What are the latest technology trends in RPO?

Recruitment Process Outsourcing (RPO) has flourished across the globe in recent years.

In the US, the approach has become increasingly popular and, as turnover increases at many companies and managers turn to temporary staff, it is likely to be adopted by even more firms in the future. 

With the introduction of big data and other digital innovations in recent years, the market should prepare for more advanced technologies to be used in the near future. 

In the past, RPO specialists were focused on finding ways to incorporate technological trends into their recruitment processes, but now there are so many options available that organizations are spoilt for choice. 

New metrics for RPO specialists 

Metrics are arguably the most important technology feature for organizations in the RPO industry. 

Without them, it is impossible for staff to make tangible improvements to their service but, with them, businesses are able to constantly develop their processes and reach new targets. 

There are a number of important metrics that need to be factored in when assessing the effectiveness of RPO. Arguably the most important of these is time. If you can provide organizations with successful staff in a relatively fast time, then you are going to be more appealing to other companies in the market. Metrics that can be assessed include time-to-fill and the time it takes to reach full productivity.

On the other hand, RPO should not be rushed. If it takes time to find the right talent, do not worry. Even if you take your time to develop a great service, your brand will establish a reputation as an efficient service provider.

How can technology help to assess time?

There are a number of applications available that allow project managers to record the amount of time they spend on a certain task.  

Both online and offline software allow employees to identify the amount of time it takes to complete a hire. If it seems that the process has taken longer than expected, you can pinpoint what caused the issue, note it down and make sure it is addressed in your next project. 

Additionally, technology allows much easier planning and collaboration with clients. Rather than sending applications back and forth, two parties can edit a document in collaboration and reach deadlines more quickly and effectively. 

The introduction of video conferencing programs such as Skype and Google Hangouts also make it easier for companies to interview candidates in-person and gain a solid understanding of their personality and aspirations. 

This can save a significant amount of time, effort and money that would otherwise be spent on travel. It can also allow RPOs to interview a higher number of people and improve their chances of hiring the right individual. 

Content Source : http://www.allegisglobalsolutions.com/

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The role of technology in recruitment (RPO)

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For any business, having a finger on the pulse of technology can provide a real competitive advantage.Even if innovative new products aren’t a company’s lifeblood, developments in the sector should be paid close attention to – they often have ramifications for the wider business world, meaning early adopters stand to gain much from being on the cutting edge.

The cloud is a prime example of this. Being able to host data and applications off premises has allowed companies of all shapes and sizes to tap into the benefits of remote working and cut their technology budgets massively. In terms of process improvements, it’s comparable to the shift from paper-based to digital workflows.

Advantages such as these are available to the recruitment sector, too. Of course, it’s important to remember the talent acquisition process is a highly specialised one, so the recruiters who really benefit from new technology will be those who find ways it can be tailored to their precise needs.

Improving campaigns with big data

One of the most significant IT trends of the last few years is the emergence of big data. Put simply, this means analysing information to make business decisions, which is something we’ve been doing for years – only in the big data age, the volume of information at our fingertips is thousands of times what we’re used to.

Cheap, scalable cloud storage, as well as an increasing number of business processes going digital, have led to organisations harvesting unprecedentedly large yields of data than can then be turned into insights no human mind could ever provide.

It’s easy to see how this could feed into a recruitment campaign. Say you record information on employee performance down to a microscopic scale and then examine how it measures up against characteristics that could be quantified at the hiring stage. You might find workers with a particular qualification are more productive, or more likely to be promoted or stay with the organisation, than their peers, which could in turn inform later recruitment programmes.

Replacing non-value administrative work with technology

For any business, one of the greatest values of technology is the way it can replace non-value administrative work. In recruitment, online jobs boards and applicant tracking systems mean we no longer need to advertise vacancies and process applications manually – technology has relieved us of the greater part of these burdens.

In the future, the scope of these innovations will only increase as computers become more intelligent. Your applicant tracking system will be able to dismiss unsuitable candidates with a fair degree of accuracy, while by the same token software will be able to automate the outreach progress.

Finding new ways to meet hiring objectives

For years, recruitment has centred around the CV or resume. This has arguably never really served its purpose very well, because it rarely answers the questions employers actually want answers to.

Now, we have recourse to social media as well, which has proved hugely disruptive. In many ways, a LinkedIn profile is a better-curated alternative to a CV – a dynamic entity that tells recruiters exactly where a person is in terms of their career, as well as where they’ve been and where they want to go.

More broadly, we no longer need to translate hiring objectives into a person specification for a job advertisement, which may or may not attract the right people. Instead, technology can answer our questions more directly.

Keeping technology viable for today’s demands

Finally, even companies that have introduced cutting-edge technologies to their talent acquisition process need to keep an ear to the ground when it comes to the latest developments, or else their solution could rapidly become out of date.

Back when online jobs boards rose to prominence, no-one could have predicted people would eventually do much of their browsing on mobile devices. As a result, many businesses now fail to provide careers pages that accept applications made through smartphones.

Like the demands of customers and clients, the wants and needs of jobeekers change with time. It’s critical that an organisation’s use of recruitment technology does the same.

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Content Source : http://www.allegisglobalsolutions.com/

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The Hidden Cost of a Bad Hiring Decision

As in any Profession, hurrying through a process with little planning ahead can cost Organizations dearly. Nothing can be truer than this in talent recruitment. The first casualty is the quality of hire.

As in any profession, hurrying through a process with little planning ahead can cost organizations dearly. Nothing can be truer than this in talent recruitment. When an organization hurries through the recruitment process, throwing caution to the winds, mistakes are more likely to happen. The first casualty is the quality of hire.

Here are some undeniable facts and figures:

1. Businesses that don’t have a standard interviewing practice are the most likely to hire a wrong individual – believe, the chances are 500% or even higher
2. Business that lay much emphasis on candidate experience stand 70% or higher chance of deciding on a top quality hire
3. Business that have built a strong employer branding is likely to attract high quality Hires and retain them over a longer period – odds are three times higher as against a non-existent brand image

Businesses are unanimously aware of the costs involved in hiring. Expenses include: Advertisement costs, Recruitment process Outsourcing cost (RPO),Recruitment staff fee, Interviewing cost and technology related expenses.

The cost of recruitment goes up as the importance of a position moves higher. Typically, Executives are the most expensive to hire (hovers around $4,000) and progressively comes down in this order – Mid- level Managers, emerging/promising individuals, undefined contributors and finally entry-level workers who cost the least to recruit at $750.

Though Employers know that hiring has become an expensive affair, at least a third is unable to determine the real cost arising out of a bad decision after on boarding the hire. This is because most metrics for evaluating this are abstract, like: poor performance, cultural impact and morale.

The consequences of a Bad Hiring Decision include:

1. Unrealized productivity objectives – results in project delays and cost overruns.
2. Higher attrition rates – a bad hire is one who is likely to leave the Organization necessitating another round of recruitment and hiring.
3. Insurmountable delays in the entire Business cycle – this because bad hires tend to be poor team players
4. Negative impact on culture – is more likely to spread discontent, demoralize others, cause a brand image to take a beating

Collectively bad hiring decisions can bring down production, make productive employees leave their positions, bring in more bad hires and finally cause employer’s brand image to plummet. The best way to contain bad hiring decisions is in redefining the entire hiring process. Bad hiring decisions are the result of poorly structured hierarchy. To reverse this, Managements should consider revamping the internal working of recruiters or better still leave the task to RPOs. Remember, a good hire is a product of an experienced recruiter and your own decision making process.

Content Source : http://blog.atkku.com/the-hidden-cost-of-a-bad-hiring-decision/

How to Choose the Right Online Accounting Service

Choosing an Accounting Service Provider can be tricky. The right Online Accounting Service will have a full-range of service – Bookkeeping, Ledger Posting, Bank/Petty Cash Reconciliation…

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If you are reading this, you are also convinced that Online Accounting Service is a must for your Organization to grow and flourish. Just to remind you, let us briefly recall the big advantages that Outsourced Accounting Services can bring to your Organization –

1. Your Accounting and Bookkeeping is regularly updated – Daily, Weekly, Monthly as you prefer without your intervention. This is a big advantage as it is able to release more time for Marketing and other care activities.
2. You don’t need to employ people for Bookkeeping Services – it comes as a standard inclusion with most Online Accounting Services.
3. Overall Business Accounting becomes less cumbersome to do it internally – you don’t have to pay payroll taxes, paid vacation and peripheral overhead costs.

These benefits however accrue to you only if you choose the right Online Accounting Service. Accounting for Small Business is not the same as one for a Mid-size or Large Enterprise. Typically a contract for Accounting and Bookkeeping must have ingredients that make it easier to scale up or scale down depending in which ways your Business grows.

If you are a start up Small Business, then you will want to start with Bookkeeping Services to begin with and slowly scale upward to tax filing and generating Management Accounting. In a different scenario (as in Mid-size Enterprises) you may want to begin with hiving off a small part of Bookkeeping Services Outsourced to get a feel of Outsourcing Accounting Services.

The success or failure of contracting Accounting for Small Business will largely depend upon your Accounting Services Provider and therefore must be done with due care. If you are searching the internet for Accounting Services, you can easily be overwhelmed by the sheer numbers of service providers out there. It can be really confusing, beware.

Here are 5 important points to consider before choosing the right Service Provider.

1. Small Businesses must check whether the Service Provider has the right kind of experience in providing Accounting and Bookkeeping for Small Businesses. Ask to take a look at their Portfolio.
2. Check to see if the Service Provider has enough Bookkeepers to extend Services around the clock. The really high quality Service Provider will be able to provide Services across multiple time zones in the United States.
3. Check to see what is included in generalized service. For example if you contract for General Accounting see whether it contains – Bookkeeping, Ledger Posting, Bank/Petty Cash Reconciliation…
4. Check to see if the service provider works across multiple time zones and it includes a convenient time for your business.
5. Ask for referrals so that you can contact.

It is always in your advantage to contract with a full-range Accounting Service Provider. By doing this you are able to upgrade your Service level as you grow.

Mobile Strategies for the Millennial Job seekers

The ways in which people (read Millennial job seeker) search for jobs have vastly changed; today a majority of candidates access job information on their mobile devices that are replacing desktops.

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As a Recruiter, Employer or Hiring Manager, your first task will be to ensure that your job openings are visible to job seekers. Traditional methods, Advertising, job boards & Portals and Websites work, but remember, you will be reaching only a half of all potential talents. The ways in which people (read millennial job seeker) search for jobs have vastly changed; today a majority of candidates access job information on their Mobile devices that are replacing Desktops.

The big migration from Desktop to mobile devices is a potential trap if you have not already optimized your Website for viewing on mobiles. As you will have expected, the first casualty will be your reputation – candidates are likely to view this shortcoming as a lack of insight on your part. More importantly, you will be at double jeopardy if your competitors’ websites have features that let web pages to be viewed in mobile phones.

For reasons said already, you should consider redesigning your Web pages to make it conveniently viewable on mobiles. This is easier said than done, because it requires a Strategy.

1. Start with doing a Web Analytics and find out: a) where the traffic is coming from and b) how many of it is from mobile devices. If it is 10% or more, it is time to incorporate responsive design features to your website. Take the help of your web team members to the analytics and do the needful.
2. Pinch and pop is out in mobile devices, so, say goodbye to it. The millennial kid is a busy person, and if you expect him to zoom in or zoom out, or scroll left to right, he will decide not to stay with your pages. He will rather prefer a website that will spare him from doing this. Encourage your design team to give your visitors a great experience.
3. Check to see what your successful competitors and competition is doing. If they are receiving more traffic than your website, it is time to make amends. Ask your design team to come up with a design that is sans your competitors’ flaws. Your millennial target will simply love it and may want to work for you.
4. Check out what is trending in 2016 and follow the writings on the wall. Get a professional to do the analytics for you and get them to find out more about the kind of devices that visitors are using to access your website; it is probably one or the other of these devices – laptop, desktop or mobile.
5. Keep the application process as simple as you can. Ideally, you should aim for a single click process; that is much preferred. Understand that mobile devices are not designed to write a thesis. Calling for a mountain of information is a turnoff for the busy job seeker.

Source : http://blog.atkku.com/

The growth of RPO and its benefits: Hiring the best talent is not always an easy task:...

The growth of RPO and its benefits: Hiring the best talent is not always an easy task:...: As the subject defines it is not a simple job of a recruiter to get the best talent. It involves lot of workarounds from step 1 till t...

Hiring the best talent is not always an easy task:

As the subject defines it is not a simple job of a recruiter to get the best talent. It involves lot of workarounds from step 1 till the end and being with the candidate passing through all these levels is typically what involves a lot of patience and urge to satisfy the end client.

There might be many questions saying that why can’t it be done by the end client itself instead to be given to a vendor to hire the candidate. As the client knows that it’s not that simple to hire the right candidate for the job especially when it comes to experienced persons for the role as it takes a lot of efforts in doing so.