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0 comments on “Open-Platform Technology is Changing the Talent Acquisition Industry”

Open-Platform Technology is Changing the Talent Acquisition Industry

Cloud

As 2017 starts, the talent acquisition industry is filled with new technology choices. And it looks like the leaders who focus on incorporating them into their current recruitment efforts are going to be ahead of the game.

When asked where the majority of their talent acquisition budgets will be spent this year, many business leaders say they plan to concentrate on traditional strategies like posting and advertising on job boards, and working with recruiting agencies. However, nearly 40% of those same leaders, according to LinkedIn’s Global Recruiting Trends report, say that if money were no object they would prefer to focus on new technology.

But treating the technology piece as a “wish list” item rather than a priority is likely to hold companies back in the long run.

Even if your current budget doesn’t allow for all the bells and whistles, or even all the basics, available with the newest technologies, incorporating small pieces over time will still be extremely beneficial. This is great news since the recruitment and talent acquisition space has stand-alone products for everything imaginable. The key to integrating them successfully, however, is to look to the future and always keep your long-term goals in mind.

Selecting the right platform needs to be your first step. According to Techopedia, “A platform is a group of technologies that are used as a base upon which other applications, processes or technologies are developed.” They go on to explain it using a personal computer as an example. Basically, a computer has a specific operating system, so the programs you want to use on that computer need to be compatible with that operating system.

Think of the operating system as the platform. You want to select a platform that is open and flexible so you can continue to add or modify options as your needs change. In addition to being able to spread out costs over a longer time period, the great thing about investing in a platform that allows you to add on stand-alone products at your convenience is that you don’t have to have all the answers about what you need before you actually know what you need.

If you’re not sure where to start, or just want to learn more about the kinds of technology services available, Techopedia has some excellent information about cloud computing and technology-oriented solutions.

In addition, you can contact us here at TalentCircles to discuss the benefits of selecting a cloud-based, open platform, as well as which of the many types of stand-alone products now available for the recruitment and talent acquisition industry would be right for you.

Call us at 415-835-0202 or email us at sales@talentcircles.com and we’ll help you begin to incorporate the best of breed into your organization.

0 comments on “3 Recruiting Trends to Focus on for 2017 and Beyond”

3 Recruiting Trends to Focus on for 2017 and Beyond

focusing-on-the-future

With 2017 only days away, recruiters can head into the new year feeling confident about keeping busy since hiring is expected to increase this year. On the downside, for most companies this increase won’t include a rise in recruiting budgets. So, leaders are going to be looking for ways to get more bang for their buck.

According to LinkedIn’s Global Recruiting Trends 2017 automation is going to be a major focus for recruiters due to a heavier workload without additional personnel or money being added to help them do the job.

A More Automated Recruiting Process

So many aspects of recruiting can be streamlined through good automation tools. Looking for innovative, automated screening, interviewing, scheduling and reporting tools to help the process go much faster, is going to be a major initiative for many companies since this will cut back on time to hire as well as manpower costs. Leaders are also going to be more interested in finding automated methods for assessing soft skills like communication abilities, ability to collaborate and drive to accomplish goals.

Automation also lends itself to helping employers achieve another one of their important goals for the next few years—recruiting more diverse candidates—since it removes the potential human-bias elements.

Recruiting More Diverse Candidates

Strong leaders know a diverse workforce isn’t simply a numbers game focused on how many members of certain groups of people they employ.  It’s about bringing the diverse perspectives, work experiences, life styles and cultures of those groups together to make the company a better place. Employers will be focusing more on cultivating cultures that value and respect people’s differences so they are comfortable being themselves and are part of a fully contributing workforce.

In addition to the positive productivity impact of having a diverse workforce, it is also seen as a good differentiator when it comes to employer branding. This focus on employer branding will be top of mind for many companies heading into 2017 and beyond.

Focus on Employer Branding

Standing out in a sea of competition is going to increase in importance as we move forward. In LinkedIn’s report, more than half of respondents would choose to invest in employer branding if they had an unlimited budget. Even with a lean wallet, though, companies will be striving to supply messaging about company culture and career growth in their efforts to differentiate themselves. And, company career websites and social media, particularly LinkedIn, still seem to be the places of choice for employers to showcase their brands.

Although employers might not be able to spend as money much as they’d like on the effort, there is still likely to be a marked increase in the number of jobs related to employer branding over the next few years.

 

While there are many recruiting activities employers will be involved with as hiring increases in 2017, focusing on these three trends should have one of the largest impacts on their continued success.

For more information on streamlining and improving your recruitment processes, call us at 415-835-0202 or email us at sales@talentcircles.com.

0 comments on “Want People to Join Your Talent Network? Make it Effortless”

Want People to Join Your Talent Network? Make it Effortless

join-us-button

Chances are good—really good—that if people have to work too hard to join your talent network, they won’t. Since that’s true even for individuals actively looking for jobs, you won’t stand a chance with all those passive candidates out there if you don’t make the process as simple and inviting as possible.

And don’t forget the importance of making things easy on yourself. As a recruiter, your experience matters too. Having the right tools at your disposal to help you easily attract, engage and manage skilled talent is critical for your success. After all, if it’s too complicated or time consuming, how motivated are you going to be work at it?

Here are some tips for making it easy for everyone involved to become part of an exceptional talent network.

For Recruiters

There are so many great tools available for recruiters right now, that everyone should be able to find something that fits their needs. Look for options that can help you with:

Attracting talent – Send automated notifications for new job opportunities and new content offerings

Capturing information – Easily import data—including resumes—into your talent network to begin the automated engagement process that will encourage candidates to stay connected.

Managing data – Use tools that can easily categorize candidates according to things like experience, skills, behavioral qualities, and interests, while also providing simple options for analyzing and reporting on a huge variety of data points.

Continued talent engagement – Send automated, branded messages with customizable templates and content to candidates, and track their effectiveness.

Easy integration with your existing tools – Use a system with open architecture that allows integration with any of your existing software and syncs all of your talent acquisition and recruiting tools together onto one single platform.

For Passive Talent

Because passive talent is not actively looking for new jobs, you need to be diligent about getting in front of them in the first place. Make sure your company appears on job boards, on social media and in industry forums. Be a guest blogger on sites that attract the type of talent you want to add to your network. Maintain solid relationships with college career services offices so they encourage students and alumni to become part of your talent community.

With a strong employer brand, you can generate interest so passive, potential candidates begin to consider joining your network. Now make it easy for them to follow through.

Obvious single click option – Provide a simple “Join Now” button on your own website, or wherever you post company information (including on mobile platforms), that automatically pulls in visitor’s information so they don’t have to get rerouted to different pages or complete a series of forms in order to become part of your talent network.

Integration with social media – Use tools that allow candidates to join your talent community using their preferred social login. This will also let them share information about jobs, specific industries and your company with others in their social networks.

Individual options – Make your talent community’s offerings obvious and give people choices. For those individuals who want to take a few extra seconds to customize their experience, provide a concise list of options they can choose to receive automatically on a regular basis: new job listing, blog posts, industry content, company news, etc.

For Active Job Seekers

Although you will still use the same “keep it simple” principles as mentioned above for passive talent, your approach to convincing active job seekers to join your network when you don’t have an immediate opening will be slightly different. On the positive side, unlike passive talent where the difficulty is getting them to notice you in the first place, active candidates are more likely to more readily come across your company’s job postings and general information because they are regularly searching for job openings. However, active job seekers may be reluctant to take the time to join your talent community if they don’t see an open opportunity that fits their needs right now. Your goal is to convince them that being part of your community could benefit them in both the short and long term.

In your job postings, and on job boards in general, be sure to advertise that you are always seeking skilled talent to join your talent network, and mention the benefits of being part of that network. They will have access to hiring managers, current and past employees, relevant job search information and new job postings. They can also join in industry-related discussions and grow their own network of contacts. And they can get all this with just a few clicks of the mouse.

 

Whether you’re recruiting, actively looking for a new job, or just staying informed and making contacts, building relationships is essential to employment success. To find out more about the benefits of building a strong talent community, contact us at 415-835-0202 or sales@TalentCircles.com

0 comments on “5 Ways to Make Passive Candidates Sit Up and Take Notice”

5 Ways to Make Passive Candidates Sit Up and Take Notice

get-peoples-attention

According to a LinkedIn Talent Trends report, 70% of the global workforce is passive. So, as a recruiter or hiring manager, you either need to fight hard for your piece of the tiny 30% or get creative about making that passive majority intrigued. Here are some ways to do it.

1. Become a networking master

Being a master at networking means being great at two-way communication—not being a stalker. Engage in conversations with everyone, even people you meet at the gym, a fundraising event or while waiting in line at a store.  Tell them about your company and your passion for recruiting while also asking them about what draws them to certain companies or jobs. Even if individuals you speak with aren’t in the market for a new job, be genuine enough that they want to give you referrals. Join forums and groups, and be authentic in your discussions. Obviously, engaging potential candidates on social media—including YouTube and Snapchat—can be very powerful. But the key is engaging. Ask for input and provide useful information and advice.

2. Make your job descriptions compelling

Treat your job description as an ad and give it a great headline. Rather than the job title being the first thing people read, think about some ways you can draw people in. A dull, uninspired job description equates to a dull, uninspired job. Convey your company culture and use an inviting voice that sells people on why it’s a great place to work. Stay away from tired language like, the qualified candidate will possess… Try something with more flavor like, Looking for someone with a passion for design or with a powerful intellectual curiosity. Try using video and great graphics. And don’t go overboard on the details. Put your top few serious requirements that you’re unwilling to compromise on in the description, but don’t list unnecessary restrictions that could alienate good people.

3. Treat candidates like customers

Just as you aim to be the answer to your customers’ needs when marketing your products or services to them, you need to use the same philosophy to attract job candidates. In your job descriptions and employment branding, you want to let candidates know what you can do for them and why your company is the best choice. And, since 40% of people looking for job opportunities turn to company websites, your site needs to be just as compelling and easy to navigate for candidates as it is for clients and prospective customers. Attracting great talent means being attentive and explaining what you can do for the job candidate as opposed to the other way around.

4. Make your application process short and sweet (and strong)

As mentioned, you will have a compelling job description to draw people in. Once they’re there you don’t want to lose them by making the application process too complicated. At this stage, you only want to ask for the essentials. Make it simple to complete your short form and attach their resume or personal website (there are great applicant tracking systems for this), while you also make a strong statement about why they should not leave before hitting that submit button. You want them to feel like they’re taking the first step toward an incredible life change. So, once they hit that button, they feel a vested interest.

5. Emphasize what’s working

Talk to the best 5 – 10 people you’ve hired within the past year or so. Ask them how they discovered the job, what they liked about the job description and the company, why they applied, and why they accepted the offer. Ask how the job compares to previous jobs. What do they like about it and how do they describe the job and the company to their friends? Use the information to highlight why your company is a great place to work and place it on your website, in your job descriptions, on your social media sites and in personalized emails to your talent network.

Remember the goal is to be compelling and engaging. Think about the things that would make you sit up and take a notice of a company’s website, job description or invitation to discuss a potential job opportunity and let it guide your efforts. You want to draw people in. Since many strong candidates are likely to be content with their current jobs and not actively looking for a new opportunity, drawing them out with some of these methods will be a necessity for getting the best people on your team.

For more information about successful recruiting strategies, call us at 415-835-0202 or email us at sales@talentcircles.com

0 comments on “Have You Built a Strong and Effective Employment Brand?”

Have You Built a Strong and Effective Employment Brand?

employment-brand

The need for an effective employment brand is only going to increase as the fight for good talent intensifies. Your brand needs to attract the right people to your company and give them solid reasons to stick around. So, take a look at your organization’s current recruitment strategy and ask yourself: Are we sending the right message?

If you’re not certain that you’re conveying your company’s image in the best possible light, here are a few questions to consider.

Is your website compelling? Or, could it easily be mistaken for any other site in your industry? Your website should be unique enough to stand out, offering potential job candidates clear messaging about your company’s culture and vision. The images and content should enable visitors to walk away with an accurate understanding of what it would be like to work there. And should clearly point out why working there would be a great thing.

Do your employees refer their friends? Employee referrals continue to be one of the best resources for good job candidates. If your employees make referrals, what are they telling people about the company? What are the pros and cons they provide when explaining the work environment? Does their perception match the image you want to portray? If they’re not making referrals, you need to find out why.

Why are candidates applying (or not applying)? It’s important to ask potential candidates why they are applying for the job. Do they mention things related to your employment brand, like the personality of the company, work environment and employee value proposition? Get a feel for what drew them to the job and the organization and why those things are important to them. If there are people in your talent community who seem to be a good fit but didn’t apply, contact them and find out why.

What are people saying on social media? Make an effort to explore a variety of social media outlets to learn how people are talking about your organization. What are your own employees saying? How are you perceived in the industry? How are you being compared to your competition, and are the assessments accurate? If what you’re seeing is not on point with what you want to convey, you need to actively make changes.

You’ll know that your employment brand is strong and effective when:

  • You’re attracting a highly skilled workforce
  • Your messaging about the overall employee experience is being accurately reflected on social media sites and industry forums
  • Job candidates can clearly articulate why they prefer to work for your company over your competition
  • You are filling vacancies much faster
  • You are not just attracting, but are retaining top talent because there are no surprises when it comes to work environment and expectations, and because they are a good fit for your culture

When you think about the fact that a company’s most import asset is its workforce, it stands to reason that a strong employment brand is just important as your company’s consumer branding. If you’re not making a concerted effort to develop a strong employment brand—one that focuses on building a workforce that aligns with your company’s core values and promotes your desired culture, image and work environment—it’s time to start.

For more information on how to build an employment brand that demonstrates why your organization is a great place to work, call us today at 415-835-0202 or email us at sales@talentcircles.com.

0 comments on “Stop Wasting Time Screening Job Candidates”

Stop Wasting Time Screening Job Candidates

more-effective-screening

The title of this post doesn’t mean you should stop screening job candidates, it means you should stop wasting time when you do it. By making a few important changes to the way you’re currently screening applicants, you can uncover some incredibly valuable information that will make you more effective in your search for the perfect hire.

The first thing you need to do is decrease your number of applicants. While that may sound counter intuitive—especially when we’re in a jobseeker’s market—your goal needs to be quality not quantity. While you certainly want a decent-sized talent pool to choose from, wading through too many unqualified applicants can be a huge waste of time. It can also end up costing you good people if it takes too long to sift through the bad to get to them, since the exceptional candidates will already have moved on.

So, to get a smaller applicant pool with a larger number of relevant applicants, you start with understanding the job you’re hiring for. If you mess up this step, your efficiency immediately goes downhill.

Too often, job descriptions are outdated, too vague and written by someone who doesn’t have an in-depth knowledge of the job requirements. When you place a hiring ad or reach out to members of your talent pool, be sure your job description is accurate, thorough and specific. List your must-haves (otherwise known as the “Don’t even think about applying if you don’t have them” skills and abilities) along with a realistic picture of what the job entails. You only want people who are truly interested in doing the job, and who are actually capable of doing it.

It also helps to translate your list of main qualifications into simple yes or no questions on your online job application. For example, if the job requires making presentations and occasional travel, your application should include questions like: Do you have experience making presentations to a large audience? Yes or No; Are you willing to travel one week each quarter? Yes or No. This can let you easily disqualify people who don’t meet your most basic requirements.

When the applications and resumes come in, separate them according to who proceeds to the next step, who can be re-routed within the company for other openings, and those who are a definite “no.”

Now you’re at the step where you can get very specific, important information with extreme benefits and minimal effort. With a good questionnaire tool, you can easily send questionnaires to your “proceed to the next step” pile of job applicants and start streamlining your potential hires even further.

The right questionnaires enable you to collect pertinent information that can automatically be scored and ranked based on the traits, skills and abilities you know to be necessary for success in the job. When candidates are answering identical questions, you can compare their scores side-by-side, rate them and share the data with your whole team without the bias of one person’s interpretation of an individual’s responses.

When you combine clarity about the traits, skills and abilities needed to succeed in the job, with the ease, consistency and objectivity of a good questionnaire tool, the efficiency of your candidate screening will improve dramatically.

If you’d like more information on how TalentCircles can help you screen candidates more effectively with targeted questionnaires, call us today at 415-835-0202 or email us at sales@talentcircles.com.

0 comments on “Improving Workplace Performance Through Transparency, Trust and Thanks”

Improving Workplace Performance Through Transparency, Trust and Thanks

thankemployee

The need for transparency in the workplace has never been more pronounced than it is currently. And, judging from recent employee satisfaction surveys, the expectation for transparency is only going to increase.

In fact, one TINYpulse survey reported that “Management transparency is the top factor when determining employee happiness.” This desire for transparency isn’t specific to any particular industry or job type. Universally, employees expect management and leaders within their organizations to be open—and trustworthy.

For many managers and leaders, the thought of ongoing, free flowing information—including admission of mistakes—can be daunting. Focusing on the benefits, however, can help outweigh the fear. Especially when you consider that there are a multitude of ways to improve transparency—and in turn improve workplace performance—with little to no extra financial investment.

Here are some areas where employers who want to start cultivating a transparency culture can focus their efforts.

Be forthright about the future

Employees want to know where the company is headed. Is it on track for meeting goals? Is leadership considering changes to the company’s vision? How secure can people feel in their jobs? Transparency enables employees to plan and make decisions based on facts and data, not speculation.

More face-to-face interaction

While technology has opened up options for instantly communicating with people worldwide, it has also caused face-to-face get-togethers to take a backseat.  Try communicating less over email and through third-parties, and instead engage more with employees face-to-face, through video chats or at the very least, via phone call. Have real conversations.  Seeing facial expressions and hearing inflections in people’s voices helps promote transparency and build more genuine relationships.

Regularly communicate your company’s vision, values and mission

In a 2015 Achiever’s survey, researchers found that 61% of respondents didn’t know their company’s mission statement; most didn’t find the mission statement motivating; and, only 40% knew the vision their company was striving toward. If you want to get employees on board with your company’s vision and values, you need to make sure they know what they are and that they resonate with them. Have open conversations about why they matter and how employees contribute.

Involve employees in making decisions that directly affect them

Don’t make employees feel like they’re at the mercy of whatever leadership dictates. Encourage employees to voice their opinions, concerns and ideas when it comes to decisions that affect them directly. In the spirit of transparency, include them in the process rather than keeping them in the dark.

Provide feedback

It’s human nature to want to know how we’re doing. Constructive feedback is an important part of transparency, and employees perform better when they’re given performance feedback. For a job well done, be sure to acknowledge it. When performance isn’t quite up to par, have an open discussion about the aspects that were done well and ideas for improving the facets that were lacking. Be sure to find out if there are resources they need to help them be more successful.

Say thank you and reward good employees

Desiring recognition is also human nature. Accomplishments should not go unnoticed or unappreciated. You want employees to feel valued and know that their contributions matter. When employees don’t feel valued, distrust grows and loyalty becomes nonexistent.

According to a 2015 Talent Trends report, 1 out of 3 employees is actively looking for a new job. Through appreciation and rewards, give your employees a good reason to stay. As Susan Magrino, TalentCircles President and CEO, says, “We need to be thankful for the people we depend on—the ones we trust and seem to go to no matter what. I don’t think we thank our really good employees enough.”

By doing these things, and encouraging managers and employees to be honest, you will breed transparency and build trust. And trust is the first step in engendering loyalty. Trust also leads to better, bolder problem solving; stronger, more genuine relationships; and, better employee performance. So, make your organization a place of transparency and trust—and take time this week to say thank you to the employees you depend on.

For more information, contact us at 415-835-0202 or sales@talentcircles.com.

0 comments on “Want Engaged Employees? Feedback is Key”

Want Engaged Employees? Feedback is Key

engaged-employee-feedback

When it comes to employee engagement, the good news is it’s no longer on a rapid decline like it was a couple of years ago. The downside, however, is that it’s not really rising either. The lack of increased engagement is a concern for many business leaders who see employee engagement as key to their company’s success.

So, why the stagnation?

One reason, according to a report entitled 20l6 EMPLOYEE ENGAGEMENT TRENDS, by Quantum Workplace, is a deficiency in manager effectiveness. Of all the key engagement elements measured, manager effectiveness had the most significant decline. The main reason for this decline was linked to one overriding factor: lack of providing consistent, constructive performance feedback.

“The vast majority of employees who received little or no feedback were actively disengaged.”

In a separate study, conducted by 15Five, researchers found, “The vast majority of employees who received little or no feedback were actively disengaged. Engagement went up dramatically when employees received feedback about their weaknesses, and even more so when they received feedback about strengths.”

Employees want feedback because it lets them know what’s expected of them and how they’re performing in relation to those expectations. They want to know what they’re doing well and how they can improve; as well as how their efforts align with overall organizational goals. Both praise and constructive feedback are essential for continued employee learning, personal improvement and growth.

“43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement.”

When it comes to poor performers, feedback isn’t just about informing them that there’s a problem. Most of the time, struggling employees are already aware they are not performing up to par, but they just don’t know what to do about it. Good feedback includes specifics around causes and solutions.

And this feedback, for both good and poor performers, needs to be given in a timely fashion. Too often, even with the many tools technology now brings us, most companies still only review employee attitudes and performance annually. According to this infographic from OfficeVibe, 43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement.

Two other indicators of whether employees are engaged or disengaged are the level of trust in leadership and the degree to which employees feel valued. So, in some cases, even if employees were getting feedback, if they don’t trust the people giving it to them and they don’t feel appreciated, it doesn’t count for much.

A lack of trust often directly correlates with lack of information. When people feel that they’re out of the loop, it’s easy to let suspicion and animosity take over. That may explain the Quantum Workplace research finding that engagement declines as company size increases.

Per their study, the percentage of employees who scored in the downright “hostile” range (meaning: “Negative, Lack commitment, and Impact others’ productivity”) was more than double in companies with over 5000 employees as compared to those with fewer than 250. Getting lost in the crowd, and essentially kept in the dark, is likely to make that lack of feedback and feeling of being undervalued even more pronounced.

“69% of employees say they would work harder if they felt their efforts were better recognized.”

Regular, honest conversations that inform employees about the company’s performance as well as the value they bring to the organization, are more essential than ever to the success of the workplace. OfficeVibe points out, “78% of employees said being recognized motivates them in their job;” and “69% of employees say they would work harder if they felt their efforts were better recognized.”

Research shows that the more engaged employees are, the more successful the company is. The most successful companies will be the ones who combine the tools of technology with honest conversations to regularly check the pulse of their organizations and provide frequent, useful feedback to employees, so they build trust, engender loyalty and increase employee engagement.

If you’d like more information on how to engage with and hire the best talent, contact us at 415-835-0202 or sales@talentcircles.com.

0 comments on “What is the Gig Economy and How is it Affecting Talent Recruiters and Employers?”

What is the Gig Economy and How is it Affecting Talent Recruiters and Employers?

gig-economy3

With the new administration taking office soon, it’s anyone’s guess (and boy are people guessing) what will become of the economy in the near future. At present, though, the “gig economy” appears to be alive and well.

While it doesn’t seem like the experts agree on an exact definition of a gig economy, the general gist is that rather than generating income from a single employment source, a large group of the workforce now prefers the freedom to choose one “gig” at a time from multiple sources. These can be single, short-term jobs, long-term contract jobs or ongoing, individual assignments that provide an opportunity for being self-employed.

Contingent Workers on the Rise

All types of people and styles of work—freelancers, contract workers, seasonal workers, part-time help, consultants, interns and so on—help make up the gig economy. The terms “contingent workers” and “non-employee workers” are often used to describe the variety of individuals in this group.

And the number of these contingent workers just keeps growing. A 2014 survey by Freelancers Union and Elance-oDesk found that more than 53 million workers in the United States do freelance work. And it’s predicted that by 2020 the number will reach 60 million. It has also been reported that over 80 percent of large corporations are planning to significantly increase their use of contingent workers.

In fact, the U.S. Department of Labor conducted a study of contingent workers recently, and it has estimated that approximately 40 percent of the nation’s workers fall into this class.

 

What Does this Mean for Businesses?

In an interview with CIO.com, Arun Srinivasan, senior vice president of Strategy and Customer Operations of SAP Fieldglass, said “The changing needs of today’s workers, the war for talent and the globalization of the workforce are just a few reasons that today’s technology is evolving so rapidly. All of these forces are driving workforce management to the top of the business agenda, especially as talent becomes a true differentiator for organizations.”

Companies need to get more adept at connecting with contingent workers through mobile apps and be willing to search for non-traditional employees on online labor marketplaces and freelancer networks like Upwork, FlexJobs, Toptal  and Guru; as well as social media.

Taking a play from the books of Amazon, Netflix and digital cable, today’s contingency workers can be thought of as “on-demand” workers. Companies that hire seasonal workers, have a lot of flux in their workforce needs, or occasionally need help on a project-basis can benefit from this more flexible working style that lets them hire individuals on an as-needed basis rather than carrying full-time employees.

Turning to recruiters who excel at understanding business needs and matching those needs to workers’ skills and requirements is also going to get more important.

What do Recruiters and Staffers Need to do?

Technology is reinventing how traditional staffing works. If you’re not looking at E-staffing and temporary labor markets you run the risk of getting left behind. Knowing what clients need and being able to provide it for them is still your focus, but you’ll need to be open to new platforms as well as the new goals and interests of the contingent workforce.

Ramping up talent pools is incredibly important in the gig economy since many people aren’t looking for traditional jobs in the traditional ways. It’s up to recruiter and staffers to continually collect and analyze data about active and passive job seekers so they can be pre-qualified and enticed by information sent to them about interesting jobs they are likely to be well-matched for.

In addition, recruiters will need to be more adept than ever at selling their own and their clients’ brands, and building and nurturing relationships with candidates. You need to ensure that you have systems in place to support businesses and efficiently manage this growing segment of workers. Providing companies with strategies and solutions for connecting with contingent talent, pre-screening and interviewing, tracking information and seamlessly hiring will be essential for the success of recruiters and the organizations they work with.

 

All in all, it looks like recruiters and employers who know how to appeal to and build relationships with this on-demand segment are going to be very much in-demand as contingent worker populations continue to rise.

If you’d like more information on how to connect with and hire the best talent, contact us at 415-835-0202 or sales@talentcircles.com.

0 comments on “Using Questionnaires With Video Brings Your Talent Pool to Life”

Using Questionnaires With Video Brings Your Talent Pool to Life

talentcircles-questionnaire

Using questionnaires with video is a great, cost-effective way to learn more about the people in your talent pool. While it’s true that engaging with active and passive job candidates through a variety of social media sites gives us more information about these individuals than ever before, well-devised questionnaires can bring even more clarity.

As a type of pre-screening tool, many employers are turning to web-based career questions as a means for individuals to record their responses to a series of pre-determined questions. The questionnaires can be related to specific jobs or industries, or can be generic in nature; and adding the video response option gives a better sense of people’s personalities, communications skills and ability to present themselves.

While some industries are still reluctant to use video in the hiring process due to legal ramifications, electronic questionnaires and video recorded responses can actually provide more consistency to the process than many traditional telephone or face-to-face meetings and interviews. The EEOC has found that video technology, when used correctly, is compliant and can help avoid the issue of special treatment because all candidates are given the same amount of time to answer the same exact questions. Not to mention the ability to see global candidates.

When everyone in the talent pool has videos on file where they’re all answering identical questions within identical time constraints, you can compare and rate candidates much more effectively and efficiently. It’s also a great tool for collaborating with other stakeholders in the hiring process without the bias of one person’s interpretation of an individual’s responses.

Roger Woolsey, Senior Assistant Dean and Director of the Center for Professional Development at Dartmouth College, shares, “The video responses to questionnaires developed by TalentCircles can provide our employers with better insights early in the process; enable them to collaborate more effectively and avoid scheduling conflicts, and help companies reduce recruiting time.”

Here at TalentCircles, we can create questionnaires and develop campaigns for automatically providing those questionnaires and video instructions to select groups of individuals based on your criteria. We can help you organize and track all the data from your talent pool so when it’s time to hire, you already have a strong base of appropriate talent from which to draw. When added to the resumes and other information that’s been gathered about each individual, the videos provide a sense of familiarity and insight you wouldn’t get without the visual components.

While we know everyone wants to hire the best talent for their companies, we realize that not everyone needs the same degree of help. That’s why TalentCircles offers configurable solutions where clients can easily turn features, like questionnaires and video, on or off depending on their business needs. Whether you need to engage, screen, capture or manage candidates, we can help with as much or as little as you want.

Contact us today at 415-835-0202 to tell us what you need and learn how we can help with any or all of your recruiting and talent acquisition needs. Or email us at sales@talentcircles.com