Workforce analytics is the process of collecting, analyzing, and interpreting data about an organization's workforce in order to make better decisions about talent management, workforce planning, and other HR-related areas. This data can come from a variety of sources, such as employee surveys, performance reviews, and payroll records. In this blog post we'll explore some of the latest tools and trends taking shape. Workforce analytics can be used to improve a wide range of HR processes, including: Recruitment and hiring: Workforce analytics can be used to identify the skills and experience that are most important for a particular role, and to find the best candidates for those roles. Performance management: Workforce analytics can be used to track employee performance and identify areas where they need improvement. Compensation and benefits: Workforce analytics can be used to ensure that employees are paid fairly and that they receive the benefits that they need. Retention and engagement: Workforce analytics can be used to identify factors that are contributing to employee turnover and engagement. Work-life balance: Workforce analytics can be used to identify employees who are at risk of burnout and to develop programs to improve their work-life balance. Workforce analytics can be a valuable tool for organizations of all sizes. By using data to make better decisions about their workforce, organizations can improve their bottom line, increase productivity, and create a more positive work environment. Here are some of the benefits of workforce analytics: Improved decision-making: Workforce analytics can help organizations make better decisions about their workforce, such as which skills to invest in, how to allocate resources, and how to improve employee engagement. Increased efficiency: Workforce analytics can help organizations identify areas where they can improve efficiency, such as by reducing turnover or increasing productivity. Reduced costs: Workforce analytics can help organizations reduce costs, such as by finding ways to improve hiring efficiency or by identifying employees who are at risk of leaving. Improved compliance: Workforce analytics can help organizations comply with regulations, such as those related to equal employment opportunity or workplace safety. Enhanced employee experience: Workforce analytics can help organizations create a more positive and productive work environment for their employees. Trends in Workforce Analytics The rise of AI and machine learning: AI and machine learning are becoming increasingly important in workforce analytics. These technologies can be used to automate tasks, identify patterns, and make predictions. The use of big data: Big data is becoming increasingly important in workforce analytics. This is because organizations are collecting more and more data about their workforce, such as employee surveys, performance reviews, and payroll records. The focus on employee experience: The focus on employee experience is increasing in workforce analytics. This is because organizations are realizing that the employee experience is important for attracting and retaining top talent. The use of real-time data: The use of real-time data is increasing in workforce analytics. This is because organizations are realizing that they need to be able to make decisions quickly and based on the latest data. The integration of workforce analytics with other HR systems: Workforce analytics is becoming increasingly integrated with other HR systems, such as human capital management (HCM) systems and learning management systems (LMS). This integration allows organizations to get a more holistic view of their workforce. These are just a few of the trends happening in workforce analytics. As the field continues to evolve, we can expect to see even more innovation and new ways to use data to improve organizations. Here are some specific examples of how these trends are being used in workforce analytics: AI and machine learning are being used to automate tasks such as data entry and analysis. This frees up HR professionals to focus on more strategic work. Big data is being used to identify patterns and trends in employee data. This information can be used to improve decision-making about recruitment, hiring, performance management, and other HR-related areas. The focus on employee experience is leading to the use of workforce analytics to measure factors such as employee satisfaction, engagement, and well-being. This information can be used to improve the employee experience and create a more positive work environment. Real-time data is being used to make decisions about workforce planning and staffing. This allows organizations to be more responsive to changes in the workforce and to ensure that they have the right people in the right roles. Workforce analytics is being integrated with other HR systems to create a more holistic view of the workforce. This information can be used to make better decisions about talent management, compensation, and benefits. These are just a few examples of how workforce analytics is being used to improve organizations. As the field continues to evolve, we can expect to see even more innovation and new ways to use data to improve organizations. Popular Workforce Analytics Platforms Looking for a good workforce analytics tool. Here's some of the more popular options; Workday Analytics is a cloud-based platform that provides organizations with a comprehensive view of their workforce data. It offers a variety of features, including data visualization, predictive analytics, and reporting. Workday Analytics can be used to improve decision-making in areas such as workforce planning, talent management, and compensation. Oracle HCM Cloud is a suite of human capital management (HCM) applications that includes workforce analytics capabilities. It offers features such as workforce planning, talent management, and performance management. Oracle HCM Cloud can be used to improve decision-making in areas such as succession planning, hiring, and employee development. SAP SuccessFactors HCM Suite is another HCM suite that offers workforce analytics capabilities. It offers features such as workforce planning, talent management, and compensation management. SAP SuccessFactors HCM Suite can be used to improve decision-making in areas such as employee engagement, turnover, and compliance. PeopleFluent is a workforce analytics platform that focuses on employee engagement and performance. It offers features such as surveys, pulse surveys, and employee feedback. PeopleFluent can be used to improve decision-making in areas such as employee satisfaction, engagement, and well-being. Qualtrics WorkforceXM is a workforce analytics platform that focuses on employee experience. It offers features such as surveys, feedback, and analytics. Qualtrics WorkforceXM can be used to improve decision-making in areas such as employee engagement, satisfaction, and well-being. Qualtrics WorkforceXM is a workforce analytics platform that focuses on employee experience. It offers features such as surveys, feedback, and analytics. Qualtrics WorkforceXM can be used to improve decision-making in areas such as employee engagement, satisfaction, and well-being.Continue reading
Text recruiting is coming to a conference near you. This fall, the Emissary team will be attending and exhibiting at several of the industry's top events. You will find us at: Workday Rising in San Francisco - Tuesday 9/26 - Friday 9/29 Booth # 213 SAP Success Connect in Las Vegas - Monday 10/2 - Wednesday 10/4 No booth but reps will be attending. HR Technology Conference & Expo in Las Vegas - Tuesday 10/10 - Friday 10/13 Booth # 1526 UKG Aspire in Las Vegas - Tuesday 11/7 - Thursday 11/9 Booth #91 Workday Rising EMEA in Barcelona - Tuesday 11/14 - Thursday 11/16 Booth # TBD So be sure to stop by and get a demo of our unique text recruiting solution. Why You Need Text Recruiting In today's competitive job market, companies need to find new ways to attract and hire top talent. One way to do this is to use text recruiting. Text recruiting is the use of SMS text messaging to communicate with candidates throughout the recruiting process. This can be done for everything from initial outreach to scheduling interviews to sending job offer notifications. There are a number of benefits to using text recruiting. First, it is a very effective way to reach candidates. Text messages have a much higher open rate than emails or phone calls. In fact, 98% of text messages are read within 3 minutes. Second, text recruiting is a very personal way to communicate with candidates. It allows recruiters to build relationships with candidates and create a sense of urgency. Third, text recruiting is a very efficient way to recruit. Recruiters can send out mass text messages in minutes, and they can easily track candidate engagement. Emissary.ai is a text recruiting platform that can help companies hire faster and more effectively. Emissary.ai offers a number of features that make it easy for recruiters to use text recruiting, including: Automated text messaging: Emissary.ai can automate the process of sending text messages to candidates, so recruiters don't have to spend time manually sending messages. Personalized text messages: Emissary.ai allows recruiters to personalize text messages to candidates, which can help to build relationships and create a sense of urgency. Tracking and analytics: Emissary.ai tracks candidate engagement with text messages, so recruiters can see how candidates are responding to their messages. If you are looking for a way to hire faster and more effectively, Emissary.ai is a text recruiting platform that can help. To learn more, visit us on the road and let us show you the power of the industry's top text recruiting platform.Continue reading
Talent management is the process of identifying, attracting, developing, and retaining skilled workers to achieve business goals. It is the key function of any HR department and plays a critical role in business success. Effective talent management strategy ensures that organizations have the right people with the right skills to meet their objectives. To excel in talent management function, organizations must have a well-defined strategy that encompasses all aspects of the employee lifecycle. This blog post outlines key strategies for successful talent management and provides advice on how to excel in this function. Talent Management Implementation Define clear talent needs: An effective talent management strategy starts with clearly defining the talent needs of the organization. This includes identifying the skills, experience, and competencies required for each role, and then creating a plan to attract and retain the best talent. Organizations must also evaluate their current workforce to identify gaps and develop a plan to address them. Create a strong employer brand: A strong employer brand is essential for attracting and retaining top talent. Organizations should develop a compelling employee value proposition that showcases their unique culture, values, and benefits. Using social media platforms like LinkedIn, Glassdoor, and Indeed can help create a strong online presence and attract potential candidates. Foster a culture of learning and development: Employees want to work for organizations that provide opportunities for continuous learning and development. Providing training and development opportunities help employees to acquire new skills and knowledge, which is essential for career growth. Organizations should also provide regular feedback and coaching to help employees succeed and grow. Monitor and measure performance: Regular monitoring and measuring of performance help to ensure that employees are meeting the organization's expectations. Performance metrics could include productivity, employee engagement, retention, and customer satisfaction. Organizations must have a process in place for identifying and addressing performance issues. Develop an effective succession plan: A succession plan is essential for managing talent in the long term. Succession planning involves identifying key positions within the organization and developing a plan for filling those positions with internal talent. It is vital to identify employees with high potential early on and provide them with the necessary training and development opportunities. Talent Management Process Looking to get started? A typical process for talent management includes the following steps: Identify talent needs: The first step is to identify the company's talent needs. This involves assessing the current workforce, identifying any gaps in skills or knowledge, and forecasting future talent needs. Attract talent: Once the talent needs have been identified, the next step is to attract top talent. This can be done through a variety of channels, such as job postings, social media, and employee referrals. Select talent: The third step is to select the right talent for the job. This involves screening resumes, conducting interviews, and making hiring decisions. Onboard talent: Once the right talent has been selected, the next step is to onboard them to the company. This involves providing them with training, introductions to key stakeholders, and access to resources. Develop talent: The fifth step is to develop talent. This involves providing employees with training, opportunities for growth and advancement, and feedback. Engage talent: The sixth step is to engage talent. This involves creating a positive work environment, providing opportunities for recognition, and rewarding performance. Retain talent: The seventh step is to retain talent. This involves providing competitive compensation and benefits, creating a positive work environment, and offering opportunities for growth and development. Succession plan: The eighth step is to succession plan. This involves identifying and developing high-potential employees who can fill key positions in the future. This is just a generic process for talent management. The specific steps involved will vary depending on the company's size, industry, and culture. However, all of the steps mentioned above are important for attracting, retaining, and developing top talent. Here are some additional tips for effective talent management: Make talent management a priority: Talent management should be a top priority for any company that wants to be successful. Align talent management with business goals: Talent management should be aligned with the company's overall business goals. This ensures that the company is attracting, retaining, and developing the talent it needs to achieve its goals. Use data and analytics: Data and analytics can be used to make better decisions about talent management. This can involve using data to identify high-performing employees, track employee engagement, and predict turnover risk. Be flexible and responsive to change: The talent landscape is constantly changing. Companies need to be flexible and responsive to change in order to attract, retain, and develop top talent. Invest in talent development: Talent development is an investment in the future of the company. Companies that invest in talent development are more likely to attract, retain, and develop top talent. Create a positive work environment: A positive work environment is essential for attracting and retaining top talent. Companies that create a positive work environment are more likely to have happy and engaged employees. By following these tips, companies can create a strong talent management system that can help them attract, retain, and develop top talent. Why is Talent Management Important Talent management is important for any company that wants to have a successful business. By attracting, retaining, and developing top talent, companies can improve employee performance, boost innovation, enhance customer satisfaction, and achieve their business goals. Here are some specific benefits of talent management for your employees: Career development opportunities: A good talent management system can help employees develop their skills and knowledge, which can lead to new opportunities for advancement. Competitive compensation and benefits: A good talent management system can help ensure that employees are compensated fairly and receive competitive benefits. Positive work environment: A good talent management system can help create a positive work environment where employees feel valued and respected. Opportunities for growth and development: A good talent management system can help employees learn and grow, which can lead to greater job satisfaction. Flexible work arrangements: A good talent management system can help employees find work arrangements that fit their needs, which can improve work-life balance. Overall, talent management is important for both companies and employees. By having a strong talent management strategy in place, companies can attract, retain, and develop top talent, which can lead to a number of benefits for both the company and the employees. This includes defining clear talent needs, creating a strong employer brand, fostering a culture of learning and development, monitoring and measuring performance, and developing an effective succession plan. By following these strategies, organizations can attract and retain top talent, improve employee engagement and productivity, and achieve their business objectives.Continue reading
Job distribution is the process of making job openings known to potential candidates. It is an important part of the recruiting process, as it helps to attract qualified candidates and fill open positions. The idea is to cast a wide net and make jobs discoverable in as many places as possible. There are a variety of channels that can be used for job distribution, including: Job boards: Job boards are websites where employers can post job openings for free or for a fee. There are many different job boards available, each with its own target audience. Company career site: A company's career site is a great way to distribute job openings to passive candidates who may not be actively looking for a job. The career site should be well-designed and easy to navigate, and it should include a comprehensive list of open positions. Social media: Social media platforms like LinkedIn, Twitter, and Facebook can be used to distribute job openings to a wide audience. When posting job openings on social media, it is important to use relevant hashtags and keywords to reach the right candidates. Employee referrals: Employees can be a great source of qualified candidates. Many companies offer referral bonuses to encourage employees to refer their friends and colleagues for open positions. The best way to distribute job openings will vary depending on the company and the position being filled. However, by using a variety of channels, employers can increase their chances of attracting qualified candidates for their open positions. How Job Distribution Works Most jobs that get distributed today are scraped or indexed by machines. A typical employer will have their jobs "scraped" from the career site/ATS by a programmatic job advertising company such as Appcast or Joveo. They then create a master index of those jobs and pay job board such as Indeed and Ziprecruiter to send candidate traffic to those jobs. The employer then pays a small fee for that click. In some cases they may be also be charged a higher fee if that click turns into an applicant. That is called PPA (pay per applicant). Job Distribution Vendors There are a number of players in the job distribution space. They are mainly programmatic software companies that use AI and machine learning to distribute jobs to a variety of the web's top job boards and charge employers on a per click basis (CPC). Here are the programmatic job distribution software companies that are widely known. Appcast is a leading programmatic job distribution platform that helps employers reach qualified candidates across a variety of channels, including job boards, social media, and their own career site. Appcast offers a variety of features that make it easy to manage job distribution, including: Automated job posting: Appcast can automatically post job openings to a variety of job boards and social media platforms, saving employers time and effort. Targeted advertising: Appcast uses data to target job ads to the right candidates, based on their location, skills, and interests. Reporting and analytics: Appcast provides detailed reporting and analytics on job distribution campaigns, so employers can track the results of their efforts and make necessary adjustments. Joveo is another leading programmatic job distribution platform that offers a variety of features similar to Appcast. Joveo also offers a few unique features, such as: Applicant tracking system integration: Joveo integrates with leading applicant tracking systems (ATS), making it easy to manage job applications and candidates. Machine learning: Joveo uses machine learning to optimize job ad targeting and placement, so employers can get the most out of their job distribution campaigns. JobAdX is a programmatic job distribution platform that specializes in reaching passive candidates. JobAdX uses data to target job ads to candidates who are not actively looking for a job, but who may be a good fit for the open position. Aimwel is a programmatic job distribution platform that offers a variety of features specifically designed for small businesses. Aimwel is easy to use and affordable, making it a good option for businesses with limited resources. PandoLogic is a large programmatic job distribution platform that offers a wide range of features and services. PandoLogic is a good option for businesses that need to reach a large number of candidates. They are owned by Veritone which recently acquired Broadbean, one of the oldest job distribution companies in existence. Recruitics is a data-powered recruitment marketing agency that helps companies attract and hire top talent. They offer a variety of services, including programmatic job distribution, ATS integration and reporting and analytics. AcquireROI provides programmatic advertising, custom candidate apply experiences, quality assurance, and consultation services. These are just a few of the many programmatic job distribution software companies available. When choosing a platform, it is important to consider the specific needs of your business and the features that are most important to you.Continue reading
With the rise of gig employment, employers have found themselves grappling with a new challenge: a shrinking pool of available talent. As the gig economy continues to grow, more and more individuals are opting for gig work over traditional employment, creating a competitive landscape for recruiters, human resources, and talent acquisition professionals alike. In this blog post, we'll explore the rise of the gig economy and examine the reasons why individuals are increasingly choosing gig work instead of full-time employment. The gig economy is a term used to describe a labor market where freelance and contract workers are hired on a project-by-project basis. The gig economy includes a wide range of industries, from food delivery to graphic design to ride-sharing. According to a recent survey, 36% of the US workforce, or approximately 57 million people, work in the gig economy. A trade group that represents Grubhub, Instacart, Lyft, and many other "gig economy" apps says that than 23 million Americans have earned money through one of these platforms in the last 12 months. That's a significant number of people. Why are people choosing gig work over traditional employment? There are several reasons why people are increasingly choosing gig work over traditional employment. One of the main reasons is flexibility. Gig workers have the ability to set their own schedules and choose the projects they work on. They are not tied down to a specific employer or set hours, which can be appealing to many individuals. Additionally, gig work can be a way for individuals to explore different industries and gain new skills. The impact of the gig economy on traditional employment The growth of the gig economy is having a significant impact on traditional employment. With more people opting for gig work, employers are finding it harder to fill their open positions with qualified candidates. This is particularly true for positions that require specialized skills or experience. Additionally, the rise of gig work has put pressure on employers to offer more flexibility and benefits in order to compete with the gig economy. The benefits and drawbacks of gig work While gig work can provide individuals with flexibility and the ability to explore different industries, there are also drawbacks. Gig workers are often not provided with the same benefits as traditional employees, such as healthcare or retirement benefits. Additionally, gig work can be unpredictable and may not provide a steady stream of income, which can be difficult for individuals who rely on a consistent income. Recruiting against gig employment Gig employment is a here to stay, and it's having a significant impact on traditional recruiting methods. In order to compete with the gig economy, employers need to offer attractive benefits and perks that gig workers can't get. Here are some ways that traditional employers can compete with the gig economy: Offer flexibility. One of the biggest draws of the gig economy is the flexibility it offers workers. Traditional employers can compete by offering flexible work arrangements, such as telecommuting, flextime, and compressed workweeks. Provide benefits. Many gig workers don't receive benefits like health insurance, paid time off, and retirement plans. Traditional employers can attract and retain top talent by offering competitive benefits packages. Create a positive work culture. Gig workers often feel isolated and lack a sense of community. Traditional employers can create a positive work culture by fostering collaboration, teamwork, and social interaction. Embrace technology. The gig economy is powered by technology. Traditional employers can compete by embracing technology and using it to streamline operations, improve communication (like with texting), and provide better customer service. In addition to these strategies, traditional employers can also compete with gig employment options by focusing on their core strengths. What makes your company unique? What can you offer workers that they can't get from a gig economy platform? The gig economy is a rapidly growing market that is changing the way we think about work. For employers, this means they must adapt to the changing landscape of the labor market and find new ways to attract and retain talent. For workers, the gig economy can provide flexibility and the ability to explore different industries, but it's important to weigh the benefits and drawbacks before diving in. As the gig economy continues to grow, it will be interesting to see how traditional employment and gig work continue to compete for talented individuals.Continue reading
Human resources (HR) is a broad field that encompasses a wide range of responsibilities, from recruiting and hiring to employee relations and benefits. As such, there are many pros and cons to working in HR including some bad situations which you can read about below. Pros of working in HR Helping people: HR professionals have the opportunity to help people every day, whether it's helping them find a job, resolve a conflict, or develop their career. This can be a very rewarding experience. Variety of tasks: HR professionals typically have a variety of tasks to complete, which can keep the job interesting. This might include recruiting, hiring, onboarding, training, performance management, compensation and benefits, employee relations, and more. Good pay and benefits: HR professionals typically earn good salaries and benefits, which can include health insurance, retirement plans, and paid time off. Opportunities for advancement: There are many opportunities for advancement in HR, from entry-level positions to senior-level roles. This can be a great career path for people who are looking for growth and development. Cons of working in HR Stressful: HR professionals often have to deal with difficult situations, such as employee layoffs or conflicts. This can be stressful, but it can also be challenging and rewarding. Legal liability: HR professionals are often responsible for ensuring that the company complies with employment laws. This can be a daunting task, but it's important to ensure that the company is protected from legal liability. Confidentiality: HR professionals must maintain confidentiality, which can be difficult at times. This is especially true when dealing with sensitive employee issues. Politics: HR departments can be political, which can be frustrating for some people. It's important to be able to navigate the political landscape in order to be successful in HR. Sad Stories from HR Life Here's a typical story I hear over and over again. An HR person in a popular HR group wrote this recently; How would you feel if you were THE sole HR person for 300 employees? I can barely keep up and I am so overwhelmed! I work from 8 am to 10-11 pm! One HR person responded by saying; "Oh my goodness, you should not have to work hours like that! Maybe once a year for a special project. But absolutely not ever as a regular schedule. You can absolutely justify at least one if not two people in your department. Do not continue to put in those hours. You are doing your own physical and mental health no favors." It's rather sad to have to read stories like these. Another reader chimed in by adding; "Sadly, this is all too familiar. I walked in those shoes. I ultimately left and was replaced with 3 people & they’re still struggling in some areas. Sometimes you have to put yourself first. The need varies greatly by the tasks, automation, and corporate support, but it’s obviously not working for you. That kind of pace WILL affect your health. Stop." Here are some additional quotes from social media that summarize what life is like while working in HR. Can you relate? "Working in HR is like being a referee in a game of dodgeball. You're always getting hit, but you're also the one who has to make sure everyone plays fair." - @hr_quotes "HR is the only department that has to deal with both the best and the worst of people." - @hr_professional "Working in HR is like being a therapist, a lawyer, and a mediator all rolled into one." - @hr_life "The best part about working in HR is helping people find their dream jobs. The worst part is having to fire people." - @hr_insider "HR is the intersection of business and people. It's a challenging but rewarding career." - @hr_guru These quotes highlight some of the challenges and rewards of working in HR. It's a field that requires a lot of patience, empathy, and problem-solving skills. But it's also a field that can be very rewarding, as you get to help people find their dream jobs and build successful careers. Here are some additional things to consider when thinking about a career in HR: Your personality: HR professionals need to be able to work well with people from all walks of life. They also need to be able to handle stress and be able to maintain confidentiality. Your skills: HR professionals need to have strong communication, problem-solving, and analytical skills. They also need to be familiar with employment laws and regulations. Your education: Most HR professionals have a bachelor's degree in human resources or a related field. Some employers may also require a master's degree. Overall, there are many pros and cons to working in HR. It's a rewarding career that can be challenging and exciting. If you're interested in helping companies grow and working in a field with a lot of variety, then HR might be a good career choice for you. But you'll have to weed through the bad companies to ensure you don't end up in a toxic environment.Continue reading
A common interview style used by employers is the group interview. A typical group interview will involve several candidates sitting in a room with one or more interviewers. The interviewers will typically start by asking each candidate to introduce themselves and share their qualifications. They may then ask group questions, such as "How would you handle a customer complaint?" or "What are your thoughts on our company's mission statement?" The interviewers may also give the group a task to complete, such as brainstorming ideas for a new marketing campaign or solving a problem. The interviewers will observe how the candidates interact with each other and how they contribute to the group discussion. At the end of the interview, the interviewers may ask each candidate any final questions. They may also give the candidates an opportunity to ask questions. Group Interview Tips Group interviews can be a valuable tool for employers to assess how candidates interact with others and contribute to a team environment. To conduct a successful group interview, there are several tips to keep in mind. First, it is important to establish clear objectives and guidelines for the interview. This includes providing a clear agenda and outlining the specific tasks or questions that will be addressed during the session. Second, it is crucial to create a comfortable and inclusive atmosphere for the candidates. This can be achieved by encouraging open and respectful communication, actively listening to each candidate's contributions, and promoting collaboration among the group. Lastly, it is essential to effectively observe and evaluate the candidates' performance throughout the interview. This can be done by taking detailed notes, assessing how individuals handle conflict or disagreements, and evaluating their ability to effectively communicate and work as part of a team. By following these tips, employers can conduct a successful group interview that provides valuable insights into a candidate's abilities and suitability for a particular role. Questions to Ask Candidates During a group job interview, employers can ask a variety of questions to assess a candidate's qualifications and suitability for a role. Here are 10 example questions: 1. "Tell us about a time when you had to work collaboratively with a team to achieve a goal. How did you contribute to the team's success?" 2. "What strategies do you use to effectively communicate and resolve conflicts within a team?" 3. "How do you prioritize tasks and manage your time when working on multiple projects with competing deadlines?" 4. "Can you provide an example of a time when you had to think creatively to solve a problem in a team setting?" 5. "Describe a situation where you had to take on a leadership role within a group. How did you motivate and inspire your team members?" 6. "How do you handle feedback and constructive criticism from team members or supervisors?" 7. "Tell us about a time when you faced a challenge or setback as part of a team. How did you overcome it?" 8. "What role do you usually take on within a team? Are you more comfortable leading, supporting, or contributing ideas?" 9. "How do you ensure that everyone's opinions and ideas are heard and respected within a team?" 10. "Describe a time when you had to adapt to a change or unexpected situation within a team. How did you handle it?" These questions allow employers to gauge a candidate's ability to work well in a team, communicate effectively, problem-solve, and demonstrate leadership skills. By asking these questions, employers can gain valuable insights into a candidate's suitability for a particular role and their potential for success within the company. Group Interview Advantages and Disadvantages Advantages of group interviews include the efficiency they create (especially in high volume scenarios) as well as learning how candidates can work work with one another. But there are also some downsides to consider. One downside is that in a group interview, it can be challenging for each candidate to truly stand out and showcase their individual strengths and qualifications. With multiple candidates vying for attention, it can be difficult for interviewers to fully assess each candidate's potential. Additionally, group interviews may not provide a comprehensive understanding of a candidate's individual skills and abilities, as the focus is primarily on how they interact within a group setting. Furthermore, some candidates may feel intimidated or overwhelmed by the presence of others, which can hinder their ability to perform at their best during the interview. Lastly, group interviews can be time-consuming, as interviewers need to allocate sufficient time for each candidate to participate and contribute to the group discussion. Despite these downsides, with careful planning and consideration, group interviews can still provide valuable insights into a candidate's suitability for a particular role.Continue reading
A great corporate career site is essential for attracting top talent and building a strong employer brand. Many candidates use the career site to research the company they just applied to. So you'll need to stock it with information that potential candidates would want to know. Write about things like what to expect during the hiring process, culture an benefits information, visual showing life at the company and an easy to use job search experience. Let's dive deeper into career site best practices to consider. Employer branding and messaging. Your career site should clearly communicate your company's culture, values, and why it's a great place to work. This should be reflected in the overall design of the site, as well as the content, such as your company's mission statement, employee testimonials, and photos of your workplace. A user-friendly interface. Your career site should be easy to navigate and use. This includes having a clear search function, as well as well-organized job listings. The application process should also be simple and straightforward. Up-to-date job listings. Your career site should always have a current list of open positions. This shows that your company is actively hiring and that you're open to new talent. Video and multimedia content. Using video and other multimedia content can help you bring your company's culture to life and make your career site more engaging. For example, you could include videos of employees talking about their work, or photos of your office space. Social media integration. Integrating your career site with social media platforms can help you reach a wider audience of potential candidates. This allows candidates to share your job listings with their networks, and it also gives you a way to interact with candidates on a more personal level. Mobile-friendly design. More and more people are using their mobile devices to search for jobs. Make sure your career site is optimized for mobile devices so that candidates can easily view and apply for jobs on their phones or tablets. By following these best practices, you can create a corporate career site that will help you attract top talent and build a strong employer brand. But wait! There's more you need to do: Make sure your career site is aligned with your overall marketing and branding efforts. Your career site should be a reflection of your company's overall brand, so make sure the design, messaging, and tone of voice are consistent with your other marketing materials. Use data to track the performance of your career site. This will help you see what's working and what's not, so you can make necessary improvements. You can track things like website traffic, bounce rates, and application conversion rates. Keep your career site fresh and up-to-date. This means adding new job listings regularly, as well as updating the content on your site. You should also make sure to test and optimize your site regularly to ensure that it's performing as well as possible. Make it easy to find. Put the careers or jobs link in both your top and bottom navigation across the main company website so it is easily found. By following these tips, you can create a corporate career site that will help you attract top talent and build a strong employer brand. Career Site SEO If you want to go a step further you can also leverage SEO techniques to attract Google searches. Here are some tips on how a career site can achieve great SEO: Do keyword research. Before you start optimizing your career site for SEO, you need to do keyword research to find out what keywords people are using to search for jobs in your industry. You can use tools like Google Keyword Planner, MOZ or Ubersuggest to help you with this. Use relevant keywords throughout your site. Once you know what keywords you want to target, you need to use them throughout your site. This includes your job listings, your company's overview, and any other content on your site. Optimize your title tags and meta descriptions. Your title tags and meta descriptions are the most important parts of your site for SEO. Make sure they include your target keywords and are clear and concise. Create high-quality content. In addition to using relevant keywords, you also need to create high-quality content on your career site. This means having well-written job listings, informative company overviews, and engaging blog posts. Create pages for your evergreen jobs that talk about the role in great detail. Build backlinks. Backlinks are links from other websites to your career site. They are a signal to Google that your site is authoritative and relevant. You can build backlinks by guest blogging, participating in industry forums, and submitting your site to directories. Keep your site up-to-date. Google loves fresh content, so make sure you keep your career site up-to-date with new job listings, blog posts, and other content. Use social media. Social media can be a great way to promote your career site and drive traffic to it. Make sure you share your job listings on social media, and engage with potential candidates on social media platforms. By following these tips, you can improve the SEO of your career site and make it more visible to potential candidates. In addition, you should also do this; Use a responsive design. More and more people are using their mobile devices to search for jobs. Make sure your career site is responsive so that it can be viewed and used on mobile devices. Optimize your images. Images can help to improve the SEO of your career site. Make sure your images are optimized with relevant keywords and alt text. Track your progress. It's important to track your progress and see how your SEO efforts are impacting your site's traffic and rankings. You can use a tool like Google Analytics or Statcounter to track your progress. By leveraging SEO, creating great candidate specific content and paying close attention detail, an employer career site can be a fabulous tool for attracting talent. It just takes a concentrated effort over time to make it work for you.Continue reading
Candidate ghosting is a major problem in today's hiring process. It occurs when a candidate suddenly stops communicating with a company after expressing interest in a position. This can be frustrating and time-consuming for hiring managers and recruiters, and it can also leave candidates feeling confused and rejected. This ensures the resume black hole is alive and well in the job hunt. Consider this stat published by Indeed.com from 2022: 76% of employers say they’ve been ghosted in the past 12 months. That number is daunting. There are a number of reasons why candidates might ghost a company. Common reasons include: They were no longer interested in the role or company after learning more. They accepted another job offer. The hiring process was too slow or disorganized. They felt they were not being treated respectfully. For many years recruiters have ghosted candidates. So when they job market turned into a candidates market, job candidates became more empowered to do the same to employers. Unfortunately no one wins in these scenarios and job hunting remains a frustration for all involved. Root Causes of Candidate Ghosting There are a number of root causes of candidate ghosting. Some of the most common are: Slow and/or disorganized hiring processes. When candidates have to wait weeks or even months to hear back from a company, they're more likely to lose interest and move on to other opportunities. Also too many interviews can overcomplicate the process. Lack of transparency. When candidates don't know what to expect at each step of the hiring process, they're more likely to feel frustrated and abandoned. Poor communication. When candidates don't receive timely or clear communication from a company, they're more likely to assume that they're not being considered for the role. Unprofessional behavior. When candidates are treated disrespectfully by a company, they're more likely to ghost that company. Poor Hiring Software: If a candidate is forced to jump through too many hoops while applying online they are much more likely to ghost you. How to Stop Candidate Ghosting There are a number of things that companies can do to stop candidate ghosting. But it begins with getting the basics right. That starts with leadership. Corporate and talent acquisition leaders need to make empathy part of the recruiting process to ensure a great candidate experience. That experience must include the following: Be transparent and communicative. Keep candidates updated on the status of their application and let them know what to expect at each step of the process. Be professional and respectful. Even if you're not interested in a candidate, it's important to let them know in a timely and respectful manner. Use technology to your advantage. There are a number of tools that can help you automate communication with candidates and track their progress. Have a plan for closing the loop. If a candidate ghosts you, send them a final email or message letting them know that you're still interested in them and inviting them to reach out if they change their mind. Shorten Your Hiring Process. The days oh three week long interview processes and dragging out a candidate search are over. Today;s employers need to add an element of speed into their recruitment funnel. How Texting Eliminates Ghosting Traditional methods of communicating with candidates are becoming less effective. The majority of Americans don't answer calls from unknown numbers, and 14% don't check voicemails. Even email is falling out of favor, with 85% of smartphone users preferring mobile messages to emails and calls. The average email open rate is just 20%. Text messaging is a more effective way to reach candidates. 90% of people open texts within three minutes, and texting has five times the open rate and eight times the response rate of email. This means that text messaging is a more reliable way to ensure that candidates receive critical messages. Integrating text messaging into your hiring process can help to curb ghosting. Ghosting is when a candidate disappears without responding to your messages. By using text messaging, you can increase the odds that candidates will read your messages and respond to you. Here are some additional tips for communicating with candidates: Be clear and concise in your messages. Use a personalized tone. Be respectful of candidates' time. Follow up promptly. Closing the Loop The other part of ending ghosting is something many employer overlook. The rejection email. Far too many employer fail to close the loop on their candidate interaction. Every candidate deserves a timely yes or no answer when it comes to their job application. Make a point to reject everyone you are not going to interview or hire within a few weeks of their application. Closing this loop will go a long way to ending the resume black hole. By following these tips, you can improve your communication with candidates and increase your chances of mitigating the ghosting problem. Lets End Candidate Ghosting Candidate ghosting is a problem, but it's one that can be solved. By following the tips in this guide, you can create a more positive and respectful hiring experience for your candidates. Let's end the ghosting problem and help bring the era of the resume 'back hole' to an end. Candidates deserve a better experience when it comes to their job search. Employer should do their part by pledging to eliminate the cycle of candidate ghosting. Below are some additional links and videos to help further educate you about this problem. Additional Links & Resources The Reason You Got Ghosted by a Candidate Best Practices to Mitigate Ghosting in Your Organization 7 Ways to Prevent Employee Ghosting Why Employers Ghost Job Seekers, and How to Respond EndGhosting in recruitment Anti-Ghosting VideosContinue reading
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