Recruitment and onboarding are the latest potential couple in talent acquisition. Today, hiring top talent is not only about fulfilling vacancies anymore, but companies also need to create predictable talent pipelines and have considered employees reserved to deliver the best ROI on talent acquisition. We look at four essential characteristics of recruitment management and onboarding software that can help you settle the best talent and drive market growth.
The modern-day HR software has it far easy. Low unemployment prices, a widening skills gap, and a more ambitious talent landscape have made recruitment an amazingly complex and fragmented manner. What’s more? Handling multiple stakeholders at the same time, including applicants, hiring managers, raising functions, and numerous solution providers don’t make it any more comfortable
Professionals can no longer be prominent “people” people – the technology-driven nature of work needs recruiters to operate a mixture of tools, analytics, and data. Tools like (ATS), candidate relationship management systems (CRMs), social media and, onboarding tools have equalised the playing field at work, building new possibilities for recruiters to not only find excellent talent faster but also interact with them in actual time.
The flip side of this is, however, that applicants have access to several of the same tools. Using a page out of the recruiter’s playbook for candidate references, principles like Glassdoor and Kununu are supporting jobseekers screen possible employers. Social media has started up new channels of information where candidates can communicate with multiple employers at the same time. In short, technology has produced an original state of transparency between “the job” and also “the job seeker.”
The good thing is that there has never been a more significant time to have in best-of-breed technologies for recruitment as well as onboarding. We take a sneak peek mainly at some of the key characteristics you want in your Recruitment management software.
Recruitment Marketing: In the candidate-driven job business today, a great employer brand is core to attracting and maintaining top talent. Recruitment marketing utilizes the opinions of omnichannel marketing in a skill ecosystem to attract and interest prospective employees. A recent Glassdoor survey showed that 69 per cent of current job seekers are most likely to apply for a designation if the employer also actively maintains its employer brand.
Applicant Tracking System (ATS): Traditionally advised as a stand-alone tool, ATS automates the recruitment lifecycle by gathering, organizing and following applicant information in a centralized repository that can be managed at scale.
At a time when candidate-experience a top preference for talent acquisition leaders throughout, ATS can offer a property of candidate data that can be leveraged to achieve different and personalized candidate events. In addition to this, ATS also allows multiple integrations with tools for mainly background verification, interview management and much more.
Talent Analytics: Do you know what your ultimate talent needs are? Or do you do? How well does your venture in talent acquisition pay off? This is where talent analytics comes in. By applying statistical models and data analysis (throw in some AI and machine learning for large size) talent analytics can help you solve all the questions above.
With more excellent quality and amount of data, you can leverage more valuable insights to drive topline and bottom-line growth. In extension to real-time talent insights, talent analytics through talent management software also give predictive capabilities and recommended plans of action for excellent business outcomes.
Employee Onboarding: What’s the most important day on the job? Think back to your own experience, from interning as a senior to your current situation. Most days combine into one another, but one always stands out: the first day. Onboarding is a great part of building a great employee experience for new hires.
Research reveals that new hires are 58 per cent more inclined to still be at the organisation three years later if they’ve created a structured onboarding program. Onboarding is more than a pleasant packet and the customary meet-and-greet session with management. Onboarding lays the foundation for your representatives as they move into their new role to enhance a productive, successful member for the long run.