Create recruitment sourcing strategy

6 Steps to Create a Recruitment Sourcing Strategy

Sourcing is an indispensable part of recruitment. There are plenty of benefits to sourcing candidates. However, those benefits can be best utilized only if you have in place a solid candidate sourcing plan. Here we tell you the basics of creating a new recruitment sourcing strategy. For those of you who already have such a strategy in place, this post will help in improvising the same.

What is a recruitment sourcing strategy?

Of all the steps in the entire recruitment process, sourcing viable candidates is the most important one. A recruitment sourcing strategy is the plan that recruiters chalk out to find and identify suitable candidates for fulfilling organizational hiring needs. The recruitment sourcing strategy includes the entire spectrum of different sourcing techniques, and the different types of sourcing that are used in tandem with each other to achieve the end goal; create a constant flow of high quality talent for your recruitment process.

Why sourcing strategy is important?

A sourcing strategy helps in creating a sustainable recruitment process in the organization. The more planned and thought out your approach towards sourcing is, the better is the hiring pipeline. A well chalked out sourcing plan helps meeting contingencies such as a sudden hiring demand in a very limited time. With a sourcing strategy in place, you can effectively reach out to passive candidates, build positive relationships with future prospects, and also improve source to hire ration.

Also Read: How to create a social recruiting strategy?

How to develop a sourcing strategy?

A strategy is a broad plan for how the organization is going to compete with others for the same talent, what its goals should be and what policies should be followed to achieve these goals. Here are the basic steps of a sourcing strategy:

Create a sourcing strategy format

Gone is the time when strategic documents were hundreds of pages. Nobody has the time and patience to go through stacks of paper. If you really want to impress with your strategic document you might want to try a different format, a more visually appealing and less tiresome representation of your strategy. Using Powerpoint slides will help you to present information in small chunks, easy to comprehend and also visually impactful. Also, if you are going to show the strategy to your manager, it will be most likely in a presentation, which makes sense to prepare the sourcing strategy in a slide format.

Identify recruitment sourcing goals

Since every strategy must have an end goal, so should your recruitment sourcing strategy. Sourcing is all about identifying the future talent requirements of the organization, and therefore, your talent sourcing strategy must borrow its end goals from your company’s vision and long term business objectives. By understanding what the company intends to achieve in future and how it plans to do so, you should be able to create a strategy to find the talent that meets those needs. The more clearly aligned your sourcing strategy is with the company goals the easier it would be to justify the allocation of resources required to fulfill those needs.

Also Read: How to improve talent sourcing in your organization?

Identify key sourcing requirements

Once you identify the goals, it’s time to define the requirements and needs that will be essential in carrying out the entire sourcing process. What will it take to maximize your sourcing efforts? What resources will you need? Once you have assessed these, it will be easier for you to make a business case for your sourcing strategy, and gain the approval and support of the management.

What is your target talent?

You can define the targeted talent based on the employment needs of the organization. Are there any specific skill-sets that you will like to hire for? Is your company only looking for students of premium institutes? There are many ways of deciding the target talent. While all efforts should be made to keep any sort of bias at bay, however, every company has their own broad criteria of employees and as a sourcing specialist; it’s your job to find the persona, skills, qualifications, personality traits, aptitude and attributes that your target talent must have, or should have.

Where to find top talent?

Based on all the above consideration, now it’s time to decide on the most appropriate sourcing channels that will give you the right mix of talent. Whether it is social media platforms, job boards, employee referral, or company career page, spend time on identifying the sources that will be most resourceful. Also delve on other aspects of “where” such as the geographical areas they belong to, companies they working at or any particular universities or colleges they have attended in the past.

Also Read: Recruitment Strategies to Attract and Retain Talent

Check sourcing ideas from competitors

Why reinvent the wheel when you can simply study your competitors and take a leaf out of their sourcing strategy? Competition can be from the same industry or even companies that are from different industry but hunting the same talent. Conduct a thorough research on how they are sourcing, what channels they are using, and what is their future strategy.

Conduct regular sourcing strategy analysis

In the end no strategy is final as improvisation is the key to sustained success. You should consider setting up checkpoints to review the sourcing strategy periodically and improve it wherever necessary. These checkpoints could be based on dates or mini-goals achieved. Also determine the KPIs or metrics that will measure the success of your sourcing strategy. Making continuous performance evaluation and analysis a part of the sourcing strategy will ensure consistent team growth and perfect execution of the strategy.

The Importance of Talent Sourcing in Recruitment

Importance of Sourcing in Recruitment

Recruitment has become a battleground of sorts, where a constant fight is on for the best talent. To survive in this battle, one needs to have a solid recruitment strategy. However, prior to that, there is something that needs attention and is extremely important – sourcing, because the foundations of successful recruitment begins with knowing where to find the best relevant candidates. A recruitment process needs to identify sourcing as an integral part so that when a position is available, you have a ready-to- refer pipeline of candidates. Learn more about the importance of sourcing in recruitment.

 

Today, finding the right talent without effective sourcing methods in place is like finding the needle in the haystack. Talent shortage has made the situation even more difficult, which is why sourcing becomes all the more important. But what makes sourcing a specialized field of its own?

What is sourcing in recruitment process?

The goal of sourcing is to find and identify matching candidates for a target profile. It is much more than performing a specialized resume search on the CV database or just perusing the applications received in response to a job posting.  That’s what generally recruiters do. However, a sourcing specialist would proactively search for qualified passive candidates by creating interest around an open position and convincing candidates to apply. A sourcing specialist uses different methods and techniques, including social media or a Google resume search by creating Boolean strings to help broaden the search.

(Also Read: A Guide to Boolean Search Recruiting with Examples)

Sourcing vs Recruiting

The difference between sourcing and recruiting can be hard to fathom and understandably, companies are not willing to invest in a dedicated sourcer because they have no idea of the return on investment that it offers.

Recruiting functions include networking with candidates, screening, scheduling interviews, making reference check, and many other related tasks. However, all these can only be possible if there is a pool of qualified candidates. Filling this pool with hireable candidates takes tremendous time and effort. A sourcing specialist identifies the channels that provide the most qualified talent.  Recruiters are driven by results whereas sourcers are driven by research and networking. Other sourcing functions include making direct calls to passive candidates and utilizing the various available sourcing tools.

With the focus on hiring top talent before it is hired by the competition, the sourcing expert can improve the results of a recruiter who can focus on their work of filling the open requisitions.

(Also Read: How to Improve Talent Sourcing Process in Your Organization?)

Benefits of sourcing candidates

Sourcing is now considered a vital component of the overall recruiting process. As we know now, sourcing is all about building talent pipelines with a large pool of passive candidates of high caliber who can be hired for an open position when needed. Investing in sourcing is essential to give you a long-term talent supply.

Sourcing is important in recruitment to improve quality of hiring

The shortage of qualified talent means that one has to proactively look into different resources to find candidates

Sourcing is important in recruitment to improve quality of hiring

that may be interested and qualified for the available job. In the current job market, as much as 75% of eligible candidates are not actively looking for a change. These passive candidates are open to a job opportunity if provided with the right information, compensation, perks and benefits. A sourcing expert would know the methods and techniques to find these candidates and reach out to them. Sourcers are adept at creating customized value proposition to attract and connect with top talent. With their sole focus on finding a candidate with the highest caliber that the hiring manager would want to hire, it’s easy to see how sourcing will improve the quality of hire.

(Also Read: Top 5 Recruitment Metrics That Matter)

Benefits of sourcing in recruitment in reducing time to hire

In an organization where recruiters are doing the sourcing, you should definitely expect some delays in the overall

Benefits of sourcing in recruitment in reducing time to hire

recruiting process. Recruiters already have a plethora of tasks to complete, with little to no time to left for building a talent pipeline. Sourcing professionals, with their expertise and experience can support them by surfacing talent they would want to hire for the available position. With talent sourcing in place, open positions are filled almost immediately as sourcers have already identified and vetted a large pool of talent, thus shortening the recruiting cycle and reducing the recruiter’s workload also. Recruiters now don’t have to spend time reaching out to candidates, know their expectations and if they align with that of the organization as that has already been taken care of.

(Also Read: How to Reduce Time to Hire?)

Benefits of talent sourcing in improving workforce diversity

Since sourcing solely focuses on finding the right talent matching the job requirements, there is enough time to find and convince diverse professionals to consider your company as a perfect career destination.  With their research and networking skills and no rush to sell, sourcers have the time and opportunity to attract culturally, and professionally diverse individuals and improve workplace diversity.

Recruiting and sourcing are increasingly recognized as distinct activities with very different goals and outcomes, requiring very different skills and processes. Sourcing is so much more than simply specialized resume search and candidate name generation. It has turned into a specialized field of its own, and if you don’t understand the difference between sourcing and recruiting, it will end up adding to the overall cost and time to hire.

(Also Read: How to Improve Recruitment and Selection Process)

 

Three Simple Steps to Avoid Making a Bad Hire

Three Simple Steps to Avoid Making a Bad Hire

A poor hire can be the greatest detriment to an organization. Many leaders and business owners go through this disheartening experience when they have to let go of an individual who was simply not fit for the job. But who is at fault here; the employee or the recruiter? The jury is still not out on this. However, this article serves a greater purpose than fixing blames. This article is meant for recruiters and business owners to avoid creating such unpleasant situations.

As if the recruiting process wasn’t complicated enough, the added pressure of talent war can make any recruiter make an inaccurate choice. Also, there are simply not as many “hireable” candidates in the market these days as the demand for a broader skillset is greater than ever before. A growing business needs candidates that are not only subject matter experts but also flexible to adapt to the ever-changing array of technologies found in the workplace. These issues can aggravate if your organization is based out of location that has limited access to top talent. Here are some things that you can do to avoid bad hiring:

Clearly define the hiring criteria to avoid hiring mistakes

The important step of defining the candidate criteria should happen right at the beginning of the hiring process. However, in many cases the rush to close a vacancy is so great that defining what the organization really needs in a candidate is left as a secondary discussion. These decisions are made after all the job applications arrive forcing the hiring manager to perform the search again with a more specified list of criteria or settle for a small candidate pool. As a recruiter or a business owner, you should clearly define the hiring criteria to find the candidates that are best aligned with the organization’s needs.

The goal should be to clearly articulate the talents, skills, capabilities that you are looking for in a prospective candidate. This is indeed a vital step as you should aim for the most essential attributes, rather than settle for an all-inclusive feature list that brings irrelevant applications or confuses the job seekers. The process will take some time as the recruiters and hiring managers need to be on the same page. However, the result will be worth it and by the end of your discussions, you will have a clear, focused position to hire for.

(Also Read: How to Reduce Time to Hire?)

Use active and passive hiring strategies to avoid hiring the wrong person

Once the final job description is ready to go live, you need to consider strategies for connecting the job posting with the best possible talent out there. In doing so, recruiters need to use active as well as passive strategies. While passive strategies depend on the candidates reaching out to the job, in active strategies you will be reaching out to the prospective talent in the capacity of a recruiter.

Passive strategies are the commonly known recruitment methods that most recruiters probably use in their organizations such as posting a job on job boards or sharing it with employees and jobseekers through referrals and social networks. Recruiters can use an automation tool to post the job on multiple job boards without spending much time. These recruitment software also automatically collect the responses and maintain a secure centralized CV database for use by recruiters.

On the other hand, active strategies differ from the traditional practices and are more expensive as they include networking and headhunting. With the rise of online professional social networks like LinkedIn, it has become easy to utilize these strategies quickly and cost-effectively.

To discover the right candidates, it is essential to focus on a narrow geographical region as it is a waste of time and resources to headhunt candidates that meet the criteria but are unable to join due to their location. Factors like commuting to work daily must be considered while narrowing your search for the right candidate. While there will always be candidates willing to move or commute to anywhere, yet as a recruiter you should keep in mind these limitations before zeroing on the perfect candidate. It is equally important to consider the range of experiences they have, or are they ready for the next level? Answering these questions will quickly eliminate resumes that don’t meet the established criteria.

(Also Read: Recruitment Strategies to Attract and Retain Talent)

Use advanced applicant tracking system to avoid hiring a bad employee

Now that you have a pool of applicants at your disposal, it is time to decide on the best matching candidate for the role. While the number of applicants might be overwhelming, if you are using the right tools and techniques, it shouldn’t be difficult to filter and find the best prospects for interview. An advanced applicant tracking system which is equipped with a resume parser and semantic search technology can completely automate this task for you, helping to narrow down the prospects to the most qualified and best matching profiles. Using a recruitment software like Naukri RMS is not only beneficial for reducing time to hire, but it also removes the possibility of unconscious bias which is considered a major reason why recruiters miss out on the best hire for a role.

(Also Read: Choosing the Right Recruiting Software for Your Business)

However, beyond a point, recruiters have to rely on their cognitive abilities and intelligence to make the final decisions. Technology only provides assistance here. The final decision is still to be made by the human intelligence. An easy method to arrive at a conclusion is to rank the profiles based on a scorecard. Developing this scorecard is not that complicated as you can assign a number or weight to each of the characteristic and preference. For example, education can have a weight of 25 and previous experience can have a weight of 50. By scoring the candidates on these criteria, you will gain a cumulative score for each candidate which can be compared to eliminate the least qualified candidates. Once the vetting is complete, the only step that remains is formal interviews.

Interviews are subjective to a lot of terms and conditions, where the hiring manager may arrive at some new findings about the candidate previously unknown. Once the interviews are complete, the hiring team can weigh in on with their choices on which candidate should be offered the position. The last authority on the decision may lie with the company leadership or the hiring manager. However, one should make sure the final decision is based on facts and actual experience rather than perceptions. With these steps in place, recruiters can ensure to a great extent that they do not make a wrong choice while hiring.

(Also Read: Chatbots In Recruitment: How Do They Help?)

 

How to Reduce time to hire

How to Reduce Time to Hire?

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

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.

How to Improve Talent Sourcing in Your Organization?

How to Improve Talent Sourcing in Your Organization?

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

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.

(Also Read: How Recruitment Software Works, its Benefits and Main Features)

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.

(Also Read: Purpose of Having a Dedicated Employee Referral Program)

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.

 

ATS Vendors

A Guide to Boolean Search Recruiting with Examples

Talent sourcing is simple. You have an open vacancy in your organization. All you have to do is perform search basis keywords, designation, location, job title, experience, skills and other requirements in your ATS which obviously will return the best profiles matching your query and behold! You have found your candidate.

Okay. That was all in good humor!

We all know talent sourcing is the trickiest part of hiring because the software that you rely on may return the highest qualified candidates, but it may or may not return the best candidates for that role depending on the search and matching capabilities it comes equipped with.  Today vendors may entice you with fancy words like Artificial Intelligence, Machine learning and cognitive computing but before these technologies exploded on the scene, most Applicant Tracking Software relied on Boolean search for their search and matching capabilities (and they still do).

Search engines like Google have been the flag bearer in this area as they first introduced Boolean in their search algorithms which was followed by much complex Semantic search and quickly progressed to AI based deep learning algorithms for returning search results to user queries. Recruitment has been quick to pick up the clues and has followed in the feet of the online search industry.  The current breed of recruitment software has vastly improved algorithms to source candidates more effectively.  We will see now how the search technology in ATS has moved from Boolean to Semantics and why the shift was necessary.

Boolean search strings in recruiting

Recruiters have relied on Boolean search for returning matching candidates from their company’s CV database in an ATS, or from other systems such as LinkedIn for a long time now. The search technology in most applicant tracking systems is an application of a standalone Boolean logic or combination of a two or more Boolean logics. Being equipped with a Boolean search functionality means you can use “OR”, “AND”, “NOT” , word operators to find candidates for particular requirement. In addition to these, we also have the “” and ().

So in total, Boolean logic works through five operators

  • OR
  • AND
  • NOT
  • “”
  • ()

For example, if you are searching for a marketing executive for your digital marketing team, and the manager insists on a Google Adwords certified individual, all you need to input is Marketing AND Google Adwords through a text query. If your recruiting solution has well-built taxonomy you might not even have to type Google Adwords in the query box, as it would automatically show in suggestions or fetch a Google Adword certified individual once you input Marketing as a key skill.  However, taxonomies are more of a semantic search concept than pure Boolean logic.

Other boolean search recruiting examples can be:

  • Job skill AND Experience AND Location

Software Development AND 5 years AND New York

A candidate who has software development as a skill,  5 years of experience and preferred location as New York.

  • (Job Skill OR Job Skill) AND Experience AND Location

(Software Development OR Software Testing) AND 5 years AND New York

A candidate who has software development or software testing (any one of the two) as skill and 5 years work experience and preferred location as New York

  • (Job Skill NOT Job Skill) AND (Location OR Location)

(Software Development NOT Software Testing) AND (New York OR London)

A candidate who has software development as a skill but software testing is excluded and preferred location is New York or London.

In an ATS these logics are also applied through check boxes and extensive filter

As it is evident, Boolean is a pretty easy way of constructing a query that fetches some relevant data.

Limitations of Boolean search techniques

True enough, boolean logic can find you candidates from your database as long as the search is syntactically correct. But that doesn’t mean it is finding you the best candidates. One limitation is that Boolean search works on exact terms specified in the query. For instance, a recruiter searching for “Web Designer” would certainly miss profiles that do not have the term and are alternatively listed as “Front End Designer”, or “UI Designer”.

The other problem that comes with Boolean search is the limited parameters around which you have design your query. For instance, if you need a candidate with 5 years’ experience in a particular skill set, such as software testing, there is hardly any way to specify this using Boolean, unless the developers of the Applicant Tracking System went to extreme pains of creating the most advanced Boolean search system. Another limitation is the sheer number of results that a Boolean query returns and that too not in any particular order. To get to the best possible candidate, the HR might have to open each profile and find the best match, which again is a time taking process depending on how large is your database of profiles.

Evolving to Semantic Search Recruiting

Some ATS’s have fought this drawback by providing functionality where candidates are divided in Premium and Other category based on predefined parameters like their College, Experience Years, and Current Employer. But that’s not good enough. Therefore, it’s time to look beyond and incorporate new search technologies with Boolean to make the most effective talent sourcing machine. With arrival of Semantic search and the age of artificial intelligence we have big hopes for sourcing and recruiting industry. How this search technology is different from their previous counterpart, we will study in our next post.

(Also Read: The Benefits of Semantic Search in Recruiting)

 

5 Must Haves for a Company Careers Website

5 Must Haves for a Company Careers Website

A company’s career website is one of the most important recruiting tools that a HR person has to their disposal. However, to only consider it as a recruitment aid would be underselling your employer brand. A corporate website is more than that. It is a wonderful opportunity to showcase your true value proposition and can prove to be a compelling cause for jobseekers to apply to a new job in your company.

Attracting top talent takes more than just posting jobs on different platforms and waiting for responses. In fact, if you want to have a real chance at hiring quality talent, you first need to have a strong employer branding strategy in place. A strong employer brand not only gives you access to better talent but it also gives you an upper hand while negotiating the final compensation package. (Also Read: Hiring Trends In 2018 That You Can’t Ignore)

A career website is one of the important parts of this employer brand and therefore, you should put great emphasis on optimizing it for maximum results. Also, as per the 2017 Silkroad Sources of Hire report, a career website is an important source of hiring, delivering 14% of the candidates. This makes it all the more important to optimize your company’s career website.

The five important elements of a company’s careers website are:

Impactful employer branding is a must have for company career website

There are certain characteristics of a successful brand. It cares for its customers. It communicates and engages with its customers. It provides a unique and clear value proposition. An employer is no different. If you want to attract the best customers aka employees, you need to make it known that you are one of the best employer brands out there, if not the best.  How to go about it?

(Also Read: Creating a Positive Candidate Experience with HR Technology)

Build company culture videos/Employee speak

Prospective employees want to see how it like is to work at your company. They may want to have one of your employees say how it feels working there. The best way to have this possible is by having a video where you show in brief (60-120 seconds is enough) the brand, legacy and how it’s like to spend a day at work. Alternatively, you can have two to three 60 second videos – one where you talk about the brand and second where employees share their experience like how do they find the work and the workplace. Inserting pretty visuals of work stations, recreational areas and employees having fun time is also a good way of conveying the message.

Company Blog

Many large employers such as Microsoft have blogs on their career site. These blogs are a good way of communicating various smaller aspects of working at the organization as making a video for each of them might not be feasible after all. Some of these blog posts might also be generic career advice as you want the jobseekers to capture value after visiting your site.  There could be stories of how a product was developed against major deadlines, putting a spotlight on how teamwork made even the toughest things possible. Such stories show the bonhomie and empathy that the workers share at the workplace.

Call to action is essential for the career site

A call to action is an absolute must. Employer branding is not the only purpose of your company careers website; the main goal is to make the candidate apply to the openings. Other CTAs that you may include are social sharing buttons so that the candidate may spread the word about the particular job in their social network. In addition to that, a Contact Us form that serves as a query platform for the jobseeker if he has any concern is also very much required. Without valid CTAs, there is not much use of having a career page, is it?

Company careers site integration with ATS is important

There are a number of ATS’ that easily integrate with your existing careers webpage so that you can easily update it as and when new job openings are there. If you do not have a company career website or if you want a redesign, these Applicant Tracking Systems come with an option of developing them for you. All major ATS like Bullhorn, NaukriRMS, SmartRecruiters provide this possibility. With an ATS, updating the careers website becomes a breeze.

Good Job descriptions are a must have on careers page

A careers page doesn’t serve its purpose until the job listings aren’t effective enough. Not only the design and font should be legible, but the job listings should be smartly drafted and double checked for errors before being posted on the page. Adding smart filters like departments and locations will help candidates find the right job quickly. Also make your job listings interesting, bias free and easy to understand.

(Also Read: How to Improve Recruitment and Selection Process)

Careers web page must have a responsive design

The millennials believe in doing most of their job search on the go. Mobiles are being touted as the next generation devices which can help accomplish most of the tasks while on the go. Hence, it is imperative to have a webpage that is mobile friendly. If you want more candidates to visit your company’s careers webpage and apply to the jobs there, make sure the site is optimized for mobile. A bad mobile experience will not only send back the candidate without applying to any job but also damage your brand value.

(Also Read: Disruptive HR Practices in 2018)