Continually upskilling and developing your team is no small feat. You need to have a great Learning and Development (L&D) strategy in place. Putting one together takes time, but having one in place can help boost productivity and, in turn, your organisation’s output. It is no wonder that, according to the 2019 L&D Report published by findcourses.co.uk, 72% of marketing-leading organisations have taken their L&D strategy even further: they have put it at the heart of their recruitment strategy. Keep reading to find out how your organisation can follow suit and use talent development to recruit.
Due to the ongoing Covid-19 pandemic, people in job markets across the world are looking for new jobs, to do something new as their work. It has, quite literally, been decades since people were changing careers in these numbers.
According to a recent survey conducted by findcourses.co.uk, more than a third (35%) of people are actively looking to change careers. Strikingly, a huge 89% of people who are happy in their current roles are also dabbling with the idea of changing careers.
As much of a reset and adaption as this is for jobseekers and career changers, it is also a major change for employers. So, just how can employers embrace this sudden new normal?
Look at Funding Options
If you want to take advantage of this sudden new talent pool from which you can draw, then a good place to start is by looking at your funding options.
Training people takes time and money. While some organizations might be able to take on apprentices or a handful of trainees each year, taking on a greater number than usual might prove to be financially challenging.
In response to the pandemic, many national governments have set up funding chests. In the United States, this is happening at more of the state than the federal level. Either way, there is funding out there that can be utilized to help people change careers.
Consider Unsolicited Applications
Unlike fresh graduates, those who have been in the workforce for a while might use their networks to find opportunities. As such, your organization might receive applications through less conventional routes.
It might be a CV and a letter of interest sent to a general enquiries email, or a curious phone call made to your HR department. Either way, take the time to at least look at these unsolicited applications. In order to be more confident, taking soft skills courses could help you out at this stage.
HR professionals are now taking more into consideration the communication, leadership, and collaboration capabilities of their candidates, something you can easily refresh by going through programs like interpersonal skills training.
People who are looking to change careers and have sent an unsolicited application might well have transferable skills or relevant experience that not only makes them suitable to join your company but can also add value.
For example, someone who has worked in HR for many years but is now looking to go into sales will have transferable skills and a natural eye for people that will come in useful. In this case, getting skills with sales training beforehand will increase the chances of you completing your career change successfully. Therefore, it would be no great chore to train this person.
Always glance at unsolicited applications. It may just be worth your while.
Take advantage of professionals who are changing careers
According to a survey conducted by findcourses.co.uk, a little over a third of people are actively wanting to change careers, with almost 90% of those who are happy in their current roles flirting with the idea. As such, the talent pool for employers is larger than it has been in decades.
You should take full advantage of this by, first and foremost, looking at your funding options. Many national and regional governments have put funding pots in place to which you can apply for special funding to take on a new trainee.
You should also consider unsolicited applications. People might be reaching out to your organization through their networks rather than through more traditional channels. As such, experienced, educated people might be missed should your organization not consider unsolicited applications.
Author: Luke Sandford
Luke is a writer and content producer at Educations Media Group. Currently based in Lund, he is originally from the UK and graduated from Goldsmiths College, University of London. He has written for several outlets and worked as an English teacher.
Recruiting a team is one of the most important processes inside the company for many reasons. The major one is that the professional skill qualities of your employees will become the quality of your business. And yes, the HR managers are the ones who choose the right people for the right positions, which means failure isn’t an option here. Yet, there are some common interviewing mistakes that headhunting team members make still. Let’s see why they are important to avoid and how to do it.
1. Making too many assumptions
You may have five+ years of experience in recruiting everybody: from C-level managers to seasonal workers. You may visit (or conduct your own) masterclass on the peculiarities of the hiring process and how to make the perfect professional match to happen at the workplace. All that can give you a feel like you can scan a candidates’ resumes video or written format, analyze the in-person presentation at the interview, and see if this candidate will fit the position. This is exactly where you need to turn your Mr/Mrs/Ms-Know-It-All off and get involved in the process here and now as this neglectful approach can cost a valuable employee.
How to avoid it: Always get back to the position description when you start sourcing. This will keep you on track with who you are looking for now. The good idea is to map out the qualities/skill set for a particular position, so you know for sure what is crucial and what is complementary. Another advice is to ask an interviewee the questions before coming up with your answers.
2. Seeking for an ideal candidate
Another one from the common HR mistakes list is to pour all the effort, time, and resources for hunting for the 100% exact match. However tempting and real this idea might seem, it rarely works in real life as there are many factors that one should consider at the same time. Looking for the resume that corresponds to every single specified must-have is a time-consuming work in vain.
How to avoid it: Divide the needed skillset into Must-Haves, Good-to-Haves, and Personal-Haves (the individual qualities that may be beneficial to the particular job). The candidate who scores most of those three might be the one who can match the job but, again: those are just a few factors of many.
3. Not checking references
It’s hard to check all the facts mentioned by a candidate in a resume – after all, you aren’t an FBI or MI5 agent. However, you do want to know whether the person has worked at the mentioned position (especially if we are talking about the top-management level) or not, what their supervisors have to say about the professionalism of the candidate, and how has the person recommended him/herself while working in the particular environment.
How to avoid it: Always check the reference background, if given. You can arrange a phone conversation or write an email to the person. And remember: that is just one point of view of many so keep the collected information in mind but don’t just jump into conclusion unless heard the other side as well. This is one of some common HR interviewing mistakes as well.
4. Using too much/too little social channels
Professional and personal social media channels have become a valuable source of information about the candidate’s professional and individual traits that the resume or cover letter doesn’t include. Abusing scrolling profiles may set a trap as you may stop perceiving him or her as a candidate but will look at the profile from the other user perspective. Not deploying it at all will leave out the precious touch on their personality and communicational style. So what do recruiters make as a compromise?
How to avoid it: Because social media isn’t and shouldn’t be the main tool for recruiting, your usage of it should be situational and additional. If you gathered enough information about a candidate’s fitness into your corporate culture, you don’t need to see memes reposting.
5. Asking confusing questions (or not asking at all)
Even after a thorough study of their resume, social media profiles, and other information, you still may have a lot of questions you’d like the candidate to answer. This is a great path to follow. What can happen though is that the candidate misunderstands questions, and that’s why the person fails at answering them. What if one doesn’t know how to list languages on a resume, left that space blank, and you put the resume aside right after the interview without asking whether one has proficiency in any? That’s right, another oversight of possibly great employees due to these common HR mistakes.
How to avoid it: Make a list of questions to clarify the information (for instance, asking whether one has learned a foreign language) and those that you haven’t found the answers yet.
Hiring people and creating an efficient team is indeed a subtle art, but realizing the common HR interviewing mistakes one can make on this journey helps the recruiters stay alert and adjust their approach when needed. Just make sure you don’t forget that recruitment and hiring are, first of all, about real people and not our ideas or assumptions about them.
Author: Laura Garbers
Laura is a lead recruiting specialist and an editor at Craft Resumes. She considers hiring as architecture for business and explores how going digital and remote recruiting influences both online and offline based companies.
Businesses looking to hire new talent or fill in gaps in their processes should integrate technology in their daily activities. Technology alleviates some of the burdens on recruitment teams. They also help to report on the hiring process for possible areas of improvement. Here are different technology solutions that recruiters and businesses can use when hiring new employees.
Recruiters who are looking to increase their hiring efficiency can implement cloud-based applicant-tracking software. This software aids recruiting teams with tracking candidates throughout the recruitment process.
Recruiters can use this software to store candidate data and information, track where individuals are in the process, and pull reports on a candidate’s hiring experience. Cloud-based human capital management systems allow stakeholders to access information from anywhere with an internet connection. At the end of the hiring process, these tools can also help recruiters improve future hiring processes by understanding the path taken by successful candidates.
Artificial Intelligence (AI) in Recruitment
The leading benefits of using AI in the recruitment process are faster responses and management of simpler tasks. AI-powered software can automate the candidate search process by locating people who match a certain set of criteria or assessing candidates’ fit based on their resume and application responses. LinkedIn Recruiter is a popular AI-enabled tool currently being used by hiring teams.
Chatbots are another example of AI technology. They automatically respond to people’s questions and reduce the recruiters’ workload. Quick responses provide candidates with a positive experience while saving precious time for businesses.
Video interviewing can connect people seamlessly, regardless of location. Additionally, businesses with remote workers can use the technology to include them in candidate discussions. Video interviewing also helps companies pull from the global talent pool. For example, a business located in New York City can use video conferencing to interview candidates that are continents away. Tools like HireVue allow businesses to schedule and execute remote interviews.
Looking to the Future
As technological advancements and abilities increase, companies and their hiring teams will shift away from mundane tasks to higher-level assignments. AI and other technological advances will reshape how recruiters go through their daily tasks.
Targeted advertising for positions are already showing up in job seeker’s web and social media feeds. But further automation allows advertisers to deliver the right messages at exactly the right times. Natural language processing (NLP) could be implemented into interviews for analysis on fluency, pronunciation, vocabulary usage, and the progression of ideas.
Recruiters have a new teammate in technology tools. Technology will amplify and augment current recruitment practices: AI assists hiring departments with mundane tasks, and applicant tracking software helps recruiters understand where a candidate is in the hiring cycle. Video interviewing assists in bringing in people from across the world together in one central, digital location.
In the future, continued developments and advancements will bring in additional solutions for recruiting teams. Operations will include opportunities for reaching job seekers in new ways, like through social media. Additionally, AI solutions will aid candidate verification and interview. Overall, technology will help recruitment teams with speeding up processes or handling easier tasks.
Author: Henry Garrett
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