changes 45%
Redesign jobs 32%
None of the above 1%

2. Building brand resonance
“A company’s desirability is no longer only the purview of employer review sites like Glassdoor; employees’ collective voice on matters of culture, equity, and ethics are now mainstream news.”
So employer branding matter. The way you create it, will contribute to attracting the right talent for your needs.

3. Curating the work experience
Work experience has to be relevant in order to help them grow as individuals and thrive. What makes employees thrive at work? At a global level, the ability to manage their work/life balance comes first, followed by recognition for their contributions and the 3rd as importance come opportunities to learn new skills and technologies.
In the United States, things are not very different. The ability to manage their work/life balance comes first as well, followed by recognition for their contributions but on the 3rd place as importance is feeling a sense of belonging.

4. Delivering talent-led change
Is HR ready to rethink the entire life-cycle? Traditional mindset should be left aside, and with the use of the new technologies, pay close attention to employee experience and be open to new agile working style. Ask for their thoughts, ideas and opinions as this is a great way to crowdsource initiatives and changes that will engage your employees.

Talk to the team at SourceMatch today!

employer branding

Employer Branding Practices in Recruiting

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Have you heard the rumors? Did you know how much employer branding can do for your business? Promoting your company as an employer of choice to the people you want to hire is the smart way to attract talent. Before we dive deeper into what efficient employer branding looks like, we want to make one thing clear: working with the right recruitment company will make your brand shine brighter. If you associate yourself with professional recruitment firms, the brand you spent time creating, will be presented to target groups as you wish. This will allow you to reach your goals in a proficient way. However, let’s get back to our subject.

You want to attract, recruit and retain a specific type of talent. In this case, employer branding can facilitate hiring the right fit. Truth be told, a company’s employees represent the ideal and mission it stands for, the culture inside of it, and your company has an employer brand, whether you have actively pursued one or not. If you haven’t yet strategically pursued to recruit through your brand, you might find yourself in the peculiar case of having a huge disadvantage. That is because smart employers are out there in the digital world and they pay close attention to their image. They have a target in mind, and they structure their approach in such a manner that the image they create is appealing to the talented people they want to hire. They are strategically smart and increase their statistical chance of having a profitable business.

Why does employer branding matter and why do companies invest so heavily to attract and retain talent through their hiring process? Statistics show it clearly. 86% of HR professionals say recruitment is becoming more like marketing. And when you take into account surveys that say that employee turnover can be reduced by 28% by investing in employer brand or other statistics that show how 50% of candidates wouldn’t work for a company with a bad reputation – even for a pay increase, you have a strong case for investing in it.

When it comes to employer branding, reputation and popularity are key factors to be considered. When people who are on the hunt for a job, and even cold prospects, look at you as a company, they see a business identity and quickly assess for themselves if it is an identity they would want to be associated with. They assess your value proposition, they automatically assume they are able to provide you with the quality of work that you desire, and they ask themselves if the type of career you offer fits their aspirations. If the answer is yes, they try to get an interview with you. An article on employer branding pointed out that 78% of job candidates say the overall candidate experience they get is an indicator of how a company values its people. This means that not just your image is key but also the way you conduct your hiring process.

Provided that you already have a strategy in place, there are certain tools that can help you improve your employer brand. Although 49% of employers believe they don’t have the tools to effectively enhance employer brand, that is far from today’s digital reality. You can apply marketing methods and tactics to showcase your brand. There are also recruitment marketing tools that work wonders. They are all about increasing your brand awareness through career sites or email campaigns. That is to say that the way you present yourself through your website matters. In a survey done by CareerArc in 2018 a 52 percent majority of respondent candidates first seek out a company’s sites and social media to learn more about an employer. So, if the impression you create on social media is a good one, you’ve got yourself in a position that gets candidates’ attention.

Another factor to be taken into consideration is “word of mouth”– generated an opinion. Whether you like it or not it is also a part of employer branding. Your employees talk about you and also your former employees talk about you. They share things with their friends, they post little ironies on their social media pages and companies can’t hide anymore behind marketing gimmicks and buzzwords because there is so much more transparency generated by the need to be more authentic. One option is to think strategically about these uncontrollable “word-of-mouth” factors and influence them positively, addressing them internally and genuinely trying to resolve concerns or issues. But first, you need to adopt a strategic approach to employer branding across the employment lifecycle. One good thing to start with would be to undertake an employer brand audit followed by an employee experience mapping project. The results you would gather from will inspire your leaders to change their perspective and thinking on how their management style affects the company’s brand.

At SourceMatch we have our own way of doing employer branding and what lies at its core is communication and the shared sense of our core values. They include doing things with integrity and putting excellence into perspective. We culturally fit together and we also invest in each other’s personal development, and that adds value to the outcome of our recruitment process. You can get a taste of our personal spin on employer branding throughout our social media.

 

skills gap

Skills Gap in the US Part 1

By | Blog, Future of work, Recruiting | No Comments

Business and HR leaders are concerned about this skills shortage (and here we are talking about the skills required by US businesses and the skills US workers have) and among HR professionals, 75% of recruiters deal with this skills gap among candidates who apply for job openings.
With implications and impact on the overall economy, the talent shortage is a serious challenge for organizations intensified by new technologies they use.

Let’s talk about numbers.
According to the 2019 State of the Workplace report, there were 7 million jobs open in December 2018, with only 6.3 million unemployed people looking for work.
“over 50% of respondents feel that skills shortages have worsened or greatly worsened in their organizations in the last two years.”

Missing skills.
The trade skills (Carpentry, plumbing, welding, machining, etc.) are the top technical skills missing, and among soft skills missing, we find problem-solving, critical thinking, innovation, and creativity.

“83% of respondents have had trouble recruiting suitable candidates in the past 12 months.” Why?
To make a point, in this following infographic we list the top reasons why organizations are struggling to hire the right candidate for the job: competition from other employees, candidates that do not have the needed work experience, nor technical skills, mismatched salary, benefits are not competitive for the market, and so on.

Although it is a burden for many employers and recruiters out there, it can create an opportunity for a company to identify the missing skill, figure how to obtain them, and get a sense of how to position their workforce for the future of work.

Fortunately, there are several ways in which the skills gap can be reduced.
How do you bridge the skills gap? Where there’s a problem, there’s a solution. Follow us and stay tuned for the second part of the graphic, where we look at what can be done.

 

artificial intelligence in recruitment

Artificial Intelligence in Recruitment Part 2

By | Blog, Future of work, Recruiting | No Comments

Here’s a look at the way candidates perceive Artificial Intelligence in the recruitment interview stage.

“The future of recruitment hangs in the balance”, says Craig Fisher. Couldn’t agree more. While recruiters find themselves in the AI learning process and try to ease their work with the use of AI, candidates have something to say as well, don’t they?
The graphic below is based on a survey where more than 200 job candidates were asked about how comfortable they are interacting with an online robot (chatbot app) to speed up the interview process.
Let’s see how comfortable candidates are answering initial questions about the interview process, scheduling interviews and helping with interview preparation, and performing skills assessment.

When it comes to:
a) Answering initial questions about the interview process, the results are as follows:
21.17% are extremely comfortable
36.9% fairly comfortable
23.42% uneasy
18.92 extremely uneasy

b) Scheduling interviews and helping with interview preparation, we can see that:
36.94% are fairly comfortable
29.28% extremely comfortable
16.67% are uneasy,
17.57% are extremely uneasy.

c) Performing skills assessment:
35.59% are fairly comfortable
25.23% are extremely comfortable
18.92% are uneasy
20.27% are extremely uneasy.

Because we earlier talked about balance, we can notice from the numbers above, that most candidates seem to be open working with robots at least in this part of the recruitment process: the interview.
There is no doubt that we need the human touch in the recruitment processes. Candidates expect it and recruiters are not planning to leave that aside, but there are low-level processes that can be automated and ease every party involved. The future of work will be influenced by Artificial Intelligence and the way we look at it, the way we learn and how quickly we adapt to it, as AI has proven to be in many ways a helping hand.