Make predictive analysis in recruiting and selection

Finding a candidate who has the right skill set and fits an organization can be a challenge and every company knows how important it is to have the right candidate at right place.

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Top skilled candidates will likely get snatched up by other organization competitors that have tools to speedily find, interview and hire the candidates they need. Organizations that manage the process appropriately, acknowledging all enquiries and effective talk clearly with potential candidates will create positive impressions of the organization brand, which will make future recruiting more productive when organizations face fewer candidates and a more competitive marketplace.

Practice of technology has become a key enabler for human resource. Many organizations have also started exploring HR Analytics as the big control to develop the better performance of the organization. The adoption of HR Analytics in the recruitment sub-function of HR is even less grown

Analytics has three levels of sophistication:
Hindsight: Data collection and reporting

Insight: Making sense of the data and developing tangible actionable insights

Foresight: Develop predictive models to predict future behavior or success ratios

Tools to Aid the Process

There are various tools on the market that will help manage the flow of resumes and help organizations to optimize their recruiting process. Recruitment management solutions offer different tools to support recruiters and hiring leaders with the entire hiring process from requisitions, sourcing, and candidate tracking and management all the way through the interview process to the job offer and on-boarding essentially for managing data.

Essentially predictive analysis helps organizations:

• Reduce top talented candidates being overlooked in the resume pool
• Save recruiter time early in the recruitment process
• Systematically manage the risk and costs by predictively hiring the right candidates

If you want effective recruitment in your organization then PeopleQlik is a software tool for systematizing and simplify the processes involved in locating, inviting, assessing, interviewing and hiring candidates. It provides talent management, performance management, talent development solutions.so by PeopleQlik recruitment software you can save your time, reduce recruitment cost, increase quality per hire and grow your business at the same time.

Importance of Social Recruitment in business

Social recruitment or social hiring is the act of recruiting prospective employees by using social media platforms like LinkedIn, Facebook, Twitter, etc.

Job candidates are being energetically sourced through conversations that take place on social media. When businesses implement their social recruiting strategy correctly, they get their brand message across many social platforms while showing potential candidates attractive picture of what their business values is like.

Traditional Recruiting Strategies are not enough

Businesses have been slowly moving away from traditional hiring strategies for a number of reasons. Old-style recruiting methods relied on ways to find potential employees that were time consuming, expensive, making them less efficient that social recruiting approaches. It is more difficult to research the workers beyond what their resume says whereas a social recruiting strategy allows us to do a thorough screen on the candidates even before first contact is made.

Does Social Recruiting Work?

Yes, social recruiting works. Recruiters have found social media allows them to fine the candidate pool more effectively and fastly find candidates who are qualified for the job. Social recruiting is much less cost effective and recruiters are no longer limited by geography. Having a well thought out social recruiting strategy is vital to attract and connect with the most qualified candidates to come work at your organization.

Involve Employees in Recruiting Strategies

Employee advocacy is a concept that all companies should be promoting. By relating employees in the recruitment process, we can have our message spread to a much wider audience . As people trust people more than brands, this is the most important reason why it is important to utilize employees in recruitment efforts.

True employee advocates will organically spread the word about  company culture, practices and should be happy to post about a job opening on their own social networks.

If you want volume-up hiring with top talented employees in your organization than PeopleQlik HR software is best choice, PeopleQlik HR recruitment software that can ramp up your organization recruitment capabilities in best possible way, can automate and facilitate the processes involved in finding, attracting, assessing, interviewing and hiring new personnel It provides talent management, performance management, talent development solutions.so by PeopleQlik you can save your time, reduce recruitment cost, increase quality per hire and grow your business at the same time.

Recruiting Trends in businesses with PeopleQlik HR software

Employment market continues to tighten, it will become increasingly difficult for recruiters to find the quality, skilled candidates to meet their needs and requirements. Attracting and retaining talent with challenge as top skilled candidates experience an increase of competitive job offers, along with better salaries and chances.Organizations will take planned approach to talent gaining, becoming increasingly creative to attract and retain top talented candidates.

Focus on Employer Branding

Candidates want to know more about the job, company, culture and corporate values. Recruiters must be equipped to have strong and honest conversations about every aspect of the job.

Top talented candidates are in the driver’s seat and job seekers today are sophisticated job shoppers, according to experts. Candidates won’t think to apply to a organization if they can’t find sufficient information about the company online.

Employees are a business’s best brand representatives and their stories speak volumes more than a business mission statement.

Use of Talent Analytics

Many businesses are already going beyond simply reviewing basic operational measurements like time, cost per hire and source of hire, and are instead hiring full-time analysts to mine for more in depth talent metrics.

Businesses are using data to take a person analysis of candidates to determine if they have the competencies, skills, traits and drivers to succeed.

Employers Broaden Sourcing Scope

Individuals who have worked in different fields often gain experience that translates directly to the job in question, they may also provide the business with cultural diversity that requests to new markets.

Specialists forecast an increased focus on developing talent internally and hiring for qualities and motivations, instead of strictly skills and practice. Sourcing internally has its benefits, from a shorter time to productivity to lower recruiting costs, as a result means better financial act.

HR Technologies Continue to Integrate

HR technology consolidation and cross platform development will continue, but at a slow, incremental steps, as talent gaining technology shifts into new areas.

HR technology will become more streamlined to bundling their human resource management, candidates tracking systems and video interviewing, all on one platform.

Best trend for recruitment:

The best approach hiring in the competitive business environment is to hire employees by using software , so the best solution is PeopleQlik HR recruitment software which provide operative platform for streamlines your entire hiring process in best possible way.

Keep HR and Recruiting together by HR recruitment software

Now recruiters are going toe-to-toe in a cybernetic battle to find suitable job candidates. HR and recruiting can help to achieve this objective if they work in a coordinating way. While recruiters tend to be focused on bringing  the right people to fill positions as they arise, HR professionals tend to be focused on training and retaining talent for better work. Working together, the two departments can support companies to attract and hold onto key talent by shortening the hiring process, developing an onboarding approach, and building a solid employer reputation.

Shortening the Hiring Process

Recruiters say that lengthy hiring practices as well as the difficulty in finding suitable talent were two of the key things keeping managers away from hiring. Since both HR and recruiting are necessary to getting and keeping new workers, they should both have a role in finding ways to make the recruitment process less complicated.

Aims that they can work towards include the following:

·        Streamlining processes so that HR and recruiting have no unnecessary overlap that complicates the process.

·         Automating the application section by using applications

·         Recruiting constantly always to have a healthy pipeline of skilled workers that can be accessed when employment opportunities open up.

When HR and recruiting are on the same side, they can do what is vital to make the hiring process more efficient and effective, which will give the company a better opportunity to get top talent.

A Consistent Onboarding Strategy

Onboarding is a term that refers to organizational socialization, which is the way that new employees pick up the skills, attitudes, and behaviors they need to become fully integrated into the organization.HR and recruiting can work together on the onboarding front to keep top talent.

While recruiting attracts the talent and HR trains and retains the new comers, the two departments can join their forces to ensure that there is no difference in the treatment of people as they move from being applicants to being employees.

There are four starting strategies for retaining workers. They include the following:

·         Customize the onboarding program to meet the needs of people in various positions

·         Be consistent in presenting workers to the organization culture so that everyone is on the same page

·         Automate the onboarding practice in order to ensure that new employees get a uniform introduction to the business

·         Begin early so that new workers are instantly introduced to the onboarding practice.

Conclusion

Now many organizations continue to struggle to find the talent they need to fill job, Human resource and recruiting will have the chance to work together to accomplish corporate aims. If these two departments work together in shortening the recruiting process, developing onboarding strategies, and building corporate reputation, they will be better stood to attract top talent. PeopleQlik HR recruitment software and Talent management software

provide better tools for keeping HR and recruitment process together for the accomplishment of organizational goals in a best possible way.

HR software- Recruitment software

Employee Advocacy by HR Recruitment software  

A majority of organization are not utilizing their biggest asset “employees” for marketing their products or services. Means they do not take advantage from their valuable asset, they lag biggest opportunity for market their brands in social media. Here is the concept of recruiting employee advocacy, generate positive coverage,  raises awareness about company and their products, introducing business products with family and friends, represent business process internally or externally such as our recruitment process is done through recruitment software. Just recruitment of employees is not enough but engage employees for the benefit of organization is preferable.

For employee advocacy program there are some components that are:

Find

Find employees within a company to whom other employees trust, speak with confidence and focus on helping them become employee advocates.

Teach

Teach them the can solve their problems by approaching their manager. Teach to make peer groups to make conversation for sharing ideas.

Touch

Be in touch with others employees ,share your trends and concepts about company to other employees.

Pull

Pull together the trends you see in the business and do what you can do for fix problems.

Obviously, this is simplified and easy approach to setting up employee advocacy program but when you established employee advocacy then it will become great approach for rising up your business trends and practices in competitive business environment.

We can establish employee advocacy from the recruitment processes. We must hire person that is passionate, energetic and talkative ,so he/she can engage employees with each other and introduce organization trends, services, products and practices in best possible manner in social environment.

So from the bottom process that is hiring we can implement advocacy program. We do not need to hire a person using manual system, using recruitment software is best approach that streamlines your entire hiring process in best possible way.Here is PeopleQlik HR recruitment software that can hire energetic, passionate and talkative people for better advocacy program for your business in future.