5 underrated ways to develop relationships with applicants during the hiring process!

 Employers often assume that a great job offer is just enough to keep job applicants interested in their company, but it’s not so! Just like developing good relationships with employees is important for the company’s good performance, relationships with job applicants are important to attract in-demand talent. The best way to retain candidate attention is to give them a personalised experience in the hiring process 2021. If you are an employer looking for ways to attract the best talent, then read along to find your answer! 

Why building relationships with job applicants is important?

The best companies have the best employees, and employers must develop positive relationships with potential job applicants to find the right talent. Employers need to invest time in frequent communication with candidates, employer branding and more. Job seekers look for employers that are responsive and prompt in interactions! It is important to ask the right questions to job seekers, but employers must also provide opportunities for the candidates to ask questions during the interview process. Transparency and good decision making is the best way to hire the employees. 

Using technology can come as a great advantage for the onboarding process. Incorporating frequent human-to-human interactions and updates can help in developing good relationships with employees. Candidates are more likely to invest time and effort when they feel welcomed. The frustration kicks in when job applicants have to wait for too long for the interview process. The best way to hire employees is to streamline the hiring process and make it seamless. Encouraging applicants to ask questions shows the candidate that they are valued and heard. Paying attention to candidates' needs can help employers build a good rapport with them. 

Here are the top 5 underrated ways to develop good relationships with job applicants during the hiring process:

1. Be honest

For job applicants, it’s important to work for a company that embraces diversity and transparency from the beginning! When it comes to salary, benefits, candidates can make an informed decision when employers are honest during the onboarding process. 

2. Welcome to communication

The best way to hire employees is to highlight the importance of all the required steps in the interview process. To avoid candidates losing their interest, employers should build instant communication with them.

3. Use technology

The best way for developing good relationships with employees is to build a stronger network with potential job candidates. The use of online job portals like TrustLogics can help employers communicate with job seekers effortlessly. TrustLogics uses background checks to help employers interact with verified candidates only. 

4. Be human

Making the hiring process innovative and personalized for job seekers can help in finding the right candidates! 

5. Answer candidate questions

Lastly, providing opportunities for the candidates to ask questions can benefit employers. When applicants feel wanted is when they are more likely to show interest in your company. 

It’s important for employers to proactively manage positive relationships with job applicants and make the hiring process hassle-free and interesting. 

5 simple hiring policies that will boost diversity!

 When it comes to hiring candidates in your company, diversity in hiring is always important. Diversity hiring means hiring based on the merit of a candidate and is free from biases based on race, religion, caste, gender and other personal characteristics that are unrelated to the job. The goal is to reduce discrimination against qualified, diverse candidates while candidates sourcing. It is merit-based recruitment and aims to find the best possible candidate, but is structured to give all applicants, regardless of background, an equal opportunity. 

Many companies follow diversity hiring programs to find and attract diverse candidates. Diverse workspaces in 2021 are an important factor for employees. Many employers will agree that a diverse team is more creative, innovative and achieves better results. 

Why do we need diversity in the workplace?

The overall performance of a company depends on several factors which include diversity hiring. It makes sense that having different perspectives and backgrounds on your team will contribute to newer and more diverse ideas to help solve problems and drive innovation. 

Diversity hiring results in better and well-informed decisions for the company. Diversity in viewpoints of the team members also allows debate and productive discussion. The easiest way to begin diverse management of groups is to attract targeted groups through job advertisements. Developing an employer brand can also help in diversity hiring. Diverse candidates reach out to companies that proactively include diversity policies for the workplace. Actively promoting diverse company policies in your candidates’ sourcing is one way for diversity recruitment strategies 2021. 

Here are the top 5 simple hiring techniques to boost your company’s diversity:

1. Ensure a talent pool of diverse candidates

Focussing on only the old sources can result in a talent pool of similar candidates and a lack of diversity. TrustLogics is the best online job portal where employers can communicate and network with diverse candidates easily. Employers are rest assured that they will interact with verified candidates only. 

2. Create a diverse candidate referral program

This is the most effective way to boost diverse recruiting strategies. Encourage diverse employees to share your company’s job ads with their network. 

3. Internal diversity program

Internal diversity programs offer internships to candidates from specific backgrounds. This is a great way to encourage potential candidates in your industry to join your team and get experience.

4. Create a diverse employer brand

The best way to include diversity in company work culture is to develop an employer brand that is known for valuing diversity. This helps in attracting the right diverse candidates. 

5. Include diversity in company policies

Implementing diversity in company policies will appeal to diverse candidates. Encourage flexible work hours that will allow candidates to continue being involved with their communities. Including more diverse community events can also help in diversity hiring. 

It’s not strange that companies are looking to develop diverse recruiting strategies. By going for diversity in candidates sourcing, employers can increase a broader range of skills and experiences in their team. This will positively impact the company work culture and make potential employees excited about the company. 

5 HR and recruiting metrics you should be tracking!

 Recruitment in 2021 is more than just hiring the perfect candidate. The use of hiring methods and practices has changed the face of the hiring process. Analytics is often used in solving people's challenges and to make the recruitment process run smooth and hassle-free. HR and recruitment metrics are useful tools in discovering popular trends and how to make use of it. To make hiring simpler, HR managers should essentially track a few recruitment metrics. Strong, sustainable and good analytics comes with clean data. Get a better understanding of cost per hire and when to fill an open job position is important to run a successful hiring process. 

Why should you be tracking recruitment metrics in 2021?

Tracking recruitment metrics will tell you which parts of your recruitment process work well and which don’t. This will help HR managers make better and more efficient hiring decisions and in finding the right candidates. Companies can use recruitment marketing metrics to optimise their spendings. Tracking recruitment metrics will also help in providing validated and data-driven evaluations of your hiring process. Recruitment has reshaped and revamped itself in many ways from the traditional methods. 

Given below are the top 5 HR and recruitment metrics that should be tracked by hiring managers. Tracking and analyzing every step of the hiring process can help you achieve a deeper understanding. 

1. Candidate experience metrics

This is one of the top recruitment metrics you should track! To conduct a better recruitment process, employers should keep track on:  

• How engaged are your candidates in your recruiting process?  

• How satisfied are your candidates with your overall recruiting process?

2. Career site metrics

How many people visit your career site? It is important to track career site metrics for various reasons. The use of targeted keywords can help you gain organic traffic and interact with potential candidates easily. For a successful hiring process, employers must choose a trusted online recruitment platform like TrustLogics. 

3. Employee satisfaction metrics

To improve employee retention rate, hiring managers should keep track of employee performance, consistency, expectancy and compatibility with the company’s work environment. Whenever you start the recruitment process, ask questions like:

• How long does the new employee stay at your company?

• What is the percentage of employees that leave your company in a certain period of time? 

4. Cost per hire

One of the common hiring methods and practices is to calculate the cost per hire. How much money do you spend to fill a job position once you have candidates in your hiring pipeline? It is very important to understand spendings when it comes to employee selection and onboarding. 

5. Source of the best hire

If you are an employer and want to know the best source of hire, ask yourself questions like:

• Where do your candidates first find out about your job opening? 

• Which platform provides the most of your best applicants? 

When it comes to the hiring process, go for trusted and verified candidates only.  TrustLogics is a prominent online recruitment platform that helps recruiters and job seekers interact with each other. Employers can be sure to find trusted candidates with TrustLogics! They use background checks to help employers save time and money. 

5 foundations of a compelling virtual candidate experience!

 Are you a recruiter looking for steps to enhance online interviewing? The year 2020 saw an uprising in remote interviews. Even today, everyone is new to the virtual hiring environment. The onboarding of a new hire is a crucial decision for the hiring manager. Unlike the traditional recruitment process, the virtual interview is a time-efficient way of finding the right candidate. The answer to improving an online interview process is to prioritise candidates' experiences. 

Enhancing the virtual interview candidate experience is the best way to protect your employer brand. It is important to implement a positive candidate experience throughout the steps of the recruitment process. The virtual hiring process is incomplete without the initial application process. Recruiters should make sure that the candidate finds it convenient to reach out to them. 

How to achieve a positive candidate experience?

Candidates usually look for a hassle-free and easy way to finish the application process. With the advancement of technology, recruiters are using best practices to avail the benefits of recruitment applications. TrustLogics is one such prominent online job portal where recruiters can easily connect and network with potential candidates. TrustLogics uses background checks and allows recruiters to interact with verified candidates only. 

A successful employer brand is possible when hiring managers make use of social media advertising and promotions too. The virtual hiring process has opened doors for everyone around the world. With an increase in job seekers, there is also competition. New and exciting job roles can bring candidates to your company but do you know how to make candidates experience worthy? Let’s find out the top 5 foundations of a compelling virtual candidate experience: 

1. Don’t keep candidates waiting!

Did you know job seekers rank employer responsiveness as the most important when it comes to candidate experience? The best way to attract and retain the right candidates is by clear and consistent communication.  

2. Use technology to your advantage

The right technology can speed up the recruitment process. Ensuring the application process runs smoothly is important. Employers can make use of artificial intelligence and automation too. 

3. Survey tools

Gathering feedback from candidates is used as a common HR tool. If you are looking to make the recruitment process better then go for survey tools. A questionnaire describing job requirements and responsibilities can help recruiters understand the likes of candidates.  

4. Social media

Employer branding always plays a key role in improving online interviewing. Social media is the best way to attract potential candidates. Social media channels can boost and facilitate an increase in candidates' interactions.

 

5. Keep it exciting

Keeping candidates excited about your company is a top priority. Having the word put out to the world about your organization can help you get the right candidates. 

The virtual hiring process can be challenging but keep your focus and stay confident. Employers should also talk to candidates about their company achievements and work culture to keep them interested. Taking honest feedback from candidates can help you better your recruitment process next time. 

Hiring Managers v/s Recruiters: What’s the difference?

 When it comes to recruitment in companies, big or small, hiring managers are often referred to as Recruiters. But are they the same? Finding a qualified and perfectly fitted candidate for a job is a tough decision. Recruiters and hiring managers are responsible for interviewing potential candidates and selecting the right one. There are several methods that hiring managers and recruiters adopt to find the most suitable candidate. These common methods are also called hiring tactics which are essential to help the hiring process run smoothly. The human resources department in a company is attributed with the responsibility of interviewing top candidates. Job seekers often confuse hiring managers with recruiters.

How are recruiters and hiring managers different? 

Hiring managers are typically the HR team lead looking to fill an open job role. They interview potential candidates for their departments but spend a majority of the time leading their department or team. Recruiters work on finding excellent candidates for the company. Recruiters look for applicants to fill specific roles and talented people that would benefit the organization. 

Hiring managers usually review resumes and applications as they receive them from recruiters or directly from job seekers. Once they identify an open position, most hiring managers write a job description and job posting to use in finding qualified candidates. Hiring managers can collaborate with recruiters to find suitable applicants. After consulting with a hiring manager, a recruiter will develop a strategy to find the perfect candidate. This includes reaching out to job seekers online and expanding their network through the virtual world. 

What are some of the qualities that make recruiters different from hiring managers? 

  

Recruiters possess many hard and soft skills that help them perform their jobs well. Recruiters usually have skills such as communication, problem-solving, time management, sales abilities and more. The hiring manager job duties depend on whether they are working with recruiters or alone or with human resources employees. Most hiring managers plan training and orientation of new candidates. We usually find recruiters posting job postings online and then screen candidates on the phone or using video conferences. The role of a recruiter is to help the hiring manager by casting a wide range of candidates and then presenting the most qualified people from that larger pool. Hiring managers are usually seen managing the onboarding process of selected candidates and supervising the hiring process. Recruiters identify potential candidates and look for the best talent that suits the company environment and ethics. 

Why do recruiters and hiring managers work together?

To find the best candidate, recruiters and hiring managers must be in constant contact with one another. The key is to be effective and efficient, a great way to do this is to conduct post-interview discussions via phone or using an online platform. This kind of regular communication helps both recruiters and hiring managers stay on top of market challenges, applicant expectations, and competitors. 

Amidst a global pandemic, the hiring process is tougher than ever. With a smart, trusted and professional online recruitment portal like TrustLogics, hiring managers can easily connect with former employees and new candidates.

What are candidates looking for in a Post-COVID work environment?

 The year 2020 brought big changes in the recruitment process. Although the work environment changed for most of the professionals with the new working from home culture, the major concern for employers remains to be employee retention. 

How to improve employee retention in 2021?

Companies have adjusted their daily operations along with the new work culture. Job seekers now look for work flexibility and job satisfaction more than ever. It is important to stay updated with the best practices to keep employees happy and satisfied. The increase in job seeker opportunities has led to employers staying extra concerned about employee retention. 

When employers offer new benefits packages and compelling working conditions, it boosts the employer brand. It is important to know what job seekers are looking for in the new covid work from home environment. If you are an employer worried about losing potential candidates to another employer, then read along to find out the top 5 things job seekers are looking for in a post-COVID work environment. 

1. To achieve work-life balance

Flexibility is critical to a large percentage of candidates in 2021. By giving work flexibility, employers can increase their employee retention automatically. Companies can come up with several new ways to engage employees in a remote work environment. Employers can conduct discussions and have a personal interaction with their employees to show their support during this covid work from home times. 

2. Security

Security is undoubtedly one of the top priorities for job seekers. Companies must have a strong remote working system for their employees. Employers can use technology to empower employees and run a smooth functioning of their daily operations. The best way to achieve employee retention is to offer employees job security. In difficult times like the pandemic, employees look for health policies while working for employers. Employers must make sure to reassure candidates with inclusive sick leave policies. 

3. Transparency

The pandemic has been a stressful time for both employers and job seekers. With the change in the work environment, candidates expect a higher level of job satisfaction. Employers cannot build trust without transparency. It is best to avoid misrepresentations and inaccurate statements about the company. Employers should be direct with the job seekers about what they have to offer and about work flexibility. 

4. Company values and work ethics

Candidates gravitate towards an ethical and trusted environment when working for employers. The companies that hold a strong and loyal reputation are more likely to get the best candidates. Job seekers can learn about a company with how it carries itself at the time of crisis. Most candidates are looking for working from home flexibility. Employers need to make candidates feel safe and boost their morale. 

5. Well-being

Companies that offer holistic well-being support and a positive work environment are more likely to improve their employer brand. Making employees' health a priority can lead to better performance of the company. 

An easy way to find trusted employers and job seekers is with TrustLogics. TrustLogics is an online job portal that helps employers and job seekers interact and communicate better. TrustLogics can help connect potential candidates with trusted employers and companies. Conducting a prior background check helps employers connect with verified candidates only.