Month: October 2020

Hiring new talents in your firm is an inevitable process. Successful recruitments are the results of great pre-planning stages. Recruiters identify the required job posts, create ads, and gauge maximum candidates for the vacancy. So, what changes have occurred in the hiring process?

Let’s explore the major changes in the hiring process, those from traditional hiring to modern recruitment strategies.

Technological advancements have transformed the whole stages of hiring more flexible and easier. Beyond this, the different processes of hiring stages have witnessed shifts overtime.

#1. Extensive Reach

There was a time when your job post gets filled with applicants after seeing ads in local dailies or magazines. It is the traditional advertising method that gauge candidates into your firm. But, today the number of applicants for a single post is huge.

The tedious task of expanding your team through a professional candidate via newspaper ads is now replaced. A natural pool of talents is possible in modern advertisement strategies.

Today, the reach of your job vacancy is determined by the Internet. Your talent requirement reaches every part of the world through LinkedIn, Twitter, Facebook, and more networks.

Hiring managers too can get relieved from interviewing the same candidates again and again because of the limited reach of your job post.

The modern recruitment process indeed invites hundreds and thousands of applications for a post.

Novel technologies help in resolving this flood of resumes and find out perfect fir for your company’s needs. So, one of the major changes that happened in the initial phase of hiring is that your job posts gain wider reach through diverse technologies available now.

#2. More Focused on the Work Culture

There was a time when the same candidates appear for several job posts with a common resume. Hiring managers considered their educational qualifications, work experience, awards, etc.

So, are these considerations successful for every workforce? This system started changing by a few years, where recruiters focused on ‘candidates’ who can cooperate with their work culture rather than high qualifications.

People were running behind satisfying job opportunities that ensure the highest salary, health benefits, etc. They were not aware of the company culture, the volume of workers, or any such factors. But now, it is the easiest thing to apply online for preferred job posts.

And recruiters give importance to candidates to have collaborative skills, knowledge about the work type, and more practical things regarding the job.

Recruiters emphasize the concept of ‘candidate outlook’ rather than technical capabilities. You can notice many firms now refuse candidates with attitudes that never fit their job culture. Organizations expect personal traits in candidates so that it contributes as a whole for the company’s success.

Read Also : Staffing Vs Recruiting Vs Hiring

#3. The Interview Stage

The traditional interview process is relevant to date but the COVID protocols have restrained companies to conduct such direct interviews.

It is a truth that the pandemic period has forced recruiters to do things virtually. Interviewing candidates in different places around the globe is easier via Video interviewing.

Many firms have shifted their entire screening stages virtually. It is visible that the video interview phase is more timesaving and cost-efficient too.

The lengthy hiring stages are now replaced by hiring apps and tools. You can make use of handy app solutions to find required job posts and book interviews in advance. Or else, the job ads circulated through the internet gauge potential candidates to your firm.

Companies manually sort or use software to sort people and schedule interviews.

The scheduling process is also now easy.  In traditional hiring, recruiters have to do several calls on each change in the hiring process.

But there is innovative interview scheduling software today. Starting from the date, time, and venue of the interview, this scheduling software reduces your headache.

Recruiters can focus on preparing for the interview rather than calling candidates back and forth about the interview. Candidates can perform well through video calling software and recruiters can hear and see the candidate’s performance in real-time.

Even technology is evolving each day, many companies still prefer direct face-to-face interviews to find the best choice of job posts.

#4. Effective Online Presence

The Internet is ruling every sector now. It was hard for firms to establish their brand among people which was only possible through traditional advertising methods.

But today, recruiters and job seekers can access company information in diverse formats. Job seekers can fully enquire about the company he/she has applied for.

Companies work on their websites, blogs, pictures, and other content to be worthy & helpful for page visitors. Candidates get to know their job position, responsibilities, and the team they have to work with. Hiring managers must be constantly monitoring these contents which are significant in attracting or deterring candidates.

The recruiter has to make each person in your company aware of the work culture and values. If it is a creative firm, you can effectively design pieces of stuff, post them in your social media accounts, and grab job seekers naturally into it.

Business firms on the other hand can repurpose every topic to make their presence clear and recruit potential candidates at the earliest.

Many companies devote time to update their online presence and it is very essential in this digital era. A single job post reaches many people around the globe.

So, every online content you publish should be right and portraying your company’s stand. Dedicated personnel for managing your online presence is appreciable. Your messages must be well composed and attract the right fit for your job position.

#5. Greater Networking Possibilities

Before the advent of the internet, recruiters had to rush and take part in every networking event. It helps in creating promising business relationships related to your niche.

Business professionals exchange their business cards, discuss modern strategies, and many intangible gains. If the recruiters miss those events, they are missing out on many young candidates. Earlier, Post work events are the only means of reaching potential candidates from diverse networks.

Today, LinkedIn, Twitter-like social networks have taken up this role of mixing and mingling reliable candidates. Even now, there are dedicated networking events but not that enticing recruiter like before.

Because people are now able to access any type of niche market through the internet itself. Then why should recruiters fly to different events?

Facebook groups, LinkedIn posts, Twitter chats, etc are now effective means of hiring versatile and credible talents for your firm. There is no need for long-distance driving for networking events in your city. Hiring managers can efficiently meet people across the globe from different walks of life.

#6. Changing Employee Expectations

Recruiters earlier select candidates based on individual resume and their technical abilities. But, surprisingly, employee expectations have evolved. Most hiring managers now emphasize on

• Skills & capabilities required for the job post.
• Personality traits for a collaborative workforce.
• Adaptable to changing work environment and technologies.

There are more such factors that recruiters look upon. The whole hiring stages are tailored towards candidate experience. Candidates are now able to have easy communication with the recruiters and never miss any updates regarding their recruitment.

Even interviews are scheduled at a convenient time for both hiring managers and potential candidates.

Video interviewing has evolved more helpful for candidates as they can manage various engagements other than the interview. In traditional hiring, candidates have to wait for long, and delayed interview sessions can make them more passive.

The recording feature today helps the hiring managers & co-workers assess the candidate again anytime.

In the pre-internet period, candidates have to wait for many days to get a reply about their further selection procedures. If the candidate gets disqualified, sometimes they will not be receiving any messages at all. These types of frustrating practices don’t exist today. Timely emails and messages reach each candidate with details.

Read Also : 10 Best Recruitment Automation Tools 2020

Conclusion

It is visible that the hiring process will keep on changing with technology. We can foresee a giant leap of modern hiring strategies in the digital era.

Recruiters are adapting to virtual practices and reaping successful benefits too. Undoubtedly, hiring practices will get more modernized and recruiters gain far-reaching advantages.

The pandemic time has restrained every sector to limit its procedures. The same happens in the recruitment process too. The majority of the companies are now investing in recruitment automation tools that make the hiring process easier than before.

Virtual hiring methods are evolving each day. Many people are applying for as many jobs they are possible to work with. This sudden surge of application has to be managed efficiently. These tools help in the overall tasks associated with recruitment and especially reducing the turnovers and time-to-fill.

Below are the top 10 recruitment automation tools that are boons for recruiters and companies in smarter recruiting practices.

1. Application Tracking Systems

As we mentioned above, how can companies manage the surge of applicants? It is very important to have a transparent approach throughout the hiring procedure. Here, Application Tracking systems play a vital role.

These systems are capable of sorting thousands of resumes and CVs that appear for your job posts. Applying online is the easiest process though. The manual sorting of applications will be very hard.

ATSs effectively keep every application in one place once after an applicant has applied for the job vacancy. An ideal ATS has several collaborative tools that help recruiters to engage with candidates at any time. It can include video interviewing, career page builder, direct messaging, etc.

One of the striking features of ATSs are they gauge the aptest candidates according to your requisites. This can save you time and money.

Such structured systems narrow the talent pool but never can recruiters miss the top talents. ATS optimized application can be based on keywords, resume formats, etc and it will help you reach top candidates.

Some of the popular ATSs are Greenhouse, Taleo, SmartRecruiters, Zohorecruit, etc.

2. Talent Assessment Tools

It is a great thing that you filtered out apt candidates for the job position using ATSs. The next is a crucial stage to assess each candidate on all aspects. Assessment tests are organized for testing the relevant skill within each candidate that can decide his/her potential in doing things.

These tests can differ according to the job posts. A small task and a deadline for it will encourage candidates to make things on time.

After completing the tests, each candidate is given scores based on their performance. There are many types of pre-job assessment test done by companies to get the perfect fit for the company’s needs.

Some tests purely focus on cognitive skills and creative capabilities, on the other side, some can be mainly focusing on technical skills.

Talent pipelining tools too has a significant place in gauging efficient talents to your company. Collecting relevant details instead of asking for too much data will bring more responsive candidates and easily pave them into various segments of your workforce.

Much research proves that the large application volume can be minimized through top-quality automation tools. As many hundreds of candidates are now available, it is necessary to compose every element keenly so that recruiters can avoid any type of mishires or loss of cost.

Popular examples are Applied, eSkill, HireSelect etc

3. Programmatic Job Advertising

This is one of the most used recruitment automation tools of today. The flooding number of applications are the fruits of amazing ads on the internet.

Purchasing advertisements digitally will reduce the recruiting costs to a great extent. Studies have found that about 30% of the cost per applicant is reduced via digital advertisement strategies.

Recruitment automation tools mold a more branded exposure to your ads than that of normal job postings. It is easy to establish your company’s culture on a single canvas. Such job posting ads describe relevant employee experiences too.

These job ads appear in the most popular search engines, job boards, social channels, etc at a reduced cost when compared to traditional hiring. There will be hard-to-fill vacancies for which you can efficiently gauge candidates through programmatic job ads.

Top programmatic job advertising platforms are ClickIQ, Talentify, Recruitics, etc.

Read Also : Staffing Vs Recruiting Vs Hiring

4. Candidate Communication Tools

Maintaining constant interaction with the candidates is inevitable. A positive experience in every aspect makes the hiring process smooth and successful.

Qualified candidates are immediately given an immediate message that he/she is selected. Disqualified candidates too are notified on time.

Recruiters & employers trigger text messages and emails instantly after each stage of the hiring process. They shall get information on new hiring, other schedules regarding recruitment, etc.

Automating candidate reach is crucial and this is effectively done via communication tools.

You can easily engage with applicants & recruiters can spend time selling the job with modern strategies of communication. The whole process is hastened and given priority to communication management between the candidates. These recruitment automation tools enable completing hiring stages with utmost transparency.

Popular tools are HireSelect, AssessFirst.

5. Candidate Relationship Management Tools

Interaction with potential candidates is a must-have process throughout the hiring stages. The candidates must be aware of any changes regarding the recruiting sessions.

Email automation is the major process involved in the successful management of candidate relationships with recruiters.

Applicants show interest in a job post via emailing their resume, the company replies via emails. This email flow sustains every candidate to be up to date.

This CRM is a structured system that engages with previous, current, and potential candidates in a positive way complementing each of them.

Such CRM tools drive your business to the next level and gauge capable candidates for your position. This is the easiest method to fill positions sooner than the competitors, who are gauging candidates for similar job positions.

Such systems help in establishing a long-term relationship with candidates over time. A recruitment CRM not only brings applicants but also helps in knowing the effectiveness of your recruitment strategies too.

Best CRM Tools are TalentLyft, Beamery, Avature, etc.

6. AI Chatbots

Have you noticed those pop-ups when you open a website asking ‘how can I help you?’. These chatbots are a godsend for the recruiting process today. Applicant surge can be well controlled by these AI-powered chatbots.

Once an applicant shows his interest in the job position, the chatbot on the website will give an instant reply. This can follow the Q&A session leading to further selection procedures.

Applicants get timely information about the hiring process, ensures smooth communication of the changes in the company’s hiring process, etc.

The screening and scheduling process of each candidate is well managed by automatic chatbots. Such a dedicated chatbot builds a strong relationship between employers and candidates.

Using chatbots offer a very friendly yet seamless hiring experience for the candidates. This method of hiring increases transparency and helps in an efficient hiring process.

This AI agent will mimic hiring conversations with a human touch. It helps in gauging personal info and conduct basic administrative tasks in less time. Thus, a chatbot makes errorless pre-qualification stages and interview schedules.

The best examples of AI Chatbots are XOR, Olivia, Eightfold, etc.

7. Automated Text Messaging Tools

Text messaging is widely used by commercial firms to publish their latest offers, discounts, and add-ons. But what does automated text messages offer in the hiring process?

A recruiter’s workload is sometimes unexplainable. Some candidates irritate hiring managers and make the rest candidates into a black hole. These things are well avoided by automatic communication systems.

Simply, A text message addressing the applicant on the upcoming events or changes in the hiring process will help them in knowing their exact hiring status.

This avoids unnecessary interactions anywhere. Recruiters can focus on vital tasks and send them right to the candidate without any hurdles in between. Candidates get a chance to clear their queries directly via text messages about their application status.

The automated text messaging is very relevant and assure a smoother candidate experience during recruitment. This feature speeds up your recruiting and at the same time bring better candidates to reply for further hiring procedures.

The message facility also helps you in deciding which type of messages drives more people to engage in action and further to create such impactful hiring texts.

Examples include Mya, Olivia by Paradox, etc.

8. Talent Pre-screening Tools

Talent pre-screening is a significant part of the hiring process which now is replaced by awesome tools and software. Such tools filter candidates by giving ranks and grades paving them to further selection procedures. This pre-qualification test is something essential that too with a human touch.

These tools can indulge excellent resume screeners that assess the whole resume format, identify skills and requirements, etc. You get a qualified candidate that is automatically identified by the prescreening tools.

Virtual conversation agent or Chatbots too pave way for the utmost hiring experience for candidates in the pre-screening stage. These tools make recruiters more connected with every candidate with elaborate machine learning in advance.

Apart from lengthy interview stages, chatbots give out immediate questions and answers that instantly identify qualified and unqualified candidates for your company’s needs.

Top Talent pre-screening tools are VidCruiter, Xor, etc.

9. Talent Intelligence Tools

Think of a high executive job post where you cannot experiment with candidates. Many companies have identified talent intelligence tools useful here. The striking feature is that these tools are capable of reviewing previous employees, past applicants, recommendations, etc that are fit for your current job position.

This envisages an extensive talent pool for your job position rather than many numbers of applicants. Talent intelligence tools help in streamlining recruitment processes along with realizing the company’s needs.

These tools help in doing things focused on ‘capabilities’. This process enables you in studying the existing talent pool and retains some of them in hard-to-fill job positions successfully. Businesses can remain competitive and sense modern recruitment strategies in advance.

Talent intelligence leads to smarter recruitment methodologies, identify the ruling personnel and where they come from, foresee future talent requisites, etc.

Organizations can utilize talent intelligence very well for a more promising hiring process and sustainable candidates for your organization. Companies identify the winning trends of competitors, hiring strategies and knowing the required talents, etc.

Top Talent intelligence tools are LinkedIn Talent Insights, Seek out, ideal.

10. Interview Scheduling Tools

An interview is a mandatory hiring stage so far in both traditional or modern hiring. Planning and managing interview schedules for the different applicants for your job position is one of the tedious tasks in the recruiting process.

The interview is an initial touchpoint of the candidate to your company. The candidate expects a fair image of your company. Recruiters must try to fulfill their expectations and give considerable time for them to prepare and perform well.

So how can scheduling tools help here?

They act as a calendar system for scheduling the interview process efficiently. It helps in streamlining and syncing the entire interview process between recruiters and candidates. Hiring managers should be aware of dedicating their time and attention to the process.

Software and tools automate date, time, and messages to reach candidates on time. It can be synced with calendar tools so that both the applicants and recruiters review the schedules in between.

Recruiters can ensure the interview location through the app and inform changes too. Some companies even introduce the interviewers to the candidates to make the interview process more systematic.

Eg:- Calendly, Clara Labs, SparkHire, etc.

Read Also : How to Hire an App Developer in 2020

Conclusion

Recruitment Automation tools enable a hassle-free hiring process. It is important to ensure that the tools you use must provide the said feature seamlessly.

Companies can gauge efficient candidates through such tools for sure. If you are still thinking about such recruitment automation tools, it’s time to search your apt tool for easy hiring.

Technology is establishing a vital role in every sector today. Is that visible in the hiring process too?  Undoubtedly, It’s yes. Amid the Covid days, many firms started taking new candidates effectively through Virtual Recruiting.

Through this blog, you can understand the relevance and scope of Virtual Recruiting in the now world.

What is Virtual Recruiting?

As the name suggests, Virtual Recruiting is the process by which recruiters reach out to the candidates virtually. Even before the pandemic period, many firms have familiarized virtual recruiting for remote candidates.

The basic aim of the process is getting the best candidates for your organizational needs but without any physical constraints.

Virtual hiring enables you to reach out to a large number of candidates and cut down excessive recruiting turnovers. Here, technology replaces the face-to-face interviews and make things happen faster than that of traditional hiring methods.

It is important to ensure that the software and tools you use will support seamless services throughout the recruiting process.

The various tools used in virtual recruiting are:

• Video Calling software
• Chat tools
• Virtual event organizer
• Video Resume software
• Automated screening tools
• Live chat
• Chatbot solutions

The tools and strategies used for each job post can be different. Virtual recruiting has gained a place as a requirement than that of an option today. The Internet is a godsend that you can reach any corner of the world now.

Virtual recruiting helps you in getting skilled candidates from different parts of the world without any space or time constraints.

Importance of Virtual Recruiting in the present Scenario

In the current scenario, the major concern of every sector is the restrictions imposed on their workflow. That is, people are restrained to come out of their homes frequently, must follow strict health guidelines, and many more things.

These practices are really necessary to ensure the safety of every human being. Still, how can these restrictions affect managing work systems, productivity, and employees as a whole?

Technology is a boon for many firms and personnel that at least they can ensure functioning the same as in the office through virtual platforms.

Hiring new candidates via virtual platforms is widely used by organizations. Many interviews are postponed and can’t anticipate when they can conduct it. So, recruiters conduct video interviews or simply phonic interviews especially for urgent hiring of key positions.

• Candidates can apply and attend interviews safely from their place.
• Recruiters can stay connected with the candidates throughout the interview process and even conduct telephonic interviews.
• Recruiters can organize online Assessment tests suitable for specific roles.
• Personnel can have internal and external discussions about recruitments without physical travels.
• Effectively review works done by freshers and gives feedback in real-time.
• Cautious recruiting through dedicated apps like Skype, Whatsapp, etc.

Read Also : Staffing vs Recruiting vs Hiring

Effective Virtual Recruitment Strategies

There are certain factors to keep in mind while planning about virtual recruiting. You are not going to engage with any candidates directly and the initial hesitance of introduction/interaction is to be reduced to a great extent. Each candidate should feel the transparency of your firm and the job they apply for.

#1. Create Attractive Job Ads

Social media is one of the ideal means of reaching people. So, posting a job via diverse social networks can gauge a great number of candidates. The content and design you showcase must be enticing and the best candidate for your job need to reach you.

You want to give a clear picture of the job, skills, requirements, and other relevant details in this regard. Designers can compose ad copies in a personalized approach that reflects your firm’s stand and values. Nowadays, job posts with video are also increasing and result in the maximum number of applicants by time.

#2. Applicant Tracking Systems

There are many numbers of ATSs(Applicant Tracking Systems) that act as a logbook of each applicant. These solutions are very useful for the whole hiring stages and save the time of both the candidates and recruiters.

Your job posts get thousands or more resumes. It is hard to sort them manually. Here, ATS pave the way to sort them efficiently using keywords, titles and it even highlights top candidates apt for the job needs.

#3. Well Planned Video Interviews

It is necessary to check whether both the recruiter side and the candidate is ready to attend the interview. They must ensure connectivity and avoid technical issues between the call.

Virtual interviews help recruiters to understand the attitude of the candidate more from that of audio interviews. It saves time and both candidates and recruiters can feel free to ask their questions without any trouble. Recruiters can also assign tasks virtually.

#4. Personality Analysis Tests

So, you are attempting to select a new member of your work family. There are many factors to look upon so that the newcomers give out their best for increasing business values. It can include

• Good communication skills
• Work under Deadlines.
• Highly collaborative.
• Confident in managing things
• Accountability
• Flexibility

There are many other factors that recruiters expect from freshers. It is hard to assess all the above-mentioned things virtually. Conducting a personality test can help you recognize the traits of candidates to a good extent.

Many companies try to sustain their processes amid COVID especially the above-said recruitment procedures. Such a firm must have an expert talent acquisition team that can work with the latest technologies and the same happen with the candidates.

Still, many organizations prefer traditional recruiting methodologies and think of virtual recruiting as a challenging task.

Advantages of Virtual Recruiting

As we discussed above, virtual recruiting is a convenient method that helps to connect recruiters and candidates for a smooth recruiting process. It is an alternative for face-to-face interviews and helps in easy remote hiring stages. Various advantages of virtual recruiting include:

#1. Easy Recruiting

Virtual recruiting is easy to manage. Candidates have reached your firm attracted by your job ads. You can plan assessment tests, interview candidates on the go, mail their job offers, and ensure they are working from home.

The entire process sounds easy, right? This is what happens in virtual recruiting. Still, it is in your hands to plan errorless software and schedules for the same.

#2. Reduces Administrative Burdens

Some companies appoint separate teams for working with purchased recruiting software. While some plan their internal HR teams for working with the entire platform process.

One of the common practices of virtual recruiting includes the HR team working with dedicated recruiting agencies as they find, screen, and filter out the best candidates for you.

Here, the hiring turnovers are also easily managed by using recruitment costs for exemplary services from recruitment agencies themselves.

#3. Immediate & Cost-efficient

Traditional Recruitment stages are elaborate as they can take days or months to complete. But, in the case of virtual hiring, you save both money and time. The job ads you posted, replies from applicants, and many important services are done in real-time with the help of software and the Internet.

One significant advantage is that you can compose campaigns and ads according to the target audience and the medium. If you are planning a job ad on Facebook, you spend a small advertisement cost but gain more exposure. One can easily find the right fit for the job.

#4. Wider Audience

The major advantage of virtual hiring is that it can cross geographical barriers and reach out to remote candidates instantly.

More and more users access the internet each day and your job ads get reached to them very easily through the global network. Social media usage is a habit now. So, your job ads gain great exposure to many kinds of candidates at a time.

#5. Flexibility

The job ads you post can be used in different formats. Newspaper ads are so specific in their design and the same format doesn’t work on social media platforms.

Job posters or Recruiters can manage and control the applications they receive. Once they get the right candidate, they can stop receiving applications too.

It is a great thing that the same ad can be repurposed or convert into a very new ad. Posters can edit, add or delete the job post anytime. They are also durable as newspaper or magazine ads have limited life.

Readers just go through the ad once or when they wish to. But these online ads appear before them on their daily sites like Facebook and live until the poster removes it.

Disadvantages of Virtual Recruiting

Virtual recruiting has numerous advantages as we saw above. But, there are some downsides which we should think about.

#1. Filtering Responses

We are posting a job on the internet and anyone can apply as they receive it. Many candidates are those passionate ones but some people just take time to blandly applying random job posts. So, your workload increases unexpectedly.

You must wade through each application and filter out the unqualified candidates. Here, your job post has to be very specific and describe qualifications accurately.

#2. Gauging a Work Culture

The candidate you recruited virtually, without coming to the office and introducing into your work culture is challenging. Without knowing the workplace or his specific job team, the chance of quitting the job is more.

Here, face to face interviews are so advantageous, both recruiters and candidates can open up their mind and understand the real personality. They can also decide whether they can work with the team once after the interview itself.

#3. Lacks Effectiveness

Every stage happens via software or online tools. It is not sure about every recruitment end up with in-depth analysis for you. The job ads you design must attract applicants.

One should be able to find out what is working and is not for job posts. The ads you post are to be the well optimized and to-the-point approach.

#4. Highly Competitive

The fact is that every company is doing the same thing. They design a job post on social media and gauge candidates. Using the same process makes your firm one among them but not unique.

So, many consider the process of virtual hiring as an ordinary practice. Also, recruiters are forced to pay more for job offers as there are thousands of similar ads published each day.

#5. It’s Informal

Do you know this, that many companies consider virtual recruiting as a very informal type of recruitment? They consider ad posts on social media to portray the wrong image of the company.

Many strong companies and personnel disagree with virtual hiring, especially for executive posts. They also dislike posting their jobs unofficially on social media sites. Some companies post their open positions in leading dailies.

Read Also : How to Hire an App Developer in 2020

Conclusion

Virtual recruiting is an effective way to reach a large number of versatile candidates. It has also some downsides like the newly hired might feel less connection with the whole team.

Still, the company can reap reasonable benefits through well-planned virtual recruitments. It is a truth that virtual hiring has increased opportunities for both job seekers and recruiters.

Getting apt candidates for your company is very important. Once you have a vacancy for any position, you can start searching for a new candidate. So what is this process called? Staffing, Hiring, Recruiting? Yes, these three terms are used interchangeably.

Haven’t you noticed ad banners those focusing on the above-mentioned words? Nowadays, ads in the form of Social media posts for open positions in your firm attract more and more people towards the job post.

Let’s distinguish Staffing, Hiring and Recruiting and their key focus points through this blog.

What is Staffing?

The major concept of staffing is placing the most ideal candidate at the right job. This is crucial regarding a recruiter, as this stage can ultimately impact on the whole workforce. Staffing can happen on a temporary or permanent basis that fills job openings.

Small organizations themselves carry out the process in simple steps while larger organizations make it in multiple sessions and cycles. The basic goal of staffing is to make a job seeker get a job. Not simply a job, it includes evaluating one’s interest and skills in the preferred job position.

Staffing emphasizes on best human resources rather than other financial or material resources. Also, the truth is that no other resources in your firm can upgrow without a promising team of human talents. The timely addition of personnel in the workforce determines the success of your firm as a whole.

The staffing process can mainly go through

#1. Human Resource Planning

It is essential to decide the various number of staff required for your firm. Which positions do need an efficient workforce to sustain? The types and number of staff needed in your organization are selected in advance. The first and most important stage of staffing is this personnel planning.

#2. Recruitment and Selection

As you finalize the wanted job posts, it’s time to gauge the maximum number of applicants reaching out to your firm. You can identify the different sources regarding the availability of candidates for each post. This needs dedicated efforts to secure the most number of candidates for you.

Let’s discuss recruitment in detail in the upcoming section. Selection gains priority as you will be assessing each candidate whether they are right for the job position.

Whether they can offer benefits to the firm for a long-time. This can include phone calls, written tests, interviews, medical tests, portfolio analysis, and more.

#3. Placement and Orientation Sessions

This is the most important stage as you are giving the candidate a job. Let them work and you assess their performance. Well-planned staffing stages often result in the best performance of the best candidates.

 An unavoidable stage for both the organization and the fresher is the orientation session. This is also called an induction training period where you can introduce the new employee to the work structure, other personnel, nature of services, rules, and policies, etc.

This will make the employees work in a more firm-friendly manner by understanding the major facets of the company and his job.

#4. Training and Development Phase

Giving candidates a clear picture of their job is so important. An efficient employee learning can be fruitful for the success of the firm. Every employee should recognize the changes and new developments in his expertise. Senior employees can give timely guidance for the freshers so that they can gradually improve.

Organizing a systemic procedure for training the newcomers will help them work well. Also, ensure their suitable chances for development or promotions. Unless, it can lead them into unwanted disappointment or frustrations.

#5. Performance analysis

Some firms arrange special projects to monitor the performance of each candidate in different skills. It is not sure that every employee will perform well, some can end up in a passive performance on the job he is selected for. An analysis is done by the whole team and leads him into further training sessions.

You shall give feedbacks and make them realize the real accomplishment of their work. Your firm shall praise their works and at the same time point out their pitfalls.

Staffing also includes finding temporary employees fulfilling short-term roles for your organization. Choosing freelancers on a contract basis is also part of the staffing process.

In contract-based jobs, the primary focus falls upon the time for which the contract will last and most importantly, whether there is a chance to get a permanent job there, in the same organization.

Read Also : How to Hire An App Developer in 2020

What is Recruiting?

Recruitment is an ongoing process of selecting the best candidate for your company. This term is also used parallel to that of staffing and hiring.

Still, we can differentiate the three where the ultimate aim is to gain efficient candidates into the workforce. The Recruiting Process is something unique and different from both staffing and hiring.

This is more a candidate-oriented approach where their skill sets and facets gain importance rather than the new roles to be filled. You can get to the candidates with the requisites of each role and ask them to be a part of the organization.

Some recruiting efforts for high positions result in an experienced candidate along with his unique style of managing things. This can impact the whole company and employees into a new working style for the overall growth of the firm.

The process needs to follow a very well-structured recruitment planning, through which you can filter out the best person from the candidate pool. These potential candidates must possess qualities to help you achieve company goals more effectively.

Let’s look at the major stages of recruiting

#1. Job Vacancy and Analysis

One of the most significant duties of the HR department is identifying the posts that need potential candidates. This can be formulated by collecting requisitions from different departments of the firm to the HR team. They can mention about the

• Number of vacant posts
• Duties and features of the job post.
• Skills and Qualifications required.
• Expected years of experience

This is what we mainly emphasize recruitment advertisements too. You are gauging the most promising candidate through a clear picture of what your firm expects. Recruiters could finalize things related to the specific job whether it is urgent hiring on board, part-time or full-time.

Job analysis is very important for recruiters to make out the most important tasks to be completed. You must give updates about the job post and job relatedness with that of other job procedures. This job analysis phase can give immediate end products like

#2. Job Description

Job Description is a detailed document implying the scopes, responsibilities, and all relevant information related to the job. Employees can read out and understand what they are going to do and recognize the conditions of employment.

An ideal job description allows candidates to identify what all things they must possess in the workforce to make things productive. The basic elements of a job description are

• Job Title
• Job summary
• Requirements
• Duties to be done
• Working conditions

Some recruiters include job specification as a major document to inform employees about the list of all jobs in a firm. It can include some additional skills and specifications required, company size, Training, and development, etc that emphasize the importance of the job role.

#3. Recruitment Strategy

Planning and preparing an effective strategy for recruiting candidates to ensure a smooth recruitment process. Once you have completed drafting job descriptions and related documents, recruiters can adopt the best recruitment strategy.

The HR team considers many factors like the geographical area, sources, type of recruitment, etc.

a) Searching the candidates

It is essential to determine the recruitment sources according to the job requirements. Once the vacancy is confirmed, the search for candidates starts.

They can also select the media via which the search for prospective candidates begins. Recruitment can involve both active candidates or those who focus on higher job opportunities.

(i) Internal Sources

• Internal Job postings
• Employee referrals
• Transfers or Promotions
• Previous Employees/Candidates.

(ii) External Sources

• Direct Recruitment
• Recruiting Agencies
• Campus Recruiting
• Advertisements

b) Screening and Shortlisting Candidates

We get an ample number of candidates from different sources. So how about choosing the right candidates from it? This is where you can use the initial stages, that is picking out the best candidates relevant to your company needs. This is followed by

(i) Review Resumes

Resumes act as the candidate’s best chance to portray their talent, skills, and experience. While HRs can check these details and consider the candidate.

HRs can go through the firms where they have worked, employment gaps, tenure in each organization, etc. This detailed review can help recruiters to finalize the candidate whether to enter the next stage of screening.

(ii) Interview

An unavoidable stage in both the traditional or modern hiring process. This stage happens through Physical interviews, Telephonic, or video interviews.

Even during the pandemic time, recruiters conduct efficient hiring via video/phonic interview. Recruiters can study the attitude, responsiveness, and communication skill of candidates.

(iii) Shortlisting the top candidates

After multiple screening stages, HR managers or recruiters end up identifying top candidates. This is by reviewing their resumes, performance on the interview that makes hiring managers decide on candidates.

(iv) Evaluation

The last step of the recruitment process. Here, the whole recruiting process is analyzed and manages various costs incurred. Say it for advertisements, recruiters cost, Expenses for administration, etc.

It is in this stage where the top candidates are given calls on their joining date and other job details.

What is Hiring?

Unlike recruiting, Hiring is more specific. That is, when the firm needs new candidates, it starts hiring procedures. Hiring involves seeking some fresher candidates for a specific role in your firm. Hiring is to be carried out in such a way that the right person is taken from a qualified pool of candidates.

Apart from the degree qualifications, you must ensure the candidate’s creative capabilities, communication skills, and other basic qualities needed for the job.

One of the main factors to consider in a smooth hiring process is the transparency of the compensation you give. Most applicants reach you based on the pay, so it is good if you try to be transparent here.

Hiring newer candidates with a well-planned strategy can help your firm outgrow. Hiring usually happens when an employee suddenly discontinues his job, hiring managers to start a quick hunt for talents to join their team. So, let’s look upon the steps that make up the hiring process easier:

#1. Creating job Ads

This is the first and foremost step of the hiring process where you design ads dedicated to the jobseekers. This could be of simple words describing the job post along with other relevant details like the years of experience required, email-id, last date of application, and such details.

These ads attract candidates to apply for the job quickly. Nowadays, social media plays a great role in advertising job content.

#2. Application & Screening Resumes

Many organization prepares an application which is to be filled by the candidate for easy recruitment. Like, “Do you have 3+ years of experience in designing?”

This sounds like a must-have feature for the job post. So, a candidate with a ‘no’ answer in this question gets disqualified instantly. While those with ‘yes’ can get into the next stage.

There is much such application type like to complete a relevant form of your firm, games regarding the skills you expect via recruitment software. After seeing the job ads, many freshers apply for the post.

One of the traditional methods to find out apt candidates is through resume viewing. Resumes make way to give an overview of the candidate’s skills, previous works, and experiences, etc.

Hiring managers consider diverse factors of candidates by their subject background, the way they have presented themselves in the resume, portfolio contents, etc. Without any bias for sure.

#3. Screening Call

You must ensure the candidates who are shortlisted know about their screening calls. Sending out an e-mail with the time and day of the screening call will give them time to prepare. You shall be planning the right questions for the candidates and consider each candidate throughout the call.

Candidates will be eager to know about the company, their job, and all. So, hiring managers can give considerable time for them, listen to them carefully. The mode and type of calls depend upon the job post likewise the questions too.

#4. Evaluation Test

After the screening call, it is the time to filter candidates into ‘promising’, ‘disqualified’ or some on ‘waiting list’. It can be conducted in several ways, be it a written test, an in-person audition, or assessing technical skills. This stage too depends upon the job type.

You need to give the necessary time for completing their task and a specific time for completion. They shall recognize the importance of the assessment test and why you are conducting it.

This evaluation test helps you identify their approach towards projects and communicate things smoothly. Every hiring manager shall consider their abilities and give them useful feedback.

#5. Interview

Don’t you have noticed people sweating profusely on the interview day? This is the last but not the least stage of hiring. Candidates try to give out their maximum with a single aim of really getting into the job.

The entire hiring team shall prepare many job-related questions for testing the candidates, culture-fit question whether they can work with the team, technical questions related to their technical abilities, and more according to the recruiters.

A successful interview session will make candidates confident and give you satisfaction on the fruitful hiring process.

#6. Job offer

This is the time to join a wonderful team. After a series of sessions, candidates become your employees. It is essential to collect necessary documents regarding their identity, payroll procedures mean of transport to reach office, and more.

As a whole, they are your family member from now. You can collect opinions from people they have worked with in the past too. A clear job offer indicating their working period and other relevant information is given beforehand to the candidates.

Which one?

Read Also : Questions to Ask Before Hiring an App Developer

Conclusion

It is essential to choose the best method that suits your needs. It depends on the roles that need to be filled, the period allotted for the job position, and more.

Every process needs structured planning, an effective hiring team, and a creative team for boosting up the marketing side. So, enticing newer candidates for your firm is something significant and their working with your team provides some best results.