Despite the presence of numerous new-age digital tools and effective recruitment models, hiring top industry talent is still considered to be an uphill challenge by the majority of modern companies. The worst part is that the cutthroat competition for skilled applicants has made it even harder for recruiters to reach out to prospective candidates. Since the present-day employment market is majorly driven by candidates, most HR professionals concur to the fact that successfully hiring the right individuals for open job posts requires an enormous amount of effort and time. But hiring managers can easily tackle the various issues associated with talent acquisition by making effective use of a highly advanced recruitment management solution while adhering to a smartly planned approach simultaneously. The 5 strategies listed below will make it easier for you to hire suitable applicants with less hard work, thereby helping you to overcome recruitment challenges for producing top-notch business results in a flash.
We all have heard the famous saying, “Time is money”, and for recruitment, this holds absolutely true. Time to hire is one of the top key performance indicators for the recruitment team. A lengthy recruitment process has a negative impact on the candidate experience. Also, a delay of even one day can have a compounded effect on the bottom line in terms of higher financial costs. Thus it is really important to adopt methods and tools that can shorten the time to hire.
- Build a ready to use candidate database for hiring to reduce hiring cycle time
- Put in place a structured recruitment process to improve time to hire
- Adopt automation to reduce lead time in recruitment process
- Establish clear communication channels with all stakeholders to reduce tat in recruitment
- Improve your careers website to reduce recruitment cycle time
Build a ready to use candidate database for hiring to reduce hiring cycle time
Those who sweat in peace, bleed less in war. If you want to reduce your time to hire, the most important step would be to have a ready made talent pipeline which you can refer to when any new requisition comes. For this to happen, it’s essential to always be on the lookout for outstanding talent. Thus recruiters should source candidate proactively by identifying the roles that require frequent hiring, pre-determining the requirements such as skills, aptitude, identifying the sources that could get you the ideal candidates and reaching out to them. When you will have a ready to use candidate database for hiring, you won’t have to go through the entire process of advertising the job and waiting for the applications to pour in every time there is an open role.
(Also Read: Why Employee Referrals are the Best Source of Hire?)
Put in place a structured recruitment process to improve time to hire
While this might seem too obvious, but there are many small to medium enterprises that still do not have any documented hiring process in place. Without a structured process, the recruiters have to spend longer time to fill as they end up starting from scratch for every hire. A process is not established until it’s on paper; therefore, recruiters must map out the entire recruitment journey including all possible steps and scenarios. This is the only way one can understand the gaps and improve them. With everything documented, recruiters know exactly what to do and what not to, at every step, hence reducing redundant activities and improving the time to hire. This will also impact the costs per hire positively, improve visibility and make the recruitment process more measurable as well as transparent.
(Also Read: Steps to improve recruitment and selection process)
Adopt automation to reduce lead time in recruitment process
Automation is not just a shiny new term in the business. It’s the reality of this time and every industry is looking to automate repetitive tasks to reduce costs and improve performance. Why should recruitment be left behind? By adopting a good recruitment software, organizations can automate their entire recruitment cycle from requisition to onboarding. How does this reduce time to hire? A recruiting solution automatically screens the incoming profiles and parses them to provide structured data. It allows recruiters to search profiles matching the requirements, schedule multiple candidate interviews and even send offer letters, all with a click of a few buttons. With a comprehensive applicant tracking system recruiters can simplify and streamline their recruitment flow, increase visibility and cut their time to hire without losing on quality.
(Also Read: Recruitment Software Benefits)
Establish clear communication channels with all stakeholders to reduce tat in recruitment
One of the biggest reasons of lag in the recruitment process is delayed or vague communication between various members of the hiring team. This team includes every person involved in the hiring of a candidate, whether it’s the recruiter doing the actual hiring or a Marketing manager who has raised the request for hiring. Without a well-established communication process, getting approvals for hiring or receiving feedbacks post interview may take some time which can increase the time to hire considerably. One solution for this could be to employ a recruitment management system that has modules for capturing feedbacks and getting approvals through an automated workflow. Any solution that eases communication between candidates, recruiters and hiring managers is bound to have a positive effect on the time to hire.
Improve your careers website to reduce recruitment cycle time
Careers webpage is a significant source of candidate profiles for any organization. Any candidate who is really interested in a position in a company will definitely check their website and careers webpage. If this website is not optimized for best user experience or doesn’t provide clues about the company’s vision or culture, it surely is going to put the candidate’s mind in doubt. The candidate may take longer to take his decision or may drop off completely. In both the cases, recruiters will find it difficult to quickly source candidates for hiring, thereby lengthening the recruitment process. Therefore, it’s essential to improve the company career website, or finding a solution that not only provides you a branded careers webpage but also integrates it with the ATS, thus improving your performance and reducing time to source candidates.
(Also Read: 5 Must Haves for a Company Careers Website)
A delay of a single day in hiring candidates comes at the cost of productivity and revenue. Therefore, improving time to hire is of critical importance.
Sourcing is an indispensable part of any talent acquisition process and effective sourcing is essential to build a quality and qualified pool of job seekers to hire as and when requisitions are opened. An effective candidate sourcing strategy in recruitment ensures you are not left out in lurch when the company growth or an outgoing employee creates a need for hiring. (Also Read: Importance of Sourcing in Recruitment)
Know how to build a robust sourcing strategy.
It can be a real headache for recruiters trying to find the best candidate for a new job opening. If the process is not right, organizations risk hiring incompetent and inconsistent talent that does not fit well with the business goals and values. Therefore, it is imperative to have a strong sourcing plan for recruiting to ensure right talent finds their way in your organization. Here are tips for the same.
- Employing sourcing specialists should be part of recruitment sourcing strategy
- Using multiple job posting channels is one of the best ways of sourcing candidates
- Finding an end to end recruiting solution is an innovative source of recruitment
- Using employee referrals is one of the best methods of sourcing candidates
- Making sourcing a continuous activity is one of the sourcing best practices
Employing sourcing specialists should be part of recruitment sourcing strategy
Hiring is often a time consuming process. This can be changed if organizations put more emphasis on sourcing and employ specialists for the same. In most organizations, same set of individuals oversee sourcing of candidates and their subsequent hiring, or they may delegate this “menial” task to entry level recruiters who have pretty much no experience in talent acquisition. This is a fatal mistake. For any hiring process to run smooth, the first step needs to be taken care of by the most experienced professionals. Therefore, organizations should employ sourcing specialists for this job who have an eye for talent and proven expertise in finding the best fit candidates. Also, it pays to have a well-documented and standardised sourcing process that acts as a guide for all stakeholders to ensure all individuals adhere to the organizational needs while making a selection.
Using multiple job posting channels is one of the best ways of sourcing candidates
Gone are the days when posting a job on the job portals was enough. Today jobseekers are always looking for an opportunity to strengthen their career graph. Hence you should proactively utilize every single channel out there to find these candidates. Most recruiters have their own favourite, go-to channel for recruiting. But instead of stopping there, recruiters must also look out for active jobseekers on less frequently sourced channels. Think from the perspective of jobseekers. It isn’t hard to understand that candidates will be more receptive to outreach messages than simply posting the job on career website or a job portal. Whether it is reaching out on Facebook or whatsapp, nothing is out of bounds for recruiters anymore. The more channels you use for sourcing, the bigger will be your talent pool.
(Also Read: Hiring trends in 2018 That You Can’t Ignore)
Finding an end to end recruiting solution is an innovative source of recruitment
If you are using a recruitment software for managing hiring process, it is essential to find one that not only automates your end to end hiring but also increases your sourcing channels and provides the best candidate experience. Making a good recruiting solution part of your innovative sourcing strategy in recruitment leads to reduction in time to hire as it automates repetitive tasks like posting the same job on different job boards. Thus recruiters have more time to fish for candidates from sources other than that are traditionally used. At the same time, a good recruiting software allows helps recruiters in sourcing candidates through social media, referrals, vendors, career site etc. from a single platform.
Using employee referrals is one of the best methods of sourcing candidates
Many of recruitment specialists are guilty of underutilising a very potent sourcing channels – the employee network. The employees who are already working in the organization have gathered a solid understanding of the work culture and are aligned with the business goals. Hence, when they refer a friend or someone from their network, the recruiters don’t have to worry so much about whether the incoming candidate has knowledge of the existing work culture of the organization. May be, this is the reason why employees hired through referrals stay longer and are more consistent in their performance. Also, employee referral, as a sourcing channel, is much cheaper compared to other sources where there is a constant advertising expense associated.
Making sourcing a continuous activity is one of the sourcing best practices
Recruiters make a critical mistake when they only source candidates once an opening is there. There are other recruiters too who discard any “extra” CVs from their folders once the hiring has been completed. This is a strict no-no if you want to maintain a quality talent pool. Hiring takes a long time even if we have employed the best recruitment software. One of the best ways to avoid this delay in hiring is to keep growing your database of sourced CVs. This will ensure you have some candidates ready when a vacancy arises in the organization next time. It pays to have a talent pool that you can readily refer to whenever necessary. You will save a lot of repetition, reduce hiring time and improve productivity.
Talent acquisition is more than just advertising for open vacancies, shortlisting the matching profiles and selecting candidates after an interview. Hiring the right talent is multipronged process with as much as the company’s future at stake. There are plenty of things to watch out for; for instance, is your recruiting strategy biased towards a particular gender? Are you accidentally hiring candidates that are overqualified for the role and hence hard to retain? Is your employer brand reliable enough to attract top class talent? These and many more questions should cross your mind while making the next hire.
What is Talent Acquisition?
Talent acquisition is the process of finding and hiring relevant talent for fulfilling an organizational need with an eye on the future. It is a term used interchangeably with recruiting to a fault. Recruiting or hiring is more about filling the open positions. Talent acquisition is a strategic investment in creating leadership with the focus on future of your company.
Ways to Improve Talent Acquisition
- Evolve your talent acquisition strategies to attract the right employees
- Adopt data-driven recruitment strategies to attract talent to your organisation
- Reduce turnaround time in recruitment for talent acquisition improvement
- Improve talent sourcing to attract talented employees
Evolve your talent acquisition strategies to attract the right employees
Hiring new talent is arguably one of the hardest tasks for any recruiter. Talent acquisition process can be even trickier as the hiring is done for key positions and will make a greater impact than everyday recruitment. A simple mistake can cost heavily. Rapid technology advancements have changed the game entirely and therefore as a TA specialist, you need to evolve your strategies with the changing landscape. Using the same interviewing methods and techniques, or same sourcing practices can lead to missing out on the top talent. Candidates have become more tech savvy. They are using different ways to identify the right job opportunity for them. Surveys show that job searching is now predominantly done while on the move, on mobile. As a talent acquisition leader, you need to accept and embrace these changes and adjust the TA strategy to attract talent to your company.
(Also Read: How to Improve Recruitment and Selection Process)
Adopt data-driven recruitment strategies to attract talent to your organisation
With tools and technologies permeating every sphere of life, more data is being created with every passing second. Data analytics can help structure and make sense of this data to predict human behavior, patterns and choices. Using tools that can access, structure and analyze data related to jobseekers can help you get insight into talent demographics, their behavior and choices. Even within an organization, the data related to high performance employees can provide an understanding of which talent will perform better in future thus giving a factual basis to your hiring decision. (Also read: Recruitment Strategies to Attract and Retain Talent)
To fully embrace a data-driven approach to talent acquisition, adopt a system of recruitment metrics.
Measuring crucial data points is important to know which efforts are paying off and which are not. You should be able to identify the right metrics for your business as per the organization goal and business strategy. Some of the important recruitment metrics that you should be concerned about include retention rate, cost to acquire, time to fill and offer to acceptance ratio. These metrics are individual to every open requisition. Measuring these data points should not be difficult if you have a well-structured hiring process in place and you are using well-rounded recruitment software. Analyzing these metrics can provide important missing links in your talent acquisition process.
(Also Read: Top 5 Recruitment Metrics That Matter)
Reduce turnaround time in recruitment for talent acquisition improvement
The top talent will not stay open to job opportunities forever. The brutal competition for talent means you need to work within tight deadlines and shorten the recruitment process. Set a timeline for candidates by emailing them a turnaround time within which they have to respond to the job with their profile or availability for an interview. Ensure that all internal stakeholders involved in the interview process stick to a 24-hour timeline for all vital steps of the process. When making the offer, make sure to mention a timeline for response. Setting up deadlines shortens the hiring process, makes it more productive and also presents your organization in a more professional light.
(Also Read: Chatbots In Recruitment: How Do They Help?)
Improve talent sourcing to attract talented employees
Social media and employee referrals have become too important sourcing channels to ignore. In addition to job boards and your own career site, make sure to post your requirement on social channels that have a significant audience of job seekers specific to your industry. Leveraging LinkedIn works well in cases where candidates are looking for attractive offers passively. Leadership talent is most likely to refer to their network for new opportunities and less likely to seek employment on job boards. Therefore utilizing the relevant social media channels for sourcing talent is essential to your overall strategy. At the same time, try try making good use of your employee’s referrals as the hiring through your trusted employees has more credibility and is also a time saving process.
(Also Read: How to Improve Talent Sourcing in Your Organization?)
Actively following the above mentioned practices for talent acquisition can leave a marked difference in performance and quality of talent being hired in the organization.
2018 is going to be a watershed year for HR and recruitment in particular. With most organizations already switching to cloud based HCM and HRMS, advanced and cutting edge technologies like Artificial Intelligence and Big Data Analytics will make a definitive impact on how regular business in HR is conducted. Multiple research papers and expert opinions all point towards a growing significant role technology will play in talent hiring and management.
Let’s watch out for these HR trends in 2018:
- Creating a positive candidate experience is one of the Top HR Trends for 2018
- Bridging the workforce diversity gap is a Human Resources Trend for 2018
- Working towards improving workforce productivity is an Emerging HR Trend for 2018
- Using big data analytics in human resources is a New HR Trend 2018
- Enhancing employee engagement is one of the Key HR Trends 2018
Creating a positive candidate experience is one of the Top HR Trends for 2018
The competition for talent is on the highest right now. If you want to hire the best, you need to provide the best possible candidate experience. While one way to attract top talent is to work on your employment brand, most are still unaware that without providing good candidate experience, you can easily ruin the employer brand also. Vague application instructions, broken communication, delayed response and incorrect job description are just few of the things that create a bad rep and perception in the candidate’s mind. A survey by Software Advice reveals that candidate’s topmost demand is to have a clear communication about certain aspects of hiring such as the timeline of the job vacancy, notification if the position is filled, timely replies after screening and interview and notification if not selected.
Bridging the workforce diversity gap is a Human Resources Trend for 2018
Recruiters are also human and thus suffer from behavioral prejudices. They have their personal bias deep rooted somewhere owing to a personal experience or surrounding environment. The new year is a perfect excuse to kick out these prejudices and resort to just and bias-free recruitment so as to create a more inclusive and diverse workplace. A diverse workforce brings rich experiences to the table, enhances productivity and increases the bottom-line. While you can add to the case of a diverse workforce largely by eliminating bias at different stages of hiring, there is more to creating a healthy diverse manpower which is inclusive of all strata of society, age and gender.
What can you do exactly? Fixing the job descriptions would be a good place to start. Most recruiters do not know and don’t even imagine that seemingly innocuous words they use to describe a particular position can influence the decision of certain candidates applying to that job. For example, words like “Ninja” are mostly associated with masculinity and female candidates or for that matter, an experienced “baby boomer” will definitely give it a second thought before applying to such a role. Improving your candidate screening standards will also help eliminate a great deal of bias.
Enrolling in a training program that helps you identify the unconscious patterns that promote bias will also help. Whether the prejudice is based on race, ethnicity, age, gender or some other criteria, it pays to review your choices at every stage. The new age recruitment solutions use smart AI and big data to match CVs as per their eligibility and quality and as long as the code is free of any inherent bias, can guarantee a fair match for a particular role. Using such recruitment software will also help bridge the diversity gap in workforce.
Working towards improving workforce productivity is an Emerging HR Trend for 2018
The modern workforce is mobile and tech-savvy which means they are increasingly dependent on their mobile smart devices to accomplish a task. Eventually e-mails are going to give way to real-time conversation based tools such as Slack, Workplace by Facebook and others. Intelligent chatbots are also a move in the same direction. These workplace tools are more like social networking channels where employees can post status, use a display picture, create groups and start a conversation without leaving the mobile ecosystem. Not only this creates better collaboration within teams and across different functional departments which eventually has a positive impact on productivity but it also results in a more connected and healthy work culture. In future, we can expect HR technology companies to come up with either an option to integrate these tools with their HRMS or with their own versions of instant messaging and collaboration tools so as to create a more cohesive experience.
(Also Read: Benefits of Using Bots for Recruiting)
Using big data analytics in human resources is a New HR Trend 2018
The time of Big Data in HR has finally arrived. While experts will argue about the use of the term Big Data in context of Human Capital Management, the truth that no one is doubtful about is the usefulness of data for HR professionals. From devising methods of boosting employee retention to creating better performance metrics for workforce, big data offers a range of opportunities for improvement. This is in addition to the predictive abilities that have been developed only with the help of data analysis of your most successful employees. Leveraging performance data to predict future success of your employees will essentially help you make better hiring decisions.
(Also Read: Role of Big Data Analytics in HR)
Enhancing employee engagement is one of the Key HR Trends 2018
Improving employee experience is going to be a big agenda for HRs in the coming year. The first step in this direction is HR technology vendors making their existing tools easier to use for employees. HR tech tools vendors have to put in firm thought towards improving the user experience, making the interface and functionality more intuitive and effortless. With HR tool vendors doing their bit, recruiters and hiring managers have to find ways to drive better employee engagement without creating too much noise. The challenge will be to come up with drivers that matter most and how to create the maximum impact.
(Also Read: Employee engagement ideas that work)
From cutting hiring costs to creating diverse workplaces, there are a lot of things that employers are focused on right now in order to improve their overall recruitment process. A smart recruiter doesn’t necessarily need to spend 12 hours in the office to ensure better performance. With the right strategy and tools at one’s disposal, efficiency can be increased to a great extent without breaking sweat.
A recruiter’s task is in spotlight more than ever. A company’s workforce is its greatest asset and the competition to hire the best talent out there is growing by the second. Such circumstances call for utilizing all the available resources in best possible way, avoiding redundant efforts, automating manual task to extract maximum efficiency and streamlining the entire recruitment process to create a seamless experience for hiring manager and candidate.
Suggestions to improve recruitment and selection process
- Well defined job posting is a good step to improve recruitment process
- Use HR technology to improve recruitment and selection process
- Enhancing candidate experience is a good recommendation to improve recruitment and selection process
Well defined job posting is a good step to improve recruitment process
Uninteresting job postings are a major put off for candidates who know their worth and are interested in making an impact with their work. The best candidates not only care about the paychecks but also want to create a definite business impact with their work. They want to know what will be their contribution to business’s growth. To convey this, the description should talk about the role’s importance for business, and how it will aid in its growth. This will give a sense of importance to the candidate applying to the job and they will know what’s expected of them even before the interview. Hence, recruiters should ideally coordinate with the hiring managers to draft accurate job descriptions which provide a sense of purpose to the candidate.
A quick proofread for any kind of formatting and grammatical error is most essential. Also, recruiters should eliminate words that project a bias against a particular gender or underrepresented minority, unless of course that is a specific requirement of the role. “Gendered language”, as it is popularly known as is rampantly used in online employment listings but the future needs to change this and a recruiter must share this responsibility. Words like “Ninja” might make the job listing exciting to read, but it may also dissuade women from applying. Same goes for words like, “dominate” and “competitive”. If a company believes in narrowing down the applicant-pool gender gap, a simple way to do so is to purge the gendered language and rewrite job descriptions.
(Also Read: Three Simple Steps to Avoid Making a Bad Hire)
Use HR technology to improve recruitment and selection process
Sourcing is very critical to the recruitment process. Recruiters should block greatest chunk of their time daily to sourcing otherwise they may end up devoting this time to something low priority task. The easiest way to speeding up candidate sourcing is to use a recruitment software that automatically pulls candidate profiles from various sources like social media accounts, job boards, career site etc. Also, using a fully automated recruitment suite with latest resume search and matching technology gives the most suitable CVs for a particular role. This reduces recruiter’s screening and shortlisting time and helps them expedite the overall selection process. A good recruitment software also helps recruiters schedule interviews with shortlisted candidates in bulk and allows interviewers to provide structured feedback post candidate’s interview. Recruiters can then take quick action based on feedback from the interviewer which is visible to them in real time. They can even manage and track the status of their offers given to the candidates. Hence, making HR technology part of the recruitment strategy makes the selection process extremely quick and effective.
(Also Read: What is the Impact of Technology on Recruitment?)
Enhancing candidate experience is a good recommendation to improve recruitment and selection process
Candidate experience is often a neglected area of the recruitment process, which more often than not has huge
repercussions in the long run. Recruiters must value a candidate’s time as they will value their own. The application process must be simple and quick for the candidate. In case they want candidates to answer some specific questions, they should be short, crisp and relevant to the application. A lengthy application process will only dissuade a candidate to apply. Creating short personalized videos that feature company stories and sending them across to prospective hires will not only give the candidates an insight into company culture but also let them know how excited you are to have them on-board. Such efforts on your part will always have an overall positive outcome. Additionally, communicating with candidates to keep them in loop of their hiring status is a good idea to improve the recruitment and selection process. No only in cases where a candidate is made an offer but also where a candidate has been rejected, it’s a good practice to let the candidate know about it. Even if a candidate is not suitable for a particular position today, he could be a prospect for another position tomorrow.
Keep improving your overall recruitment and selection process. Happy hiring!
Any organization’s success is largely a factor of the performance, knowledge, and innovativeness of its workforce. This naturally places a great importance on the talent pool that a company has. C-suite executives increasingly find people as the biggest differentiator in today’s competitive environment. Without having access to the best talent, no matter how technologically advanced business processes are in place, it is not possible to run a business to its maximum potential.
The burning question of the hour is: How to tap the top talent pool to ensure business growth? This is why CXOs are now more attentive towards upgrading the HR capabilities through implementation of cloud services, advanced HR management tools and hiring more technologically adept HR professionals. We can say that CHROs are finally getting their due which they deserved all along. HR is not a functional department any more, it is a strategic business partner. The different ways in which organizations can improve HR department are:
- Upgrade technology for human resource department improvement
- Using big data in HR is one of the ways to improve your human resources department
- Use cloud based HR systems to improve hr department
- Use social media for HR to improve the effectiveness of human resource department
Upgrade technology for human resource department improvement
Most of the organizations today employ a crop of HR Management Systems that function more as employee record keeping systems. Consider the ever changing needs of the HR and the business. Does your HRMS provide mobile access? Do you still spend hours making reports? Is your HRMS lagging behind in releases and patches? If the answer is in the affirmative to any of the above questions, it’s time to invest in an upgraded HRMS which helps in better interaction with employees and helps you, as an HR manager, make better decisions.
The current crop of jobseekers is comprised of millennials mostly, whose lives revolve around their smartphones and other pieces of mobile technology. This eventually means if you have a target audience that is highly mobile centric, then enabling mobility should be your top most priority as an HR organization. Thus, the HR technology being deployed by you should have a mobile first strategy as mobile devices are the key drivers where all decisions are being made.
(Also Read: Cognitive Computing in HR: The Evolution)
Using big data in HR is one of the ways to improve your human resources department
A lot has already been said about the near miraculous power of Big Data in various industries and enterprise functions. Big Data is no magical pill, but it certainly can prove a game changer for the recruiters. With a mounting number of applications, the pressure on the recruiters to fill roles faster and with quality candidates is more than ever. On the other hand, retaining the top talent for a considerable period of time is another challenge. Big Data can highly augment the abilities of the recruiters by revealing hidden patterns, trends and associations related to human behavior and interactions. In recruitment terminology, big data can help hire quicker, remove any human bias and provide factual evidence to support hiring decisions.
(Also Read: Big Data in HR: What Does It Mean?)
Use cloud based HR systems to improve hr department
Realizing the immense benefits that come along with adoption of cloud-based human resource management systems, around 40% of the 300+ organizations surveyed in the PwC 2017 HR Tech Survey have moved their core applications to the cloud. There are many on the fence who are actively considering migration to the cloud over the next one year. Improved user experience, access to latest innovation and reduced operating costs are some of the instant benefits experienced by HR managers by moving to the cloud. With cloud-based HR technology, HR departments do not need to worry about applying the latest updates and patches as all of this is taken care of by the cloud service provider. This ensures the HR can now focus their time on more important tasks and developing strategic initiatives.
(Also Read: Benefits of Cloud Computing for Human Resources)
Use social media for HR to improve the effectiveness of human resource department
Your HR system should be able to integrate with multiple social media channels to get improved insights into the employees and attract the top available talent. Social media is a two way communication channel where both recruiters and candidates have an opportunity to build a relationship and determine if they are a good fit for each other. However, like every worthwhile recruiting channel, social recruiting also needs to be studied in the light of data and numbers. In addition to having millions of fans and followers, you also need to use the power of web analytics tools like Google Analytics to comprehend where the candidates are arriving from and what content is leading them to apply to jobs.
Today, organizations are at the helm of a new era in human resource technology. While it’s easy to get overwhelmed with the pace of changing business requirements and technological advancements, it is also high time that we move away from traditional approach to investments in HR and make it as a strategic business partner.
(Also Read: Hiring trends in 2018 That You Can’t Ignore)
NAUKRI RMS ADVANTAGE
ABOUT NAUKRI RMS
“Naukri RMS is the Enterprise Cloud Business division of Naukri.com. Since its inception, Naukri RMS has developed a bouquet of customized recruitment solutions addressing needs of different market segments. Naukri RMS intends to evolve recruitment into more productive and efficient process through automation of the entire recruiter workflow, right from requisition to offer. It aims to become India’s largest one stop recruitment platform. “