Working remotely is one of the fastest growing workplace trends today, with one in three Australians now regularly working from home, according to the Australian Bureau of Statistics.
One in three Australians now regularly works from home, according to ABS.
This type of employment has become easier in many industries with the growth and developments of technology, but how does it affect talent acquisition? Recruiters have started doing their jobs remotely as well, finding and interviewing potential candidates over the internet with recruitment software rather than in person.
While this can be extremely beneficial in some situations, hiring a remote recruiter for your agency can also present a number of challenges. Let's look at some of the positive and negative aspects of incorporating remote recruiters into your agency.
Advantages of managing a team of remote recruiters
One of the main benefits of bringing on remote recruiters in the recruitment industry is that agencies can pick and choose recruiters based solely on candidate management experience and talent rather than geographic location – this is an invaluable asset, as it means you will potentially have a much stronger team than you would otherwise.
Remote recruiters also tend to cost less than in-house employees, as the job comes with the same responsibilities but none of the liabilities. Ultimately, qualified remote recruiters have the same job as in-house recruiters and utilise the same recruitment databases – they just work on their own schedules and don't require the same infrastructure as the latter.
Drawbacks of employing remote recruiters
Although it might save you money and give you access to a larger talent pool, managing a team of remote recruiters can also have its challenges. One of the biggest ones is the potential for miscommunication; as with all online interactions, the lack of interpersonal contact can lead to frustration and gaps in correspondence, according to Juice.
The lack of interpersonal contact can lead to frustration and a lack of communication
Training can also be a particular challenge when managing a remote team, especially if your company has a very specific induction program.
Organising a team of remote recruiters for your agency can be both beneficial and challenging. Regardless of whether you keep your employees in-house or expand outwards, all recruiters can benefit from specifically designed programs, such as TRIS recruitment software, that handle the day's administrative tasks and allow recruiters to focus on finding the best possible candidates.
The specifics of each hiring process are different, but one thing remains the same: a candidate who is worth interviewing must be 'sold' on the open job. This process becomes significantly trickier when you're hiring on behalf of a client. Recruiters faced with this problem might wonder how they can sell a difficult job opening, especially for a third-party client.
It's the recruiter's job to ensure that the opening is presented in the most appealing way possible.
Here are three ways agency recruiters can convince a candidate that a particular job is worth taking.
1. Find the USP
Researching and getting to know the client is obviously an important part of recruiting for them, but it becomes even more essential when you're trying to recruit for a difficult job.
In these cases, recruiters need to find and highlight the client's unique selling point, or USP, by communicating with them. Perri Chase, CEO of Archively, gives an example on her Medium page of a poor recruiting experience to demonstrate the importance of communication with the client to fully understand (and sell) the job at hand.
""[The recruiter] should have asked […] to get an understanding of where we are and where we are going. It would be great for him to understand where our product is going and how our needs will evolve."
2. Practice your pitch
Forbes suggests that before they begin the hiring process, agency recruiters should look at the job and ask, "Would I accept this position?" If so, great – if not, they should practice pitching the employment opportunity, even if it's a challenging one.
Recruiters need to find the client's USP: the aspect of the job or company that will keep candidates interested.
For example, if the day-to-day of the position in question isn't particularly compelling, it makes sense to highlight opportunities for growth, company culture or any other unique benefits that come with the job, according to Workable.
3. Be friendly and organised
It might seem obvious, but a personable and excited interviewer will transfer their passion to the candidate. Keep in mind that you are the only link between candidate and client – everything they know about the job they know from you, so put on your best smile and sell the job.
Recruiters who are frazzled or disorganised during the interview will also not present the best portrayal of the client to the candidate. To streamline your recruiting process and eliminate your daily administrative tasks, take a look at TRIS Recruitment Software, or get in touch with us today.
12 Jun, 2017
Talent or experience: which is more important in a candidate?
Is potential more important than experience in a job applicant? The age-old question plaguing recruiters has never been more relevant than it is in Australia's competitive business world today.
Recruitment agencies are often presented with a wide swathe of candidates, some of whom have rock-solid CVs and others who are fresh out university, full of untapped potential. How can Australian recruiters decide whether to hunt for talent or experience from their recruitment databases?
Hiring for experience
Having an extensive CV never hurt a job applicant, and recruiters will naturally pay attention to candidates who boast impressive credentials. Experience is especially important when hiring for a leadership position; the risk of bringing on someone without solid leadership experience is much greater in this situation than it would be for an average job opening, according to Entrepreneur.
It pays to bring on someone who can hit the ground running without a great deal of direction.
It might also be a good idea to hire for experience if you think the client company lacks the time or resources to train a new employee from the ground up. In these cases, it pays to bring on someone who can hit the ground running without a great deal of direction.
Hiring for talent and potential
If you're in the recruiting process for a non-leadership position and have to choose between a candidate with potential and a great work ethic and another with an impressive CV but less personality, it might make sense to go with talent. Organisations that have the time to nurture and grow new talent often stumble upon gold mines when they bring on fresh graduates that show enormous potential.
For companies that are looking to rebrand or appeal to a new demographic, hiring an inexperienced, yet talented candidate could provide the unbiased perspective needed to give the business an edge.
Which should I choose?
The decision between these two types of candidates depends entirely on the specific situation. If the client already has a team of competent and experienced employees, keep your eye out for fresh talent to balance out the ratio. With younger or smaller companies that lack such a team, it might be smart to invest in an experienced hire who can pave the way.
The most important component, according to Forbes, is to allow your human judgment to take control; if you believe one candidate would make the best hire, don't second guess yourself. Whether you're hiring for experience or talent, TRIS recruitment software can help with candidate management by removing the administrative tasks from your day to day. Get in touch with us today!
Recruiters in Australia naturally want to attract the best, most qualified talent when looking to fill an open position. Unfortunately, many of the quality candidates out there are already employed – after all, they're in high demand. How can companies draw hidden talent out and efficiently recruit these quality candidates?
Sometimes, spreading the word that you're hiring isn't enough to reach the most qualified workers. Take a look at these ways to attract and retain passive candidates.
What is a passive candidate?
Passive candidates are defined as employees who aren't actively job seeking but who could potentially be open to another job opportunity if it presented itself. Naturally, they can be difficult to ensnare because they are likely comfortable in the position they currently hold.
While it would be easier for companies to stick to traditional recruiting methods and settle for active job seekers, these inactive candidates are often thought to have something of value that regular applicants might lack, like a higher education or extensive experience. Many companies without targeted strategies miss out on such candidates because they haven't taken the time to update their recruitment databases – doing so would allow them to locate and manage quality workers much easier.
Many companies miss out on such candidates because they haven't taken the time to update their recruitment software.
Passive recruiting techniques in Australia
Though there are various methods for attracting passive job applicants in Australia, the easiest one is to find and capitalise on your company's unique selling points. In order to get a passive candidate to justify leaving their company and joining yours, you must first convince them that working at your business will benefit them more. They already have a job – you need to offer them something they don't already have.
Beyond that, it is important for companies to make the application process as easy as possible, as passive job hunters are less likely to dedicate a significant chunk of time to filling out a complicated application than active seekers. Recruitment software, such as TRIS, can help you design an efficient and effective application process for candidates.
TRIS allows you to focus on locating and pursuing passive candidates while the software takes care of the rest. Get in touch today to hear how you can better manage your recruitment system.
15 May, 2017
3 reasons why employer branding is important for recruitment
If you imagine the phrase 'employer branding', it is typically in the context of bringing in more business and improving the way potential customers view the company. In today's technical age, however, branding is equally important when it comes to scouting and managing quality job candidates.
Creating an employer brand in Australia can be difficult and time-consuming, but it's an important step to take if you want to hire the best. Why? Because the best want three things: values, company culture and tech-forwardness in their job. The easiest way to demonstrate that you have those things is by building a fantastic brand – read more here.
58 per cent of millennials would take a pay cut if it meant working for a company whose values they aligned with.
1. The best candidates are looking for values
Young job seekers these days are driven by a different set of factors than many older generations. In particular, 58 per cent of millennials say they would take a pay cut if it meant working for a company whose values they aligned with, according to a 2012 Net Impact survey.
For this reason, it is incredibly important for companies wanting to hire top new talent to immediately present candidates with their best features. This means making the company values a central aspect of the website (as well as the job posting) so everyone who visits has a clear picture of the impact your business has on the world.
2. They're looking for company culture and diversity
Most candidates today are also looking for businesses with diversity and a vibrant office culture – they want work to be ethically rewarding as well as fun. It is important for employers to tactfully advertise their culture, as well as the particular perks of the office (end of month drinks, table tennis, bean bags etc.) as these seemingly minute details could be make-or-break for the candidate.
3. They're looking for tech-forward businesses
Business today is wholly centred around technology – it's the way of the future, and is therefore a big pull for millennials. It is important for you, as an employer, to demonstrate your digital aptitude to all potential candidates if you hope to compete for their employment.
Many companies choose to revamp their websites to make them clearer and more user friendly. This will not only keep customers on your site longer, it will attract tech-savvy talent to your page and give them a reason to pursue a career with you.
If you're rebranding and updating your website, it might also be smart to update your recruitment system. Check out some of our e recruitment options today to learn more about how you can attract and manage top talent.
A lot of recruiters can lose sight of the most pressing questions to ask in an interview and this ultimately leads to hiring underqualified people. However, there are ways that recruiters can improve their interview tactics and candidate evaluation systems, which will ultimately help the business perform better.
Focus on what's important
Two things that interviewers don't focus on enough are a candidate's intelligence and competence. This can be a major problem because you end up getting candidates who sound great because they embellish their skills, but the recruiter ultimately needs to be getting proof that they're fit for the job.
In fact, Dan Moore, an associate professor at the Haas School of Business at the University of California, Berkeley, says that interviewers favour candidates who are articulate, sociable, attractive and tall. While sociability and articulateness are important, they shouldn't be the main measures for assessing a candidate's ability to do the job.
Skills and techniques for preparing for an interview
Following a structured interview process can help you avoid falling for a candidate's charisma rather than paying attention to their ability.
John Dooney, manager of strategic resources for the Society for Human Resources Management, outlines some steps:
It is vital that you look at the candidate's CV before the interview. As obvious as this may seem, it will get you in the right mindset to ask detail-oriented questions specific to the candidate's intelligence and experience.
Write out all of the questions you want to ask. The questions should be expressly related to the requirements of the job.
After you have thought of questions about their competence for the position, ask some behavioural questions. These questions should be as specific as possible about past performance in previous jobs.
It also helps to have a good candidate management software system such as Recruitment Systems' TRIS when assessing the candidate. This sort of software standardises evaluations of candidates because it can:
Automatically convert CVs to a standardised template.
Bring up all candidates with the necessary skills.
Track candidates. This makes it so different recruiters are able to share notes more easily.
Set up automatic communications at key points in the recruitment process.
Automatically generate reference checks.
Organisation and standardisation is key when it comes to assessing potential employees. Processes such as these will ensure that you are carrying out a more objective, and therefore reliable, interview.
Our world is becoming increasingly globalised, which is why hiring bilingual or even multilingual speakers is becoming more and more necessary. How can your business go about attracting these candidates and bringing your company one step further into our interconnected world? And why should you make this effort? In other words, what will be the rewards?
Why? One word: Globalisation
Your company can be made more competitive with the addition of bilingual employees because they can help write your content, Nathalie Jansen, the CEO and founder of The Matching Group PLC explains. For example, if your company is creating content for consumers abroad, bilingual employees can read research local to that region and determine the regions that will most likely respond to posts and graphics.
In fact, Nieman Journalism Lab found that geo-targeted posts are six times more successful than those that are not, so bilingual workers could be of enormous help in this respect.
Another marketing effort bilingual employees can help with is analysing how readers are responding to content on a website in a different language. Bilingual speakers can better analyse comments and tailor it according to their responses.
For those who have grown up in a different culture, they may be more weary of cultural sensitivities for your company to look out for when selling services to a particular target population, Jansen adds.
Hiring bilingual employees will only become more popular because of how they improve a company's competitive advantage. Researchers at the University of Phoenix Research Institute found that demand for bilingual employees will increase in the next ten years, as 42 per cent of American employers believe that Chinese speakers will be more necessary for improving interaction with customers and 70 per cent believe Spanish speakers will be.
Software such as Recruitment Systems's Total Recruitment Information System makes it even easier to catch the attention of bilingual job candidates. Recruitment Systems's TRIS can conduct recruitment in a multitude of languages such as Mandarin, Spanish, Japanese, German and Sanskrit. This information system can speak to people from all over the world with a push of a button.
To internationalise your company, consider taking advantage of these tools that will land your company on bilingual candidates's radars.
30 Mar, 2017
A quick guide to the pros and cons of eRecruitment
eRecruitment is the way of the future. However, if you're a company looking to make their way into the digital recruitment space, it's important to know both the pros and cons before you do.
Use this simple guide as you step into the world of online recruitment so that you have an idea of what you have to gain and lose.
Benefits of eRecruitment
One benefit of eRecruitment is that it gets you in touch with more candidates at a faster pace than ever before.
For example, some of the best recruitment software systems, such as TRIS, have syndicated display advertising technologies. This technology makes it so job-postings are seen by more job candidates, according to John Rossheim, a prominent IT journalist writing for Monster.com. Recruitment software also saves you significant time and money because you no longer have to plan an advertising campaign, buy media and design ads.
An additional benefit of some recruitment software is an applicant tracking system. In an interview with Inc, Sharlyn Lauby, the president of HR consultancy ITM Group says that this type of technology makes it easier for recruiters to share notes on candidates. An ATS system improves record keeping exponentially and decreases the likelihood of losing track of the most qualified candidates. Plus, advertising software gets the attention of passive applicants who may not actively be looking for jobs, but could be the best person for the role.
Lastly, having an automated candidate management system makes your HR department much more efficient.
"When you automate the right tasks, then it frees up time to do the in-person ones better," Lauby says
Cons of eRecruitment
The main issue that recruiters take with using software is that it is still about "weeding out the weak rather than finding the best," according to Lou Adler, CEO of the search and training firm, the Adler Group. Although total recruitment systems are incredible time savers, you miss out on the longer, more intimate interviews with candidates that appear weaker on paper but have other great strengths.
You can lose the human element when adopting a solely technological total recruitment system. For example you miss the opportunity to test out a candidate's interpersonal skills that may make up for their lack of technical skills, which they could learn on the job. The interview should be an essential piece in the recruitment puzzle Scott Elliott, CEO & Owner at Elliott Scott HR says.
With a purely software based recruitment system, the possibility of an outstanding candidate falling through the cracks becomes a concern.
Intelligently searching and matching resumes against company job descriptions has never been an easy job for recruiters, and technology is yet to provide all the answers.
Take matching tools, for example. They have been created to speed up searching by providing a short-list of candidates, but it's inefficient to just match resumes strictly by priority keywords from job postings. There needs to be more focus on context – otherwise candidates could fluff up their application with choice words and game the system.
So how does intelligent searching and matching work, and should you be using it?
How does intelligent searching and matching work?
Intelligent searching and matching challenges the common assumption that a candidate's resume needs to contain leading job-posting keywords to even be considered.
Keyword sets can be considerably different between job postings and resumes because searching and matching is more complex than simply seeking out keywords and their synonyms.
According to recruitment research expert Irina Shamaeva, search criteria should also be based on things like:
Years of experience
These additional criteria help you pinpoint candidates with skills and qualifications that are relevant to a job posting but may simply be missing job post keywords.
When you combine the power of technology with the power of your people, you get better job searching and matching results.
Should I use intelligent searching and matching?
As you can see, while a computer can't efficiently do the job of searching and matching alone, it can help. When you combine the power of technology with the power of your staff's extensive recruitment knowledge, you are near-guaranteed to get better job searching and matching results.
The key here is to be smart about how you construct your searches within the technology – don't default to simply searching for buzz words or general job posting keywords, expand your search to things like education, skills and past job titles. It's a process that needs to be fine-tuned over time but once mastered can leave you with some seriously appealing results.
TRIS Recruitment software can help you with the technology side of the equation. Our platform helps you more effectively scan resumes with specific intelligent searches. To learn more about how TRIS recruitment software can help you better locate and place candidates reach out to one of our Recruitment Systems reps today!
Today's candidates need to be courted. You can't wait for them to come to you in droves, you need to actively seek them out. That's because a large portion of today's top talent comes from passive candidates – professionals who aren't necessarily looking for a new job but are open to the idea.
"If the only candidates you have are the ones that come to you when they are ready, you will only have candidates that other people have too," explains global recruitment expert Greg Savage.
"Your job is to unearth unique candidates. We have to build long-term relationships with candidates who have not yet started to apply for jobs."
Today's candidates need to be courted.
What does this mean? How do you better attract clients and candidates?
In order to build these long-term relationships we have to first attract candidates and then nurture these connections. The solution is marketing. Recruiters need to take note of consumer-marketing techniques and apply them in real time to their strategies for attracting candidates.
This leaves us with one question: How do you market for recruitment? Fear not, we've compiled a list of marketing tips for recruitment companies.
1. Understand the different approaches
In marketing, there are two general approaches – inbound and outbound. For recruiters, inbound marketing comes in the form of creating content that draws candidates to your services, explains technology company Oracle in an article on marketing for recruitment. Effective inbound material is aligned with your audience's interests and communicates on the right channels.
Outbound marketing is a more direct approach. It is when you reach out to your candidates in a very straightforward way – either with catered job postings or paid advertisements for your recruitment service, notes Oracle.
2. Identify who you want
Marketing today is not about throwing out random ads and hoping they reach the right people. New technologies can help you to identify where your target audiences lie and reveal how to reach them. Are you aiming for males aged 30-50? Is your demographic new university grads? Before you start creating and disseminating content, identify what kind of candidates you are trying to attract.
Once you have identified the kind of candidates you are trying to attract, do some research about their preferred channels.
3. Use the right channels and content for your market
Once you have identified the kind of candidates you are trying to attract, do some research about the preferred channels and content for their demographics. Should you be reaching out on Twitter? Should you be publishing thought leadership blogs on LinkedIn? Putting the right content in the right place at the right time is arguably the most important aspect of marketing.
4. Keep it consistent
Once you have your marketing techniques in place, be consistent with them. Engage your current candidates on a regular basis, interact with prospective candidates and always be on the lookout for new ones. The future of successful recruitment lies in effective marketing, so you should start mapping your strategies now.