Your job description is your opportunity to make an impression on potential candidates. And first impressions are essential. Compelling job descriptions are exciting and inclusive, encouraging the right people to apply and simultaneously reduces the time it takes to fill the position.

Tips for drafting a good job description include:

Keep the following information in mind when writing a job description:

1. Use a working title that is easy to understand: Non-traditional work titles are implausible and discriminatory. Swap out ambiguous job titles for more descriptive ones. You’ll likely attract the wrong people and miss out on qualified applicants if you advertise for a “Sales & Marketing Specialist” instead of a “Call Center Agent.”
2. Be specific about the job’s obligations: You should clearly state the job’s primary tasks and duties. It’s a good idea to write them down in bullet points and start each one with a present-tense verb. Make it clear how much time and how frequently work will be completed since this will offer them a sense of what a typical day at this job will entail. When discussing the tasks, avoid using vague descriptors like “frequently” or “once in a while.”
3. Make the abilities and qualifications clear: Include all required qualifications and experience and any recommended talents in the job description. Include the level of expertise, licences and certificates, and any technical skills needed for each qualification. You should also list the qualities or characteristics you anticipate the candidate to have in the role, such as leadership, teamwork, flexibility, initiative, and communication.
4. Include salary and benefit information: If you don’t have a specific figure in mind, include a salary range to allow for fluctuation based on degree and experience. Include advantages such as paid vacation days, medical insurance, pension plans, housing benefits, and travel reimbursement, among others.
5. Information about how to contact us: Make sure you include current contact information so that potential prospects can reach out to you if they have questions or wish to apply. Although an email address is typically adequate, you may want to include a phone number as well.
6. Create a sense of urgency for the job: Even if you’re not eager to fill a vacant position, you want candidates to feel motivated to apply, even if they’re presently working, according to Reed of Robert Half. Specific start dates and contact information for a particular person rather than a generic email address can help, he says.
7. Sell your position: Candidates must have compelling reasons to leave their existing jobs or pick your work over others. Describe the job’s benefits and perks (for example, a high-end workstation, gadgets, and free meals) and how this position contributes to the company’s success.
8. Sell your business: Your job posting is an opportunity to give candidates a taste of your company’s culture. Consider attaching a link to staff testimonials or images of team activities.

Conclusion:

A well-written job description facilitates a smooth hiring process. After your job post has attracted candidates’ interest, demonstrate your company culture with an appealing careers website and screen candidates with a simple and effective application process.

A challenge that most businesses face even before the actual process kicks in is the challenge of finding the right people and retaining them. In fact, this challenge is something that can be overcome with the expertise of an HR team that knows what it is doing.

Talent acquisition of the right people is a quality that can be achieved if there is optimum use of HR analytics. HR analytics is a process that helps simplify not just the hiring but also helps streamline aspects such as onboarding, retention, and overall costs.

In this blog, we will take a look at some of the points that HR analytics focuses on to help recruitment flawless and impactful.

Review the hiring process in detail: The first step to achieving perfection in recruitment via analytics is to improve the quality of every member you hire. When you look for candidates to fill a certain position, it is important to improve the key metrics that will help you find the ideal candidate. Analytics will help us hire the best for the positions that need to be filled.

Identifying the top performers: Another factor that gets handled with ease in identifying the top performers based on the performance in all the stages of the interview. With most organizations having in place at least 3 rounds of interviews, it becomes difficult to keep track of all the applicants. With recruitment analytics in place, identifying the top performers so that recruiting the right team actually becomes a reality.

Focus on the actual hiring numbers: When you post a job requirement there are hundreds of people who apply for it. Now, judging the actual range of each job post does not depend only on the number of people who apply. With the help of recruitment analytics, you will now be able to get the actual conversion rates and numbers based on the actual positions filled in terms of recruitment numbers.  This will help you get clarity about the actual numbers being met.

Measure the recruitment experience:  One of the biggest challenges faced by HR professionals is that they are overworked with the number of people applying for each job post that they give. Amidst all the chaos, the candidates who apply end up by having a bad experience during the hiring drill. Recruitment and talent analytics can help the recruiters understand what step of hiring is taking time so that the candidate experience can be improved. This can be your very SWOT analysis for the overall hiring process.

Analyze the area of improvement: The last and most important step to enhance the recruitment process is to work on all those loopholes that are causing you issues. Once your trouble areas are identified, it is essential to make the efforts to improve those concerns so that you can get back on track to having a powered and enabled HR analytics team in place.

Leading an organization that focuses on HR Analytics is a change in itself. HR analytics helps you stay ahead of the clutter and also helps you to have all the HR based operations in place at all times. This way you will never hire a wrong person again!

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

Up until a few months back, most companies and organizations had never imagined a phase of telecommuting and working from home. However, with the unprecedented spread and reach of the Coronavirus pandemic, most established names and industries were forced to restructure their operations. As globally people enter the 4th month of being trapped at home, the new normal will require an overall change in almost every aspect of work. 

One of the major challenges will be faced by the HR team when it comes to hiring candidates through a remote interview process. Irrespective of the fact of how cumbersome this entire process will be, the reality is that going forward as the economies open, remote recruiting is something that will have to be followed. This blog will speak of all the tips and pointers that you will need to focus on while devising your remote hiring strategies. 

The many How’s of Remote Hiring

• Accurate and Engaging job posts: The reality post the pandemic will be a large surge in people looking for jobs. At times like this when the demand is more, as an HR recruiter, it will be critically important in how you put out job posts. Everything that you mention needs to give a clear message of the job requirement and the overall roles and responsibilities. Make sure that when you schedule any job post on the digital platform it is clear, concise, and attractive. Everything that you post needs to be self-explanatory and easy to understand. 

• Ensure that your interviews are structured: With every job post you put there will be tons of candidates who will apply. Never has it been more important to invest in the right applicant tracking system that can help you screen the candidates and shortlist only those who match the bill completely. A lot of thought will need to be put into streamlining the remote interviewing process, which is why is it important to chalk out all the phases well in advance. 

• Rely on automated scheduling to reduce errors: There would be times when you get 2 to 3 good candidates for the same position. Rather than giving scope to human errors in giving a time slot for their virtual interview, it will be a good idea to use a tool that automates all the scheduling so that everything is in place and organized. While doing so it is equally important to use a tool that is user friendly and that most of your candidates will have access to. 

• Have in place test assignments to rate their knowledge and skills: With a face to face interview it is easy to assess and determine the skills and knowledge of a candidate. However, the one thing that becomes a bit challenging in remote recruitment is determining the skills. With various platforms like LinkedIn also paving the way to short skill-based assessments, as an HR person who can have in place a few assignments and tests that the candidates can give to ascertain their knowledge and understanding. 

• Ensure employee engagement even remotely: It is easy to do most of the steps mentioned above, however, the one big issue comes when the number of candidates who apply is in hundreds. Even via the process of remote recruitment, as an HR professional, it is important to make sure that all those candidates who you shortlist or approach are given a feedback and are told the status of their candidature. Let them feel valued. Each candidate also gives their time and efforts in giving the interview and going through a series of tests and assignments and becomes very important to make sure that they are given the update of their results. Let it not become a practice where your remote recruitment process becomes such that is out of sight and out of touch. 

Remote recruitment may seem like a challenge initially, but it is essential to understand that the more you spend time in strengthening the process and improving it, the easier and more efficient it will get. With the future still being very hazy post the pandemic scare, it is truly the fittest and most flexible operations that will see the light of the day. 

Get in touch with our experts for free consultation at hr@hiringlink.emgage.work

You can dream, create, design and build the most wonderful place in the world…but it requires people to make that dream a reality”
— Walt Disney

The one sight that is rather common these days is the sight of organizations finding it difficult to hire the right talent. The alarming rate of pandemic spread has caused all the normal means of operations to a near standstill. In fact, with the way things are going, it will be inevitable that in a few months down the line, certain changes would have to be made to the way companies hire and work altogether.

One of the challenges that was difficult to solve were the persisting issues with candidate selection and screening. With the pandemic dominating almost every part of the globe, this challenge is only going to get more exhausting! But, as they say, tough challenges force people to find new ways of going about things. In this blog, we will take a look at some of the strategies that can be used to head-hunt the right people and the correct means of building & sustaining a candidate pipeline.

• Need to lean on a leaner HR process: Each company will have a different strategy when it comes to controlling their HR based functions. According to Lindsay who is the VP of HR resources at Envoy Global feels that the coming times will require a leaner and cleaner HR approach. The HR team will have to increase their bandwidth by designing new ways to track the performance and appraisals of each team member. It will also mean that most HR professionals will have to concentrate on the budget factor and hire only a limited number of employees who are multi-skilled. Technology will have to be strengthened for carrying out both the hiring and the co-ordination process seamlessly.

• Remote Hiring and interviewing the digital way: With travel made inaccessible for some time to come, one sector that will have to be strengthened is the connectivity and interviewing techniques. In the era of Zoom and Skype, the HR team will have to be proficient in scheduling and arranging for online interviews. Virtual interviewing will be a new way forward for a long time. This also means that soon the question of a candidate relocating to a new city for a job will cease to exist. HR people can now be open to hiring people and get them to work from remote locations. This eventually means a trimmer package being offered as the person is not required to relocate and hence all extra costs incurred on boarding & lodging can be restricted.

• Focus on capacity building: Before short listing a candidate it is important to have them take certain online tests to determine their skill sets. Based on their performance and evaluation on those parameters, the organization could proceed to design a new job description for them. One key change that the hiring team will go through is to look for multi-skilled people rather than going for people with specific domains and specialized areas of interest. With the sword of budget cuts hanging almost everywhere, now more than ever is the time to build a pool of people who can bring more to the table.

• Safety Manual: Going forward safety is going to be the primary concern for all future team members. This is one of the main reasons why as the HR team you will have to take certain steps when it comes to highlighting the steps your organization is taking to ensure overall safety and hygiene. This step will also include additional literature from your end describing the measures & precautions that the organization is taking to create a safe environment. Going forward the company SOPs will have to include all the guidelines keeping in mind the new normal way of living.

This pandemic has brought us all face to face with adversity and that has forced coping mechanisms and innovative ways to be implemented in a digital environment.

Get in touch with our experts for free consultation on hr@hiringlink.emgage.work

They say that when the going gets tough, the tough get going. Over the past few months in the wake of the Coronavirus pandemic, all industries and sectors have seen a drastic fall in terms of profits and earnings. The global outbreak of the virus which in so many ways was completely unpredictable has caught so many organizations and companies unaware and totally unprepared. It is only natural to have major industries suffering at the brink of the Covid 19 pandemic and several major business functions including the recruitment and the talent acquisition teams have been severely affected as well.

Along with the major pressure of facing the challenges of fighting the pandemic, companies all over are facing a pressure of a different kind – staying afloat and making sure that they are able to keep their team members safe from the wave of downsizing and unemployment. As per the reports obtained at the end of the year 2019, the rate of unemployment was at an all-time low, and in the coming months it is only set to dip a lot more. It is true that this time seems rather challenging, but the one fact is that this is definitely not the end.

Very true to the opening statement of this blog comes the fact that desperate times call for innovative measures. So, for all those organizations that are looking for the right way forward post the Covid 19 turmoil, here is the silver line that you can follow with respect to all your recruitment procedures. There is no denying that post the Covid pandemic once things go back to normal, there would be a certain need to improvise and make changes to the existing recruitment procedure. Here is what your recruitment process should be like in the new normal.

Going Remote: with almost every operation turning to the era of automation, it is only advisable that in the coming time, most of your recruitment processes also be carried out online and through the automated channel. The new normal for all recruitment based drives will soon become a norm. Even before the pandemic struck, most organizations had shifted their recruitment and hiring process online, so if you haven’t yet done that, now will be the right time to do so for sure. With the increased demand for online interviews and screening process going live, as an organization it will be easy for you to understand and implement the online process as well.

Invest in the right automation tool: one of the best investments you can make for your organization in the current time is to invest in the right automation tool. The criteria should be of certain software that will understand the hiring need of your company and give you the desired results in the most economical way possible. The market these days has an abundance of online recruitment software which ultimately helps ease the burden that all the recruiters have. In the long run shifting to the automated module will also help you reduce the cost per hire as well.

Employing people with new skill sets: since the strike of the pandemic all businesses had to learn to work according to the online platform. Even those organizations that did not have a Work from Home plan set up had to train their team to work within the new norms. Going forward most organizations will look to employ a team that is tech friendly and is able to work in a typical WFH setup if the requirement may arise. Since automation is the need of the hour, most recruitment firms will also stress upon the hiring of people who are available online and are well connected. Business models like all other operations will also shift to a more online model for better reach and accessibility.   

The era of multi taskers: efficiency and multi-tasking is the new key attribute that most recruitment personnel will look for. At a time when most companies will be emerging post the pandemic, budget will anyways be a big constraint. One of the biggest changes in the recruitment policies post Covid19 will be that the demand will be high for people who are good at multiple tasks rather than just one skill.

Once companies do emerge post this traumatic phase of Covid19, expect there will be a number of changes that will take place. The first change will be in the way organizations go about their hiring and recruitment procedures. These changes may be drastic, but nonetheless they are changes that will be like first aid to businesses recovering post the covid19 phase, and like they say – Change is the only Constant! 

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