Changing the Hiring Policy – How to Identify the Perfect Fit in 2017?

Hiring Policy

We have invaded into the New Year and it is extremely important to learn from the wrong hiring decisions you made last year. Every wrong hire left your company in to losses, which were hard to manage. While, the perfect candidates might not always perform good, HR can still prevent the worse consequences by taking a re-look into their hiring policy, which can turn out to become the right steps in the New Year.

So, how really can you identify the perfect fit in 2017?

Hiring Policy
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Primarily and foremost, the HR needs to clearly define the expectations they have from different job roles. Once those are figured out, it is imperative to evaluate whether a candidate possesses those skills at the time of interview. Last but not the least is the behavioural assessment. To actually judge if the candidate is ideal for the position, you must look for the right traits and avoid candidates who do not meet the ‘perfect fit’ criteria in the interview itself:

1. Perplexed perspective

Most important. Candidates who are low on self-confidence have less chances of knowing about how exactly they have to perform in their new roles. Such candidates turn up with responses like, “I wish I had known that question.”, “I cannot say anything about it.” Look for people who have a clear-vision in what they want to achieve from the role they have chosen for their career and what is the approach they carry towards achievement. In addition, identify if the candidate has a broader perspective or cribs on irrelevant stuff. Ask some non-IQ questions, which can help the hiring managers take the wise decision about the general intelligence of the candidate.

2. Lack of leadership

Leaders are not those who get promoted while working from their desks. They are those who can make things happen, anytime and anywhere despite the challenges, come what may. Look for candidates who hold leadership traits and display a sense of responsibility towards the role they will be offered. Provide them skill tests and assess how many times they seek your assistance. This would uncover how hey tackle with challenges at work- solely or with assistance. This would clean up the chit whether they can be brought on board.

3. Team Building

The company might not be having a sufficient team, however, this must not impact the candidate who has appeared for the same team. The right candidate would have a blend of team building and team managing skills. At this juncture, recruiters must check whether the candidate is good enough to initiate the internal process or requires any training to take that charge.

4. Positive & Happy

A small trait yet important. One can bring a great difference to the organization owing to the attitude s/he carries. Candidates who are always in a complaining mode, do not find happiness in their job roles often vanish from the workplace as soon as they discover a new opportunity. Look out for candidates who have a positive attitude and are already contended with what they have today. Such unique candidates will truly turn out to be the A-players of your organization, who help to create an awesome work culture.

5. Conflict Management

Individuals come from different fields, cultures, and background to work together at one place. Their indifferent natures and attitudes often result in conflicts at workplace. However, the art is to forgive the people who are creating a sense of negativity by rising above that. Hiring managers must look out for this trait in candidates while conducting interviews. They must comprehend that conflicts can happen with anyone, but how one manages and rises above them is essential. Hire those candidates who possess strong conflict management skills and confident enough to stay calm amidst worst events.

It’s high time that HR must take a step back to think and re-strategize its hiring policies, which can make all the difference in the New Year. Mindful hiring means better candidates, productive satisfied employees and a happy workplace.


Article originally published here.

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3 Facebook Recruiting Apps Can Help You Get the Best Talent

Facebook Recruiting Apps

Excited to know which those Facebook recruiting apps are you can try to fetch the best talent this year?

Facebook Recruiting Apps
Img. Src. Software Advice

1. Hootsuite

When you want to attract job-seekers on Facebook, you can’t just simply post job openings. Rather, it is essential to post about your company, industry updates, original blogs, and pictures to showcase your fantastic work culture. How does it help? It will make your potential candidates interested and willing to associate with you.

The social recruiting tool also comes with a social listening feature. This helps you know who is mentioning your organization on Facebook. Isn’t that amazing?

2. Entelo Search

This application is noted amongst one of the most powerful social recruiting tools on the market. All you need to do is, fill in your search criteria, and the tool would automatically begin searching the ideal candidates as desired by you. The data will be pulled from both Facebook, as well as, over 50 other online sources.

Remember that your saved searches will be refreshed automatically by the system ensuring that you do not miss on any detail about the potential candidates.

Entelo Search can also help you identify applicants who are ‘Likely to Move’. What more? Try it out.

3. Jobcast

With this social recruiting tool, recruiters can create amazing Facebook career pages, brand their identity, post all job listings and engage the candidates looking for jobs from all over the world.

Hiring managers can even embed their YouTube videos, and help job-seekers know about their company and job role in a much easier way.

Careers pages are more demanded by mobile job-seekers.

Jobcast makes it easier for candidates to look for jobs and employers to view job views without any hassle.

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Hire a Temp – 3 Things to Avoid When Using Staffing Firm

Hire a temp

For several organisations finding relevant talent at the right time remains a huge challenge. Reviewing applications (resumes), interviewing candidates, negotiating salaries and more such tasks take precious time away from an HR team’s existing obligations. It may end up hurting the business in the long run. It is one of the reasons more and more companies partnering with staffing companies. Hence, the decision to hire a temp is prevailing nowadays in almost every business and for every other short term project.

Although, using a staffing firm is not a right option for every business. Additionally, if one is considering working with them to meet the hiring requirements – Here are three essential things that organisation must learn before sealing the deal.

Hire a temp

1. Should I interview potential temp?

An interview does need to happen if decision is made to hire a temp for a short term assignment. For instance, a receptionist is sick and company need someone today as her or his replacement, then conducting an interview of a temp-hire is not practical.

However, if the assignment length is between two and six months, then an interview is a practical approach. Anything less is perhaps wasting time, and the delayed process may mean your preferred candidate could accept another offer.

A word of advice – If you are using the staffing firm for the first time it is advisable to explore the guarantees. Moreover, when organisations hire a temp, they also entitled to ask him or her to resign immediately if they are not meeting the requirements of the job.

2. How are temporary employees rates determined?

The quoted hourly rate is not related to the salary paid to the permanent staff member. The agency passes on the on-cost of employment and their margin. These on-costs include:

  • Payroll tax
  • Employee’s compensation insurance
  • Superannuation
  • Professional indemnity insurance and other insurance costs.

The margin is then added that can vary based on the industry and the market for which recruiting is in the process. It is advisable to ask an agency to break down the rate into these different elements. If an agency fails to do so then hire some other staffing company.

3. How far in advance can I hire a temp?

Eventually, when hiring a temporary employee, timing is very critical. Organisations are accessing a different pool of talent when hiring people for set period compared to permanent staff. The candidates choose to work as independent contractors or freelancers usually are either between returning to the workforce, permanent employment or on working holiday visa.

Hiring the temporary employee implies accessing the limited talent pool at a specific moment in time. Therefore, hiring a temp far in advance is highly unusual and not recommended. Most temporary jobs are filled within a day, and, for senior positions, at most within the week or so.

The decision to hire a temp require lots of thinking and once it is definitive entire focus must shift in finding the best staffing firm.

A Word of Advice

It perhaps takes trial and error to find the right HR outsourcing agency, but once organisation found one that provides excellent service and high-quality workers, stick with it.


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6 Smart Ways to Save Money on your Next Temp-Hire

temporary employee

It is becoming common to use the staffing agency to hire the temporary employee. At CareerBuilder, we realise that there are several organisations, managers and owners who are new to the process of engaging a recruitment agency in hiring the temp.

Therefore, we decided to put forward our observation in the form of a solution describing 6 smart ways to use the staffing firm for hiring a temporary employee.

Before we get started, let’s define the temp staff – who are often confused with contract or part-time and casual staff.

What is a temporary employee?

Temp staff is typically hired through a third party. They are considered as casual to distinct staff who are directly employed by the organisation on a casual basis.

Contractors are either on the company payroll or hired by the staffing firm for a fixed period. In another case, independent contractors’ also known as contingent workers have their own ABN (Advance Beneficiary Notice) or company. They invoice the organisation for a defined contractual period.

It is important to know that the employment relationship with the temporary employee lies with the third party (HR outsourcing agency or staffing company).

Intelligent approaches to save money using recruitment agency

temporary employee

Here is how recruiting agencies with polished resume database can help you to save more and increase the likelihoods of reaching the right employee on the first try.

1. Reduce turnover costs

The staffing firms help decrease turnover by screening candidates before even they walk through the door. In several cases, recruiting firms have worked with the candidate on a consultative or temporary basis before. They are staffing specialists to determine whether the prospective employee will be able to mesh with office culture and perform to standards.

2. Save time in the hiring process

The best staffing agencies keep the resumes of thousands of experienced candidates and have a broad network of local professionals. It is the reason, upon seeing the requirements for a position, an agency can deliver the candidate who is a right fit or closer to required job description than you could likely find on your own.

Moreover, they handle the most time-consuming elements of the hiring process including skill testing, initial interview, reference checks and on-boarding. Subsequently, saving the time of wading through a swarm of resumes from unqualified applicants.

3. Help to reduce the overtime

Temporary employees are quite useful when organisation require extra hands-on jobs like filing taxes, publish new marketing material, perform an audit and initiate an IT upgrade. In such busy times, recruitment agencies can help to save money.

They can provide contingent workers who boast the skill sets require to fill the gap. It avoids burning out organisation’s most valuable team members and eliminates the cost of paying overtime to full-time employees.

4. Compensation savings

When using, the staffing agency companies can easily save money and time on temporary employees compensation claims. They can help to save on administrative costs for employees who are seasonal or sporadic.

Moreover, these staffing firms can also assist in reduced compensation deposit. The growth in the temp hires means a decline in a company’s payroll. Therefore reduced premiums means lowers staff compensation deposits. For several organisations, the savings can make a significant difference.

Additionally, in the case of compensation insurance organisation do not have to pay more than what their requirements are at the time.

5. Illness and Time offs

Most of the contracted staffing firms have well-organised large-scale resume database and can immediately provide temporary employees as a replacement when full-time staff call in sick at the last minute.  All the company have to do is to call and tell them what they are looking for. However, this process becomes easier once the organisation have a relationship with a staffing agency.

6. Knowledge and Expertise

Staffing companies have an enormous amount of expertise and experience compared to HR departments of several small businesses. Since recruitment agencies focus on employment, they are always up to date with all of the amendments in employment trends and laws.

To leverage the staffing services entirely, it is imperative for organisations to communicate their goals and requirements to them every step of the way. It will put organisations in the best position to maximise their working relationships with them.

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The Shocking Cost of a Bad Hire – INFOGRAPHIC

Bad Hires

No employer ever gives an approval of hiring a wrong employee in his organization. Not just because the employers would be required to find a replacement of the wrong hire but soon it will drain their time, energy and cost in a number of ways. When you hire the wrong individual, you’ll likely end up searching for strategies to reassign the employee to make him or her fit in the association somehow. However, on the other hand there’s a possibility that he or she won’t work out at all.

In such a case, what could be the cost of a bad hiring decision?

Loss of productivity

While managers often try to re-invest their energies on wrong hires to prepare them as worthy employees of the organization, all this add a pressure on the mind of the employers and managers, as well as, on the employee himself eventually resulting in loss of productivity. You cannot make a wrong employee understand about his job responsibilities if he or she is not just fit for it.

Loss of finance  

You’re not just paying salary to somebody who may not perform to your expectations, but rather you may likewise be paying for extra preparing as well. What’s more? In such a case, if the employee does not turn up to the workplace all of a sudden, all you end up with is a huge loss in finance. Going forward, the loss will be stretched for finding another candidate and paying him or her what he expects at the time of crunch.

This is not it. There are various consequences of hiring wrong candidates and the creatively designed infographic illustrates it perfectly. Have a look to understand how bad hiring affects the business, what exactly are the reasons for bad hires, and what is the solution to avoid bad hire and make recruitment better.

Bad Hires

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Google Making Moves into Recruiting Technology with CareerBuilder

Google Cloud Jobs API

CareerBuilder has always been innovation-driven in the human capital space by collaborating with others and creating erudite technology from the square one. Yesterday, CareerBuilder announced its plans to use Google Cloud Jobs API to support job seekers connect with the right employers faster.

Google Cloud Jobs API

The current scenario

Presently, CareerBuilder is running experiments with Google Cloud Jobs API to power searches on CareerBuilder U.S job site. The entire collaboration is taking place in a test environment with the intent of bringing it into production in the future.

Equipped with in-depth knowledge in human capital management and profound insight in recruitment, CareerBuilder is leveraging the extent of Google’s proficiency in machine learning to provide more relevant, swifter results for individuals looking for jobs.

Also, earlier tests exhibit positive results in helping job seekers discover opportunities and find the most relevant jobs they would not have substantially surfaced.

Google says that CareerBuilder created “a prototype in just 48 hours, found improved, more accurate results when compared to its existing search algorithm.”

What is Google Cloud Jobs API?

It is a newest cloud-based machine learning API (Application Program Interface) presented by Google Cloud Platform. Cloud Jobs API offers exceedingly automatic job search that forestall what job seekers are searching for and turn up targeted recommendations support them to realise new opportunities.

How does it work?

The API exercises machine learning to recognise how skills and job titles relate to one another. Moreover, what location, job content and seniority are the closest matches for a job seeker’s preference – it is how Google Cloud Jobs API offer most relevant search results and recommendations.

Why CareerBuilder collaborated with Google?

“CareerBuilder will be able to layer our rich domain expertise over Google’s extensive search capabilities, opening the door to new efficiency and opportunities for our business, clients and users,” said Matt Ferguson, CEO of CareerBuilder.

“Collaborating with Google is part of our innovation strategy,” Ferguson added.

CareerBuilder has built an exceedingly intuitive and transparent job search experience – Focused on accuracy, speed, freshness and comprehensiveness of results.

Key enhancements include

– Personalised homepage for users based on their job apply and browsing history.

–  Registered users can fine-tune their communications as they can see which search terms employers are using to discover them and which companies are looking at their resume.

– Registered users can see aggregated data on other candidate’s education and experience who have already applied for the same position. It helps them identify how likely an employer will be to respond them.

– New Semantic Library launched by CareerBuilder is designed to recommend similar search queries enabling Job seekers to get in front of jobs they might not have otherwise seen.

Let’s talk about the features of Google Cloud Jobs API

1. Job Enrichment. It spontaneously improves the job content with relevant supplementary information like employment type, street address, etc.

2. Synonym and Acronym Expansion. The search results also elaborate the company or industry specific jargon that job seeker might not be familiar with.

3. Seniority Alignment. The jobs API returns relevant results based on seniority positions as well.

4. Advanced Location Mapping. It is empowered to interpret several forms of location to precise Geo-coordinates.

5. Dynamic Recommendation Engine. The cloud jobs API also allow job seekers to mark which job they like, and they don’t like. Based on job seeker preference more relevant recommendations will be provided.

6. Real Time Query Broadening. The search can also be expanded to seniority, location and roles in a similar occupational category.

Collaborating with Google is an active step that CareerBuilder taken in the series of investments to enhance its site. Using Cloud Jobs API will enable CareerBuilder to accelerate developments in the area of job search delivering better user experience for both job seekers and employers.

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The Art of Machine Learning in the Process of Recruitment

Recruitment Strategies

Hiring the best candidate for a vacant position is truly a challenging task for employers. Most companies invest a lot of time in an attempt to find the ideal candidate suitable for a vacant position. It can range from spending more money on advertising to contacting headhunters to find more candidates. And then the story continues. Now, with technology foraying in, the recruitment strategies has become more scientific with a comparatively less dependence on personal prediction.

While human touch continues to be a necessity in the overall process of recruitment, the advent of technology has changed the game considerably. Right from Big Data to Predictive Analytics to Workforce Analytics—all have ventured into the domain and has been highly instrumental in revamping the overall process of recruitment.

One of the latest weapons in the arsenal of recruitment strategies happens to be machine learning. With the volume of available information in the hiring process, machine learning can uncover much more efficient methods for identifying several strong candidates.

What is machine learning?

Machine learning is a representation of Artificial Intelligence (AI) that enables computers with the capability to learn without being explicitly programmed. It is primarily accomplished through various pattern recognition processes. For example, if you ask a computer to search for a candidate by identifying patterns in data that produce the best results. In this way, a computer will be able to find correlations and patterns that a human would overlook – eventually leading to a better quality of candidates. Possibilities are infinite beyond this. The capability to foretell upticks and downticks, in a given market is, of course, is a revolutionary new process.

Machine learning would give recruiters a serious advantage over their competitors.

How is machine learning influencing the recruitment strategies?

Recruitment Strategies
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Needless to say, machine learning has been instrumental in changing the process of recruitment to a great extent. One of the biggest issues for recruiters right now is they have extensive networks, but they haven’t been able to leverage the power of the same considerably. It is where machine learning comes to the rescue.

With the help of machine learning, recruiters can start recognising the pure data points of candidates’ contact information, their work history and their profile. And be able to match those with several opportunities.  Machine learning does not select the best candidate automatically; instead, it narrows down the field of search and allows recruiters to focus on analysing the intangibles. From this, a stronger hire can be made, therefore leading to a greater ROI (Return on Investment) from each candidate. Going deeper, machine learning will be able to take a broader view of trends in specific industries and even specific job titles. For example, machine learning can determine that a particular developer has been in the organisation for nearly two years and now there are roughly 90% chances that she will be looking for a new job in the next few months.

Benefits of implementing machine learning

There are several hidden costs in the process of recruiting an employee: advertising, selection, recruitment, onboarding and so on. And all of these come with their set of costs. However, implementing machine learning can help in the process tremendously. While at the beginning it might be a little cumbersome, over time, the implementation of machine learning will end up reaping long-term rewards and benefits for the company.

As you begin to invest more in your recruitment process, develop, and retain individuals in your enterprise, it is of utmost concern that you integrate analytics (machine learning) into your decision making. In the long term, the company will benefit to a great extent.

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Recruitment Automation Making Hiring a Cakewalk

Recruitment automation strategy

Automation has become an evident part in human resource sector. It has significantly minimized the efforts, time and resources put on achieving any challenging task. In fact, many of the HR activities which people never expected to be automated have majorly been influenced by technology and automation. Recruiting used to be a completely human operated business activity. However, in the contemporary world, automation has taken over a major section of recruiting actions.

Organisations which are using HR automation are significantly ready with their future automation strategy, and those who are not using any have already prepared to integrate automation to make HR activities swifter, especially recruiting.

Automation has provided us plenty of essential recruitment tools, used across multiple processes by the most revolutionary employers. Automated screening was sometimes regarded as emotionless and generic. Today, it is seen as an invaluable tool by a large number of recruiters dealing with ever growing figures of candidates. It enables them to focus their efforts and time on other more crucial parts of their business.

The bottom line is that integrating the right level of automation into recruitment practice delivers substantial advantages!

Subsequent points would highlight the value of future automation strategy in recruiting through the benefits it provides to the users:

future automation strategy
Img. Src. Business 2 Community

1. Keeps candidate experience Positive

These days, candidates have become more demanding. They always look for positive candidate experience wherever they apply for jobs. Neglecting positive candidate experience would create a huge loss to organizations. The consequences of a poor candidate experience would impact the future recruitment. Jobseekers/candidates have a moving characteristic, they won’t wait if the recruitment process is slow or obsolete or manual. Automation can support great candidate experience in many ways. Be it applying for a specific position, getting responses timely & speedily, screening the candidates faster or scheduling interviews, every process becomes quicker. These aspects of automation increase positive candidate experience.

2. Keeps Candidates Approachable

Recruitment automation facilitates organizations to get in continuous touch with possible hires, without needless human interaction. It adds value through various reminders and tools, empowering recruiters to concentrate on their other important business tasks. Automation prompts them to approach candidates at key stages whenever required.

3. Keeps Screening Paced up

Screening becomes smoother and clever. Various parameters can be integrated which help recruiters engage directly and find out the matching profiles. Once data is retrieved from the pool of applications and online interviews, automated recruitment tool search, sort and filter the best candidates in different layers. Then, recruiters can easily approach the most suited candidates. Line managers and recruiters are no longer searching through the piles of resumes. They can immediately start the recruitment process.

4. Keeps the process Human

Automation transforms best recruitment practice into common practice. It structures the process, and keep it consistent. It provides objectivity to the activities associated to recruitment, rather diminishing the human factor, as its critics believe.

5. Keeps the Response Speedy

A great communication is a key to professional recruitment process! A large volume of applications makes recruiters restricted to update candidates as quickly as they would like. In a busy organization, response must be immediate. If response is not timely, candidates would simply feel ignored and go elsewhere. Automated tools enable organizations send replies quickly and reliably. Future automation strategy also help to shoot a personalized and well written email to the candidates. It improves candidate engagement via instant confirmation emails.

6. Keeps Process Handy

Automated e-recruitment tools or systems save money and time spent on scheduling interviews and assessments. The system schedules interviews and conducts assessment automatically. Candidates can easily book their own interviews as per the time slots available and their own convenience.

Organizations which have been too languid to adopt recruitment automation into their businesses are in danger of losing the best candidates. Automation facilitates organizations locate the right candidates for the right positions in the fastest way possible. It removes human errors. Implementation of future automation strategy encourages human interaction when it’s really important. It reduces cost and increases efficiency and consistency. It generates real-time reports. Video interviewing and self-scheduling are some of the features of automated recruitment process making hiring a cakewalk!

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