Recruiting Trends (2)
Recruiting Trends
The Rise of Digital Nomads
There’s a new class of workers who travel the world while working remotely. They are the digital nomads who discovered during the Covid shutdown they could just as easily work from a hostel, a campground or an RV as from an office. What makes these digital nomads different is that they are full-time employees with traditional jobs. Once mostly composed of freelancers, contract workers, and the self-employed, the nearly 11 million digital nomads now include millions of traditional job holders. Doubling in just one year, there’s now more than 6 million of them working almost anywhere they please. As a study by MBO Partners explains, “The COVID-19 pandemic resulted in major changes in the make-up of digital nomads. The biggest shift is that traditional job holders have been unleashed from their offices and many, instead of staying in one place, are taking to the road. In 2020, the number of traditional workers working as digital nomads grew 96 percent, from 3.2 million to 6.3 million.” The pandemic also increased the number of independent workers opting for the digital nomad lifestyle, but by a much smaller 12%, to 4.6 million. The pandemic prompted other changes in the ranks of digital nomads. Boomers, who previously accounted for 27% of the cohort, now make up 17%. GenXers declined by 3 points to 22%. The researchers say the decline in these two groups is due largely to Covid’s health risks “making them temporarily less interested in a nomadic lifestyle and more comfortable staying at home.” On the other hand younger workers jumped at the chance to work and travel domestically and abroad. Their share grew from 48% to 62%. By far more men than women are digital nomads. The split is 59% to 41%. The racial makeup, however, mirrors the U.S. population: 70% white, 14% African American, 7% Hispanic, 7% Asian, and 2% other. The study also found these workers to be far more technically savvy, better educated and they participate much more in work-related skills training than their stay at home counterparts. They’re also very satisfied (81%) or satisfied (9%) with their lifestyle. The same can’t be said for their employers, most of whom have no policies or programs and may not even know just how remote their remote workers are. When the pandemic forced companies to go virtual, like most other employers Morgan Stanley was expecting its employees to work from home. Most did. But a small, yet significant number discovered that remote could be anywhere in the world there’s internet access and cell service. So many became digital nomads that in June CEO James Gorman bluntly declared the company office was the place to be. “If you want to get paid New York rates, you work in New York. None of this ‘I’m in Colorado and working in New York and getting paid like I’m in New York.’ Sorry, that doesn’t work.” This geoarbitrage – workers from high-wage areas traveling to low-cost areas – isn’t the only issue rankling employers. There are legal concerns over labor laws and tax rules that vary from state to state and, even more significantly from country to country. Littler, the global employment law firm, saw the trend toward cross-border telecommuting as important enough to publish a special report. What to do about “Global COVID Nomads discusses the legal issues and compliance risks employers face when their employee travel outside the area. Covid Nomads “Domestic covid nomads cause compliance issues when they get away and start working in some new state, province or municipality,” notes the report. “But a global covid nomad, by definition, triggers international legal challenges. These challenges can be particularly tough to rectify, even hard to spot.” Individual workers too have to be aware of differing tax laws, not to mention visa and residency requirements. Global nomads may be on the hook for paying income tax in both the US and the country where they work. The situation is less complicated for domestic nomads, but they still need to understand multi-state tax rules. Travel websites and remote work job boards have sprung, if not to the rescue, at least to offer help. TravelingLifestyle, for example, has an entire section focused just on digital nomading, listing countries with tax incentives and other programs to lure digital nomads. Other sites have lists of jobs especially suited to the digital nomad lifestyle. Will the digital nomad trend survive the end of the pandemic and employers’ return to the office hopes? Without question agree employment professionals. Writes Dan Schawbel, author and managing partner of Workplace Intelligence, “Digital nomads will continue to roam the world post-Covid and companies that want to attract and retain them will enable their lifestyle in exchange for their highly-skilled talent, productivity.” Coincidentally enough, among the tech and creative jobs FlexJobs lists for digital nomads, one type in particular stands out – recruiter. John Zappe Contributed
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Recruiting Trends
Talent on Demand - Top Sites for Temporary Help
Talent on demand is the hottest, new old trend in workforce management. It’s hot because organizations and individual workers are embracing talent on demand like never before. We say it’s an old trend because freelancing and moonlighting have existed for decades. It’s new, because instead of purely being a way to supplement an income or take on odd jobs during periods of unemployment, talent on demand – more rightly called “gig” work – is becoming an accepted career choice. Well before the Covid pandemic, the gig economy was growing briskly. Between 2014 and 2019 the number of workers taking on short-term jobs at least part of the time grew almost 8% to 57 million. Covid accelerated the trend as businesses were forced to shut down or have their employees work from home. The latest survey by the gig work site Upwork says 59 million Americans now participate in the gig economy to some extent. Last year, they earned $1.2 trillion. Millennials and Gen Z workers are driving the growth, aided by an increasing number of retirees. While many turn to freelancing out of necessity, the majority of talent on demand workers adopt it for the benefits it offers. The flexibility of working where and when they want tops their list. Many also cite the variety of projects and clients; not having to answer to a boss, and the ability to earn more than they would in a traditional job. Businesses now are also more open to contracting for specific projects and tasks. Many see talent on demand as a way to supplement their workforce without adding to headcount. Others find they can get the expertise of top professionals they might not otherwise be able to hire. Behind the growth of the talent on demand economy is the internet and the gig work platforms that match freelancers to jobs. The three largest – Upwork, Fiverr and Freelancer – have millions of remote work projects, tasks and assignments among them. Other sites, like TaskRabbit and Wonolo, offer in-person gig jobs. We’ve compiled a list of 10 of the better known, general work sites. Besides these, there are dozens of others, like 99designs, that specialize in specific professional services. Upwork One of the world’s largest networks of freelancers and contractors, publicly held Upwork is global in scope. All work is virtual and goes through its proprietary platform. Businesses post their project needs and freelancers on the network bid for the work. The platform includes ratings, freelancer portfolio, contracts and billing. Fiverr Similar to Upwork and also publicly held, Fiverr’s focus is more on low-budget, short-term “gigs” with quick turnaround times. The key difference is that freelancers offer their services, rather than bid on specific jobs. Businesses select the contractor based on reviews, portfolios and service levels. All arrangements go through the Fiverr platform. Freelancer The business model is similar to Upwork. Contractors and freelancers bid on projects posted by businesses. (It also has a direct hire feature.) The service buyer selects the contractor from online ratings and portfolios. The commission charged to freelancers varies with the type of project. Amazon Mechanical Turk Part of Amazon, businesses (called requestors) post “Human Intelligence Tasks” that are typically simple, repetitive and can be performed remotely by multiple Turkers. Survey taking, processing photos, identifying images, confirming details, or cleaning or completing databases are among the typical tasks. Minimum fee is 1 cent per task. Toptal Toptal promotes itself as offering high quality, full vetted professionals in software development, design, finance and product and project management. It’s most effective in the tech sector. Businesses are matched with talent appropriate for their specific need or project. Engagements typically are for weeks or months. Toptal’s costs are among the highest. Guru This marketplace operates much like the larger Upwork and Freelancer. It has fewer jobs, with the largest number in programming and web development. Employers can post jobs free. Work is performed in Guru workroom. Guru charges freelancers a 9% commission on work. Craigslist This well-known, highly trafficked global classified’s site may be the oldest online place for hiring gig workers. Though it’s lost much of its luster in recent years, Craigslist still has a strong following. Depending on the locale, the gigs section may get dozens or hundreds of new listing daily, many of them seeking in-person immediate, temporary help. Freelancers can post their services. No commissions, but small posting fee. Taskrabbit Owned by Ikea, this labor marketplace is for small, short-term jobs that require an in-person presence. Typical jobs are help moving, house cleaning, furniture assembly, pet walking and minor home repairs. Used by small businesses and individuals. Freelancers set rates by the hour, but are highly negotiable. Only available in major urban areas. Wonolo This virtual staffing firm provides hourly workers in a limited number of job types, many of them in logistics, clerical, food handling and events. The jobs are short term. Workers are pre-screened. Wonolo will background check workers. Workers opt-in to posted jobs or are matched to employers and begin work immediately. FlexJobs Not exclusively for gig work, the site has a mix of part-time and project work. All jobs are flexible, remote or both. Employers can post a limited number of jobs free and receive applications as they would on other job boards. Contribution by author John Zappe
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Recruiting Trends
Job Ghosting Prevention Tips
So you’ve been ghosted, but your company is not alone. There’s a lot of people just like you that have been ghosted in today’s crazy job market. Sometimes candidates complain about getting ghosted when there’s low unemployment. And there’s a lot of jobs around the corner. But this post is about recruiters and HR leaders being ghosted…and what you can do about it. We’ve definitely come full circle when it comes to job ghosting. Candidates have been complaining about it for years, hence the term ‘resume black hole’ that has persisted forever. In a world where you can apply for a hundred jobs a day using those Easy Apply buttons, it’s made it worse. Recruiters can sometimes not keep up with the amount of applications. But that’s not the case today when applications are few and far between. So let’s talk about preventive measures to avoid job ghosting. Here’s when it happens, They ghost you in the initial outreach. They ghost you when you set up a time to talk to them. They also ghost you when you set up an interview with the hiring manager. They ghost you on the first day of work. The last one is especially tough to swallow. They’re still a candidate at this point because they never became an employee and they simply don’t show up. Or worst of all they stop coming to work with no communication ever as to why.. Suffice to say there’s a lot of ghosting going on there. A better way to frame this issue however is to reverse your thinking. Instead of saying, “How can I reduce the amount of ghosting that’s going on for my recruiting team because it’s impacting us?” ask yourself this question; How do I get these people to ghost me faster? You want them to ghost you earlier in the process where the stakes and the consequences are less than when I put them in front of a hiring manager or when I’ve set up the time to do a phone screen with them, or their first day of work. Employers must do more to let candidates self-select out of your hiring process. You want them to ghost you faster. That should be every talent acquisition professionals mindset. How do you do that? First be upfront about the job and working conditions. Make sure recruiters tell candidates upfront what’s expected (this goes for the job description too). Don’t play around, tell them what it pays. Tell them what the hours are, tell them what the bad and the ugly of the job is in your first communication with them. The truth is your friend. Give them bad stuff well in advance of any interview so they ghost you right then. If you don’t give them enough detail, and downplay the role, they’re going to ghost you at some point. You want them to ghost you in stage one. Another great way to cull the ghosters in your funnel is to let them take the initiative. Don’t hold their hands. If they want to work for you, give them the ability to self schedule the phone screen. But if you make them go out and actually take an action, some people will self-select out of the proces. Then remind them like crazy about next steps and time/dates. Texting them reminders along the way is one of the most effective tools in your toolbox for that. Remember that you control the candidate experience. If you’ve reached out to somebody passively, gave them a data dump and talked about how fabulous your culture is or the work or the job. And then they go to your website and see everything you’ve said is BS, they’re going to ghost you. What did your recruiter say to the candidate during that first initial call? Were they on point? Were they on brand? Were they just reciting the same script so they could get somebody hired? Employers have to look internally at some point on what are the things they can control, what are the things we’re missing before we just say it’s simply a COVID problem. So give these ideas some thought and re-adjust. Ghosting will always happen but you can prevent a certain portion of people from doing it by being conscious of that candidate experience and letting them ghost you much earlier in that process.
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Recruiting Trends
Soaring Employee Turnover Rate is a Covid Legacy
The voluntary employee turnover rate is soaring, reaching levels rarely seen in the last 20 years. For March, the average for the private sector was 2.7%, which translates into an annual voluntary employee turnover rate approaching one-third. Imagine the impact to a company of losing every third worker, yet that is what many businesses are facing. For restaurants, hotels and motels the employee turnover rate is even worse, a stunning 5.3%. Now add in the number of workers retiring, fired and laid off and the average national private sector employee turnover rate – total worker churn – stood at 4.1%. It’s “The Great Covid Job Churn,” says William Vanderbloemen, CEO of an executive search firm, and it’s “coming for you.” Writing in Forbes in January, Vanderbloemen, predicted 2021 “will result in unprecedented turnover in job markets across the country.” Four months later, data from the U.S. Department of Labor shows how right he was. The government’s monthly surveys of job openings, hires and turnover shows openings were at a record high 8.1 million in March. Yet only 6 million hires were made, a number equal to the total separations – quits, layoffs, retirements and firings – during the month. No wonder employers are having such difficulty in filling jobs. Instead of being able to aggressively increase employment, employers are barely able to keep the workers they already have. Small business is being hit especially hard by the eagerness of workers to change jobs. The National Federation of Independent Business reported 44% of small business owners had openings they couldn’t fill. The Wall Street Journal said it was the highest level in 50 years. Employee Turnover Stats Business employing 10-49 workers, a group that includes most fast-food restaurants, had an employee turnover rate of 3%. Those with 50 to 249 employees had a voluntary turnover rate of 2.9%. The reasons for the increasing employee turnover rate are both practical and predictable, as wells as emotionally existential. While the pandemic raged and businesses were closed, workers who might otherwise have sought new opportunities or the next step in their career held off. The uncertainty of what might happen next was unnerving. Now that the light at the end of the tunnel is bright, workers are more confident about changing jobs. Another group of workers who discovered they enjoyed working remotely more than commuting to an office is seeking out employers who will permit them to work from home part or all of the time. A new survey of remote workers found 58% will look for another job if they can’t continue working remotely. Many others who might not have questioned their career choice had time during the Covid lockdown to reevaluate where they were and what they wanted out of their work life. Some of the turnover is due to these workers going back to school to learn new skills. Others are leaving for careers that may be more fulfilling than what they had been doing. While some turnover is inevitable, there are things an employer can do to minimize the loss of talent. The first place to look is compensation and benefits. If the pay is not competitive or the package is merely average, improving compensation will help take money out of the picture. Career advancement and training is a key reason people have historically changed jobs. Even in the smallest shops, owners and employers can provide opportunities for workers to develop their skills and learn new ones. Workers at larger employers can be given additional responsibilities and a detailed plan for career advancement. Scheduling and flexibility was becoming a hot button issue long before Covid. Now, retention may well depend on it. Workers have demonstrated they can be as productive at home as in the office; many were even more productive without the interruptions common in a communal workspace. Because of Covid, workers enjoyed the opportunity to take care of family chores and still get their work done. Providing flexibility will keep workers from searching for another job that does. With the employee turnover rate as high as it has ever been, employers need to consider doing everything they can to retain the best workers. Recognizing that the pandemic has changed the nature of work and that they must change how they manage employees is the first step. ### Contributions by John Zappe ###
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Recruiting Trends
Hospitality Industry Trends in Hiring: Signing Bonuses
In today’s challenging job market, hospitality employers are going to great lengths to attract new workers. Some are getting rather creative when it comes to hiring perks. Take the Vivili Hospitality Group in Prescott, Arizona. They have partnered with a local college to offer free tuition in an attempt to incentivize new hires amid a national hiring crisis that has “plagued the restaurant industry since the pandemic.” The owner of Vivill, Skyler Reeves said, “Attracting and retaining the best talent is a top priority for Vivili and creating this program with Yavapai College allows us to do just that, while also contributing to the community by funding the education of people looking to get ahead in their careers. With this being a challenging hiring time for the service sector all over the country, our vision for this program is to find a creative way to alleviate this industry-wide issue.” Students who accept the job are able to choose any major at the college without restrictions. More interesting is that Reeves didn’t put many restrictions on the offer. They just have to be employed by Vivilli until they graduate. New workers must be employed by May 22 to qualify and those enrolling in the second fall term beginning Oct. 11 must start their employment by July 17. Employees must earn a passing grade of C or better to receive the reimbursement. Chipotle also offers a tuition reimbursement program, allowing eligible employees to be reimbursed for tuition up to $5,250 per year in qualifying programs. Signing Bonuses Reign Most hospitality job recruiters are not as creative instead turning to hiring bonuses to lure new hospitality workers. Here are some examples we’ve seen in the headlines. The Max Restaurant Group out of Hartford,CT is offering $1,000 sign on bonuses to new hires (even dishwashers. Must be employed for at least 5 weeks. The Mohegan Sun Casino also in Connecticut is offering $2,000 signing bonuses for culinary staff. Marriott Vacations Worldwide in Orlando is offering new hires a $1,000 sign-on bonus as the company adds staff for seven timeshare properties. Dinosaur Bar-B-Que in Rochester, NT offers a $275 sign-on bonus. BJ’s Wholesale Club does a $500 sign-on bonus and a $500 referral bonus for employees who are “in good standing for 90-days.” Hollywood Casino in Columbus Ohio offers a $1,000 sign on-bonus for select positions. Sign-on bonuses seem to be the main strategy for recruiting at this point in the hospitality industry. This trend is likely to stay at least for the next few months. It remains to be seen if these kinds of bonuses will become the norm going forward. Only more applicants in the talent pool can lessen the need to offer these kinds of monetary perks.
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Recruiting Trends
Future of Work and What It Means for Recruiting
Remote enablement company Citrix recently undertook a year-long study of global work patterns and trends, to understand how work will change and the role that technology will play in enabling people to perform at their best. Their conclusion: “driven by flexible models and intelligent solutions that remove the complexity and noise from work, employees will be more engaged and productive and fuel innovation and growth like never before.” They also say that robots won’t replace us. But they will make us smarter and more efficient. Most respondents believe that in fifteen years, artificial intelligence will significantly speed up the decision-making process and make workers more productive. You can include recruiters and HR professionals among those workers. I’m sure candidates will experience that evolution as well by benefiting from a speedier recruiting funnel. Work Becomes Flexible Technology that allows for seamless access to the tools and information people need to collaborate and get work done wherever they happen to be will fuel flexible models that the future of work will demand. 67 percent of professionals (business leaders and workers combined) believe that a “platform” model – which creates value by facilitating exchanges between groups or individuals using digital technology – will dominate work in the future. 60 percent of workers believe permanent employees will become rare by 2035. 80 percent of leaders believe that technology platforms will provide instant access to the highly specialized, on-demand talent required to power future organizations and accommodate rapid changes in business and customer needs. 39 percent of leaders believe that in 2035, the majority of high-value specialist workers will be on-demand and freelance workers. What’s interesting to note among these numbers is the one about permanent employees becoming “rare” by 2035. The gig/freelance job market has been growing for years and shows no signs of stopping its upward momentum. There may be a day when a full time job becomes an exception rather than the norm. The growth of freelance marketplaces like Upwork, HR Lancers and others is certainly contributing to that trend. Productivity Gets Major Boost More than half of professionals they surveyed (51 percent) say technology will make workers at least twice as productive by 2035. Among the solutions they believe will be commonplace will be things like AI assistants, AI reminders, Wearable technology and AI that anticipates and performs tasks based on your habits. Technology, closely integrated with humans, will drive step changes in productivity as workers are supported by solutions that enable them to perform at their best. “AI-ngels” – digital assistants driven by AI – will draw on personal and workplace data to help employees prioritize their tasks and time and ensure mental and physical wellness. These worker augmented assistants will, for example, schedule meetings to take place at the most effective time based on factors ranging from the blood sugar levels of participants to their sentiments at different times of day. And while the meetings are taking place, they will monitor concentration levels and attitudes and adjust as necessary to drive optimal outcomes. Employees Become More Engaged As technology and AI takes over time-consuming, mundane tasks, work will become more strategic by enabling low-value, mundane tasks to become automated. It will also allow for better upskilling of workers creating more career advancement opportunities for them The global pandemic has forced leaders to reimagine they way their organizations work and recruit talent. The savvy companies, the ones who embrace automation technologies will be the ones that the best candidates flock to in the future. Your company will want that recruiting edge. Automation in all phases of operations is the key to gaining that advantage.
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Recruiting Trends
Challenges Recruiters Will Face Post Pandemic
As we begin to come back to work from the Covid crisis what do you think will be the biggest challenges facing corporate recruitment going forward? We asked our network to comment on what they felt would be the biggest obstacles in a post pandemic work. Here’s a short synopsis of what they said. Candidate Experience Not having the ability to control the whole candidate process was an issue before the pandemic and will be afterwards. What I mean by that is, in recruitment you could be doing all of the exact right things. You’re building your employer brand, you’re strategically advertising, you’ve got sourcing in place, everything’s going great. And then you get a candidate through the door after a great conversation with the recruiter, and then they’re in an interview and you don’t know how the interview is going to go if you’re not in the room. And so you let go of the process at that point to the hiring manager. You worry about that experience. Will they be polite? Accommodating? A lot of recruiters often wonder if hiring managers are thinking about that candidate experience like we are. And now with remote interviews going more mainstream, this adds another potential barrier. Also if you haven’t moved to a digital onboarding experience for new hires yet this could put you at a disadvantage against other savvy employers. Empathy In my experience on average, leadership, doesn’t appreciate what goes into recruitment and what’s required. And so I’ve heard things like, “what’s so hard about it? I’ve been hiring for years” or, “it’s like widgets, or ordering a steak” one recruiter told me. So if this is the organization’s perspective on what recruitment is doing no wonder they struggle to get the people that they need to support their organization. Leaders need to have more empathy all around for the their recruitment team and giving them the tools and support they need to excel at their job. After all if the recruiting team is frustrated, then that’s going to be a direct reflection on the applicant and the applicant’s experience. Empathy (for your workers) just might become the new employer brand strategy. Turnover Turnover and retention are still going to be a major stumbling block. A lot of employers fail to think about the top talent they have until its too late. Now with massive job losses, candidates are becoming jittery. The short term affect may be that they stay longer in a job they hate but eventually this will catch up to everyone. Start to think about how your organization will respond. Talent Attraction With so many jobs going remote, some roles are deemed to change forever. If you hire college grads for example are they going to want to work 100% from home? Probably not. They crave the office environment so they can learn from and absorb the company culture and build their skills. A lack of face to face communications may hinder your ability to attract certain talent in a post pandemic world. Now is also a good time to think about automating your screening process to help streamline applicants. Recruiting chatbots and texting can certainly help with this. The employer of tomorrow will need to close the digital divide gap when it comes to attracting and converting job seekers online and on their phones.
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Recruiting Trends
7 Recruiting Automation Trends for 2020
As we prepare to enter a new decade, talent acquisition teams and HR departments are seriously looking at ways to speed up their hiring cycles with recruiting processes automation. Whether through the use of recruiting chatbots, text recruiting software, AI or self service functionality one thing is clear, a faster, friendlier candidate experience is what they seek. How do you recruit in 2020? Today’s recruitment process has a great deal of repetitive and time consuming tasks that talent professionals struggle with. But most recruiters loathe those frequent manual tasks that suck up their time. Recruiting automation frees you of those burdens. Let’s take a look at which of these trends will gain traction in 2020 and beyond. Sourcing: Though they are not mainstream as of now, we are starting to see some automated sourcing tools enter the market. These sourcing ‘bots’ actively seek out candidates online and try to match them to certain job requisitions. Once they do, the bot contacts them through an email to gauge their interest in hearing about the job. These recruiting bots should get better as their AI learns what works/what doesn’t when it comes to engaging a passive candidate. Passive outreach through automation is coming. Status Updates: According to data from CareerBuilder, 67% of job seekers have a positive impression of a company if they receive consistent updates throughout the application process. Most ATS providers have built in triggers that notify candidates when their resume has been received or when they get rejected. But more needs to be done to improve and automate the candidate experience. Some job boards now alert candidates when their resume has been viewed by a recruiter. Why can’t the ATS do that too? Candidates need more status updates around what’s happening with their application, ideally via text message to improve speed and access. With ‘ghosting’ such a hot topic among recruiters these days, status updates and timely SMS reminders offer an easy solution to that problem and are becoming more popular with HR software vendors. Resume Scoring: Manually screening resumes is still the most time-consuming part of recruiting. According to one stat I read, up to 88% of all resumes that come in are unqualified thus wasting your recruiters time. By scoring a resume using AI against the requirements of the job your team can concentrate on the top ranked ones first rather than looking at them all. We are seeing this more and more as recruiting software tools integrate machine learning and artificial intelligence into their products. Being able to quickly get a stacked ranking of candidates as they come in is poised to become a huge time saver. Pre-screening: This is probably the most pervasive trend in the market right now. Recruiting chatbots are really good at pre-screening applicants as they apply, essentially acting as a virtual recruiter that never goes home. They can answer questions and guide the candidate through your initial set of questions in order to qualify them. In some cases, AI recruitment chatbots can also schedule the interview or even reject the candidate should they not be a fit. Text Recruiting Software: Applicant tracking providers are also now building in or partnering with text recruiting software vendors like Emissary to move the email portion of communications, status updates and reminders to the SMS format. Even job boards like Indeed now offer text job alerts. Expect to see more texting options in the hiring process from vendors of all shapes and sizes. Automated Hiring: Through technology you can now automate almost all stages of the hiring process. High volume employers like Amazon and many large retailers are already doing this which allow them to staff up for seasonal hiring and special events. In fact Amazon warehouses are already hiring virtually, a massive achievement for the world of recruiting process automation. The successful candidate just has to pass the screening process in order to get a job offer invite for orientation. Onboarding: The onboarding process has traditionally been a paper intensive one. But now recruiting automation is leading the way through automated workflow tools that enable candidates to fill in and sign these forms digitally, often prompted by a text message. This allows the new employee to get to work faster, feeling like part of the team from day one. Welcome emails or texts, technology passwords, and training invites can (and should) be sent at the push of a button. What are the best recruiting tools? The best recruiting tools to provide solutions to the above trends would be platforms such as sourcing tools like Hiretual or Seekout. For screening tools recruiting chatbot software can do the trick. A number of vendors in the space can handle this functionality including of course, Emissary. For automated hiring and onboarding an applicant tracking system is your best option. It can send onboarding docs to the new hire and also have them sign electronically and store them in the cloud. Recruitment automation trends are clearly making the hiring process a smoother one for candidates and saving recruiters valuable time. As we head into 2020, the automation of recruiting is well under way.
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