In this blog by Assaf Eisenstein, founder and CEO of GoodJob, he examines common scenarios for recruiters to contemplate if HR practices are not up-to-date.
Two vital aspects of your role as a recruitment professional are implementing an employee engagement strategy as well as fulfilling your company’s recruitment needs. No doubt you are well informed on HR trends and innovations, specifically mobile recruitment trends and innovative technology that bring them to your company. These trends, you are told, will vastly improve your candidate pool, will better engage your employees, solidify your company branding, and improve the candidate experience involved in the hiring process, yet you are concerned. Concerned about the risk involved in wasting resources, concerned about embracing new technology and, more importantly, concerned that it will not make a difference to the results you are seeking.
BUT, if you don’t bring your HR practices up-to-date, what is the alternative?
Here are two common scenarios for you to contemplate:
#1 Online Job Applications
A couple of departments at your company have open jobs and these have been updated on your career page. A job seeker is carrying out an online search for suitable open jobs and comes across one at your company and wishes to apply. They click to start the application process and–lo and behold–there is a five page online application staring them in the eyes. This is most certainly not the first application they have had to complete this week; it is time consuming, they do not currently have the time to sit in front of a computer screen completing the application, so they will either start it and give up (actually 60% of candidates will do that according to a survey conducted by Jibe) or just not bother at all.
#2 Hoping your employees will spread the word
You encourage your employees to check your employee portal for job openings and to share them with their networks. After all, who is better equipped to be your company’s ambassadors than your employees? But what incentive are you giving them to make such an effort?
Let’s imagine that an employee at your company bumps into an acquaintance who is searching for a job that they recall may be open at their company. Unfortunately, all your employee can give this acquaintance off-hand is the company website and perhaps the job title; they will only be able to share specific details when they are next at work. People have good intentions, but their work and social life will take priority and this acquaintance may be forgotten. You cannot blame your employees because they simply do not have any incentive. They receive no credit or reward, so why would they make that effort?
Think about the way these two scenarios will reduce your potential, talented candidate pool.
If that isn’t enough to convince you that Employee Referral Programs are crucial, then here are four incredible benefits that will bring your recruitment strategy into the present AND the future:
1. Access, Access, Access
A survey conducted by Jibe this year indicated that over 80% of job seekers expect to be able to carry out at least part of their job search on their smartphone, while 73% use their phone to access social network applications at least once a day, yet recruiters are not providing the tools that are required to do this.
By incorporating your company’s career page into a mobile app, you are making your company’s jobs accessible to your employees and job seekers, wherever they are and whenever they have the time. Your employees can share jobs with their social media networks at the flick of a button, and job seekers have the information they require to easily apply for a job when it is convenient for them.
If you want to up your recruitment game, then accessibility is the key.
2. ATS Integration
You may already be aware that your current technology is not fulfilling your company’s recruitment needs, but the idea of integrating a cutting-edge Employee Referral Program into your ATS not only concerns you, but puts you off the idea entirely. Key issues for recruitment professionals have been identified as ease of use, customization capabilities and of course integration, yet ERPs have been designed to be just those things–easy to use, easy to customize, and easily integrated. As an example, Gooodjob’s ERP is designed to be easily integrated into all major ATS’s.
Problems solved, and work halved for you.
3. Engaging your Employees
Every company knows that employee engagement is key, but many lack the strategy or tools to make this happen. Imagine handing your employees a simple and cutting-edge application that not only allows them to access open jobs and share them through social media, SMS, or email and get rewarded for it, but also allows them to stay up-to-date on company activities. They will not only be motivated to be your company’s ambassadors, but they will also feel a sense of pride working at a company that keeps up with technological trends and cares about their employees.
It’s a win-win situation: Quality candidates are referred to you, and your employees benefit too!
4. The Human Touch
Lastly, every recruiter recognizes the importance of the candidate experience in the hiring process as well as giving their employees the sense of being more than just a number, and ERP’s accomplish that with such ease.
Job seekers are exposed to your company’s open jobs in a social way and through people they trust making them much more likely to take the time to apply AND you are engaging with your employees in a fun manner and with a clear message that your company is both serious about recruitment and serious about their employees–which is precisely what they want to hear!
There you have it–the benefits of incorporating an Employee Referral Program into your recruitment strategy not only outweighs the concerns but solves them in their entirety.