12 Jul
Impact of Employee Experience during Interview on Offer to Joining Ratio

While the excess of available opportunities is a major benefit for candidates with professional backgrounds in high demand, it is hurting companies who are hiring. Organizations all over the globe are feeling the weight of talent insufficiency, and are continuously facing challenges for a similar pool. To even get on candidates focus, you need to make diverse ways to reach around them. The realism is if a candidate discards your offer, the whole effort which went behind assessing that candidate goes in vain.

The trademark of a superior recruitment strategy is a talent pipeline filled with competent candidates that you can source from at any time. Building a talent pool you can turn to, instead of waiting for candidates to come to you, can save you precious time, money and resources in the longer run.

However, a talent pipeline if not nurtured will dry up. So rather you must actively work to cultivate it by keeping candidates engaged from the moment they penetrate your pipeline until they are finally hired.

Here are some ways recruiters can increase the offer to joining ratio

  • Improve candidate experience

Right from the first call that a candidate receives from your organization till the offer is released; the entire candidate experience has to be flawless, sound and extremely engaging.

  • Simplify and make the process straightforward

Keep the whole interview process, transparent, faster and effective without any delays. The interview feedback must be given on time, and continuous communication with the candidate needs to be maintained. By eliminating unnecessary steps in your interview processes, you can boost your capacity to hire better talent that too very swiftly.

  • Have trained and qualified interview panel

Train the interview panel and make sure only eligible group is taking interviews. The interview must be engaging, provide clarity of the job role and how that role can benefit the candidate to grow needs be conveyed properly. The interview team must communicate well and provide career development clarity during the interview itself.

  • Create and invest in employer branding

When internal employees and outside people or stakeholders talk good about the organization, there is a high possibility of offered candidate joining. Also, all the company social media accounts like Facebook, LinkedIn, and Glassdoor must be updated with good feedbacks. The Google ratings should be focused the most, as the candidate’s do look at these online reviews to take joining decisions.

  • Create a candidate connect

Build a robust model where there is an engagement team who keeps communicating with the offered candidate, and they keep them posted about the newest development of the organization and their achievements. Even HR team can invite them for official functions or organize a coffee meet for certain critical positions involving them with the senior team members of the company to be engaged right from the initial stages.

The HR team can make sure when the candidates move from one city to another city they are making their movement incredibly smooth by proving all the help right from helping them for their kid’s school admission to finding a precise house and the food arrangements. The HR can know their interest and connect them to the right .group of people which can make their transition easy.

Need Assistance? Let our team knowHiringlink Solutions has assisted all types of organizations, including start-ups, SME’s as well as large-sized organizations in nurturing, assessment and in retaining of best quality talent. Get in touch with us to explore more.

12 Jul
Importance of Selecting Right Business Development Team for Growing Organization

As the organization continues to grow, it becomes significant to have the right business development team which is qualified enough to help the organization to scale up to the next level. Marketing and Business development functions are the most important function to fuel the growth of an organization. It is critical to know at what stage of business, organizations should hire business development and how to hire right business development team. If you fail to select the right team it can impact the long-term expansion plans of an organization.

Here are some of the critical points you need to focus:

  • Need to analyze the timing of selecting the right business development team

A team with the in-depth market knowledge and with a strong network who is ready to “crack sales deals” can turn into a hiring failure if recruited too early or untimely in an organization’s product lifecycle. There are different steps in the commercialization procedure and not every team is fit for each stage.

  • Define clear expectations of deliverables expected from the business development team

With a concrete business development plan, you can define what specific job roles you require the new team to fill. You need to be transparent with your business development team that amongst them who will identify new business opportunities, who will focus on new markets and who will take care of leads and finally the sales. This planning will help you build a concrete business development team who can perform at all the required business development stages.

  • Create an effective selection process to select the right Business Development Team

There is no predetermined background or skill-sets that make a successful business development team which can be scaled more superior than another. However, there are always some of the critical qualities that the winning ones often have which has to be spotted by creating an effective selection process to select the right business development team.

  •  Need to figure out what will make an effective business development team

When trying to interpret what will make a capable business development team, the foremost thing required is you to be clear with your business plans and strategies. With these strategies, you are required to figure out how you want to position your company in the coming time.

If you want to pursue a differentiation business strategy, you will require having an agile business development team structure that can respond swiftly to changes in the organization.

On the other hand, if you want to follow a strategy of innovating your current services, then effectiveness in your business development team is the key to success.

So by defining your business plans your hiring strategy will continue to transform and will be directly proportional to your business development strategies.

Key Takeaways

So it is essential to select the right business development team, and for that, you have to align both your business and hiring strategies which can maximize your company’s likelihood for consistent success.Hiringlink Solutions has assisted all types of organizations in selecting their business development teams with top quality talent. Get in touch with us to explore more.

12 Jul
Impact of AI and Automation in HR

AI and automation have been a hot topic in recent years, especially when it comes to human resources and workforce. We are already witnessing a structural shift in our workplaces where AI is employed for automation of tasks which is further streamlining, scaling and standardizing the monotonous administrative processes.

The 2018 report on Human Capital Trends by Deloitte revealed that almost 50% of the participating organizations were already deeply involved in automation projects. Amongst them, 24% were using AI and robotics for performing routine jobs, 16% of them were using it to augment human skill-sets and around 7% of them were using it to restructure the entire working procedures.

AI in HR: Current landscape

In the case of HR and recruitment, AI is already influencing the journey, such as advanced video interviewing. AI plays a significant role in HR, as compared to other jobs. The main reason behind this is the practical application of AI solutions in areas of recruiting and talent acquisition. For instance, HR leaders are already channeling AI in organizations by use of chatbots for employee services, development, and coaching.

The key benefits of automation of tasks in HR that can already be seen in organizations include increased efficiency in candidate assessment, adoption of metrics as well as improved workplace learning. So far, the general consensus is that AI won’t be taking our jobs; instead, it will cause a structural skill shift and work displacement from manual labor to more intelligent productivity enhanced by AI. McKinsey’s estimation supports this that AI and automation could displace around 30% of the current tasks or activities at work by the year 2030.

Both Opportunities and Challenges

When it comes to HR, the principal role of AI will be to reduce human bias and leave more room for humans to bring in emotional intelligence. With the exponential technological advancements, HR leaders now have a responsibility to experiment with various facets of AI to deliver maximum value to their organizations. However, the challenge lies with the distinction between interacting with a robot versus conversing directly with a human.

Which jobs will be impacted by AI and Automation?

It is also estimated by CB Insights as well as the State of Automation Report that blue collar jobs, retail salespeople, cooks, waiters, cleaners, movers, warehouse workers, truck drivers, and construction workers are at maximum risk of being displaced from their jobs. However, it can be said that white collar jobs will be profoundly impacted by AI as well in the upcoming years.

We already use personal assistants and chatbots in our day-to-day lives now. We can easily expect to use them more and more at work in the coming time.

Moving Forward

The frequent uses of AI in the HR and recruitment areas that we already see around us include finding new jobs, coaching or mentoring, and even answering FAQs. Data analytics and insights is a field which is growing with AI.

So today, the use of AI in organizations is mainly focused on creating a more user-driven, flexible and seamless employee experience.

12 Jul
Top Recruitment Challenges to Face in 2019

Getting recruited is harder but recruiting the right talent is hardest. There is substantial competition for recruiting the right talent, and the recruiters need to hire the right talent before they go out of hand with similar opportunities in the job marketplaces. Taking an instance, while dealing with reactive hiring, you won’t be much focusing on the strategic initiatives like the experience of the candidate and the team collaboration.

So all these stuff can create absolute havoc on the hiring plans, and there are so many challenges that the recruiters are facing. Observing this we have come up with the top recruitment challenges that companies will face in the year 2019.

Competition for Talent

There is extreme competition for one job post and in a similar way; there is great competition for talent too. It has become hard for companies to find a hardworking and talented employee. The competitors are eyeing for the talented ones too, and you should make sure that you get your hands on the right candidates before anyone else cashes in on the opportunity.

The right candidates never look out for jobs, so you need to chase and follow up with them. The latest AI technology-based personalized emails have increased the candidate responses from 21 to 42 percent which can help you with the automated follow-ups.

Slowing Down the Hiring Process

The manual hiring process is tedious and will consume a lot of time. This increases the time to hire, and candidates will drop out of the process and go for any other job offer that they get in the meanwhile.

To avoid such slow recruitment process, you can use modern technologies. This will boost the recruiter productivity and standardizes the interview guidelines. When you use the latest HR-related software and other advanced technologies to get the things done, you will be able to decrease the recruitment time than usual, and the output increases too. As an outcome, the entire hiring process will become mechanized and more efficient.

Poor Experience for Candidates

The recruiters spend too much time taking care of the menial tasks, and they sideline the other important issues. The qualified candidates will drop out of your recruiting process and decline your offers if you do not give them proper attention. You have to keep the best talent to feel valued all the time and need to pay equal consideration to them.

In order to provide a better experience to the candidates, you have to gather feedback from them. This way you will be able to learn the areas where you have to improve and further enhance the recruitment process. If you increase your productivity the candidate’s experience will also become superior.

Further, using HR software to take care of scheduling and automating the recruitment processes surely assists an organization. If you take out small tasks from your plate, you will be able to spend more time in improvising the candidate’s experience. There are plethoras of recruitment methodologies Hiringlink Solutions can help you with that you can use in order to provide a better candidate experience.

Key Takeaways

At Hiringlink Solutions, we are a privately held organization focused on Executive Search. Over the years we have been one of the ideal recruitment partners to leading Indian companies and multinational organizations. Even we agree that hiring has become tough for the recruiters, and it is sure that it won’t get any more comfortable in the future.

So, you should plan everything in advance so that you can hit your company’s goals with ease. Just put in some extra efforts, take the help of the latest technology and fresh recruitment approaches to make the hiring process completely trouble-free. And you can contact us anytime if you require any of the recruitment assistance.