Category: HR

On-site daycare facilities are a growing trend in many workplaces. It is a benefit that is provided by the employer for employees who are balancing both professional and personal lives. This facility serves as a boon for new parents, who can look after their child, even while working. This facility has an age-bar to this. This facility can be provided by the employer at a nominal fee or even free. This is an initiative carried out by organizations to retain their top talent, who are also working parents, and serves as an aim to integrate both their personal and professional lives.

What is an on-site daycare facility?

In this ever-evolving world, where people are working tirelessly to provide themselves with a comfortable life, working parents often find it difficult to handle their newborn while working. So, onsite daycare facilities serve as a solution to this problem. Onsite childcare facilities provide affordable, top-quality childcare facilities for children of working parents within the workplace itself! Having onsite facilities not only reduces absenteeism amongst employees, increases their morale, but also increases their productivity. It serves as a measure that says to the employees that the organization values them and thinks about how to aid them.

Why should companies provide onsite daycare facilities for employees?

Having an onsite daycare facility within an organization makes it more appealing, increases its brand value, serves as additional perks for the employees, and also helps the firm in achieving its long-term goals. So, some of the reasons as to why should companies provide an onsite daycare facility for employees are mentioned below:

• It is something that a current lot of job seekers demand

Young millennials and gen Z are on a job hunt in today’s time. Though they may not be parents yet, they seem to have done a good amount of future planning and an organization that provides childcare facilities is on top of their lists. So, it helps the employer in attracting good talent.

• It is a great way to show that the employees are a valuable asset to the firm

Having an onsite facility sends a clear message to the employees that both their professional and personal lives are valued by the company and they are doing as much as they can to help them in acing both. This in turn motivates the employees to perform better and repay the trust that the company has shown in them.

• It boosts employee’s morale, dedication and thus increases their productivity

By reducing the separation anxiety that new parents have, automatically increases their concentration on the job at hand by helping them stay more focused without any stress of whether their young one is properly looked after or not.

• It offers flexibility to the employees

Having onsite daycare facilities also provides flexibility to the employees in their way of working, where they can check on their younger ones as and when required and work accordingly. This also instills trust, autonomy, and kindness among the employees.

• It promotes equality of gender in the workplace

Onsite daycare is not only for women employees but also for male ones. More and more fathers are enjoying becoming hands-on parents and helping their partners during the early stage by taking care of their new ones. Also, with increasing women in the workforce, taking care of their needs, also in senior roles, helps to retain them.

What are some of the advantages of providing a daycare facility?

Onsite childcare facilities have tons of advantages both for the employer and the employee. Some of the advantages for the employer are as follows:

• Enhances employee loyalty: Providing an onsite daycare facility is a great way to show the employees that the company values them and thus the employee becomes loyal to the firm. It also makes an attractive benefits package to attract more employees.

• Serves as a performance asset: Studies have revealed that having onsite facilities increases employee concentration and in turn increases returns to the firm. So, it acts as a performance booster for employees.

• Improves the brand name of the firm: Providing a daycare facility at the workplace is a thoughtful initiative and helps the firm to increase its brand value by taking such steps by creating a happy and caring work environment.

• A socially reliable firm: Taking such a step, projects the company’s image as a socially responsible firm, which gives great importance to the work-life balance of its employees.

• Increased recruitment and retention: Providing daycare facilities increases retention rates of employees by making them feel valued and since it is becoming the topmost needs of job seekers, it also enhances the talent pool from which employees can be hired.

• Tax credits: By providing onsite daycare facilities, firms can also claim tax credits.    

Advantages of onsite daycare facilities for the employees are:

• Working parents generally do not have time to look after the child all day, so it provides an easy solution at the workplace.

• Being in the workplace, parents do not face separation anxiety and can have a better balance.

• Parents can go and visit their young ones anytime they desire.

• Onsite facilities are comparatively less costly and are included in the employee’s benefits package.

• Getting a place in the firm’s onsite daycare is easier as compared to some outside daycare.

• Onsite daycare schedules are generally synced with the business schedules and thus they have fewer hassles.

What are some of the cons of having an onsite daycare facility?

An onsite daycare facility has many advantages, no doubt, but it comes with some cons as well. So, the disadvantages of having a daycare facility in the workplace are:

• Cost of building a daycare system: Building a childcare facility requires a huge amount of investment in licensing, additional space requirements, hiring of staff, daycare certifications, and toys and equipment to take care of the babies.

• Distraction to the parents: Having their child with them on the premises, the parents might continue to worry about them all the time and may lose focus and not be able to give their 100% to the projects they were working on.

• Discrimination between employees: People using the facility for their single child might feel discriminated against people who are using the facility for their 2 or 3 children as the benefits may not be evenly distributed.

Childcare facilities at the workplace are for the betterment of the employees. Having an onsite childcare facility is becoming more and more important even from a strategic point of view. Even the employees feel valued and they want to forge long-term relationships with the firms. It provides emotional stability to the working parents and thus they tend to perform better at their jobs. The cons are there too, but the pros have a major lasting impact and will provide the workplace with a better environment to work in.

Finding the right fit for your organization is a difficult yet satisfying process. Employees that will add value to the firm, enhance the returns, make the workplace productive, and improve the team dynamics are always welcome. But if the new joinee lacks these important skills, it is a very risky investment for the firm. The only way to ensure this is to have a thorough background check of the employees before joining so that few other aspects of the employee’s personality can be explored and the candidate can be groomed accordingly. The correct way to do the background check is through legally compliant third-party providers, where it can be done at two points over the employee’s stint in the organization.

Beginning of the article

Background checks not only provide information on whether the person will be a valuable asset to the company but also provides information regarding the person’s past employment details, criminal records, credit history, any information that can have a direct impact on the person’s employability with the said firm. 

Background checks are of 2 types. The first is called the “pre-employment background check”, where the background check is done on new employees, before they join the firm, to make sure that all the details furnished by the employee are correct. The second kind of background check is done during the employee’s tenure at the office. This generally happens if some kind of concerning facts regarding the employee has come into the foreground, or if it is listed in the company’s official policies.

Do employee background checks have any benefits?

Companies hire third-party service providers for doing these checks, they spend a lot on this procedure, so definitely background checks have their perks. Some of these evident benefits are:

• The optimal fit between the job position and the employee: Having a correct idea about the person’s personality gives the employer the confidence that they are hiring the correct person for the job. For example, a person with a good credit rating and financial scoring can be a better fit for the finance role as compared to a person having none of these.

• Say NO to bad hires: A bad hire costs a lot to the company, so background checks help the company in reducing that.

• Reduction in legal costs and liabilities: Companies can reduce their insurance costs and any kind of lawsuits by hiring reliable people, not having any past criminal records.

• Reduction in employee attrition: The company carefully does background research and then only hires people who are a good fit for the firm where their interests align, thus reducing employee attrition.

• Workplace safety: Checking the criminal history of the potential joinee, correct decisions can be taken whether to hire that person or not, thus reducing workplace violence or theft.

What are some of the things that are included in employee background checks?

The employer, if introducing a third-party service, for the hiring process, the employee must be informed beforehand, and written consent of the person in question must be taken, before starting the entire process. The Fair Credit Reporting Act (FCRA), sets the rules for conducting the background research and the entire findings must be documented as a report. The process of background check is comprehensive and some of the must include in a background check are:

• Education details: To verify whether the education details for school, college, master’s degree are true or not, this forms one of the most primary boxes that need to be ticked during a background check.

• Criminal records: One of the most important things to maintain the safety of the workplace, required for jobs about security. All local, national, international records are checked.

• Past employment verification: For validating the employee’s past job experiences, his/her workplace behaviour, past achievements, skill-set harboured by the candidate.

•  Credit checks: Reviewing a person’s credit history, gives an overall view regarding loans, payment history, unpaid bills, bankruptcies, and many more. This becomes extremely important for candidates who want to secure jobs in some financial segments.

• Driving records: This gives information regarding the mobility of candidates, suspensions, and driving history.

• Drug screening: Careful research on the drug history of the candidate (use of illicit drugs) will help maintain a much safer and productive environment.

•  Sex offender list: An important area to look upon to maintain a safer work environment.

•  Medical records: Having a clear understanding of the employee’s medical limitations is an essential part of offering the job to the candidate.

How to do background checks?

Some rules must be in place before the organization goes for a background check of its employees or recent hires. So, some of the mandatory steps in going forward with this procedure are:

•  Have a consistent company policy regarding the entire procedure: Having a well-documented policy regarding the procedure reduces confusion and the entire process goes on smoothly and also all the legal requirements about the entire procedure become clear.

• Getting legal advice and checking with the company’s insurance: Not all information is to be unearthed while doing a background check, so this can land the firm in some legal soups. So, to avoid this, the firm must always contact a lawyer that can guide the firm in the right direction and help avoid such sticky situations.

• Notify the applicants/employees before going on with the procedure: The employee must give written consent for some kind of background research that the company does and thus this also gives the candidates a fair warning and can also help in eliminating certain candidates who know that they will get disqualified once the background check process is in place.

• Use third-party background check services that are FCRA compliant: The FCRA provides clear, written rules of what can and cannot be included in a background check, and thus hiring third-party services that are FCRA compliant is a safer bet.

• Conduct the background check and do not form some kind of prejudice regarding the applicant beforehand.

• Be extremely cautious with the entire process and review the findings: Do not take the process to be a boring mundane routine task and do the process diligently. Even after getting the results, try to get to the bottom of it and not just make up biases in the mind.

• Give the applicant the chance to clear up the misunderstandings: Not all the information obtained in the background research is correct, give the applicant the chance to clear if any such misunderstanding occurs, and thus it can help the company to save up on a great employee.

• Save the records: It is pertinent that the company stores the background reports of all the employees for 1 year so that it can serve as tangible proof in case any applicant asks for their report.

It is correctly put that the workforce is the backbone of a good organization. Doing comprehensive background research is a must for every company to raise good and retain good talent, improve the work culture and thus get the maximum return. With informed hiring decisions, any company can reach the pinnacles of success and achieve its business goals.  

The job market is extremely competitive. Organizations are always striving for acquiring the best talent from the pool of candidates to be the best fit for their job. Getting the right fit for a job can be a complex and time-consuming task. What is needed for its success is a competent authority who knows the technical know-how not only of the hiring process but also of the various engagement and retention-centric activities related to the employees.

This brings us to the significance of HR leaders. HR leaders, in today’s times, are not only responsible for hiring the employees and retaining them but they also have an overall organizational significance. HR leaders can be anyone in the department belonging to any level of the work hierarchy. They can be entry-level recruiters, tactical level motivation managers, strategic level employee relation specialists, so on and so forth. 

Through statistics and observational study, it is found that effective HR leaders have proven to be one of the most important assets to ensure high productivity in the organization in this time of stringent competition. At a point where finding and retaining the perfect skill-set for the organization while also maintaining cost-effectiveness is one of the biggest significances of an HR leader.

As the necessary mention of suitable skill-set surfaces over and over again, the concept of hiring automatically becomes important. Whenever we mention hiring, the first word that strikes our mind is recruitment. And most obviously so. While it is needless to mention that a competent and skilled recruiter is detrimental to finding the right person for the right job, it should always be noted that a talent acquisition leader is also of specific utility to any organization.

A talent acquisition leader happens to be one of the most important HR leaders that an organization in today’s scenario requires. Hence it becomes important to have a comprehensive understanding of who a talent acquisition leader is, what are his key skills, and what is of utmost value to the organization.

A recruiter and a talent acquisition leader co-exist and work in interdependency to fulfill the HR needs of a company. Recruitment can both focus on the long-term as well as short-term goals of an organization. Talent acquisition on the other hand specifically focuses on the long-term needs and goals of an organization. Besides, the process of talent acquisition aims to target very particular skill sets that add value to the mentioned organization.

Let us have a quick look at who a talent acquisition leader is.

WHO IS A TALENT ACQUISITION LEADER?

A talent acquisition leader is someone who heads a continuous and ongoing hiring process in an organization. This hiring process goes on irrespective of the existing vacancies in the organization. A talent acquisition leader makes sure that the broader organizational perspective is taken into account. This means that the talent acquisition manager specifically works to meet the long-term goals or the long-term needs of the company. This includes looking for specific skill-sets that cater to organizational needs.

It is a fierce marketplace where the hiring scene is increasingly aggressive. In a situation like that, the work of a talent acquisition leader is not only important to an organization. It is also very competitive and intense. The talent acquisition leader always has to be on the grind for spotting and acquiring the best talents that suit the particular needs of the organization. In a position where companies struggle with talent management, the role of a talent acquisition leader is unsubstitutable. 

NEED OF A TALENT ACQUISITION LEADER

A talent acquisition leader has multifaceted advantages to a company. It spots the best talent, helps attain long-term organizational goals, and also helps a great deal in economizing on time. The needs and job descriptions of a talent acquisition leader are vast and diverse. 

1. The TA leader is responsible for planning, developing, and maintaining a productive and attainable talent acquisition strategy for the company.
2. He/she should devise a strategy so economic that it saves time and is also cost-efficient.
3. He/She should investigate the current needs of the employees.
4. The TA leader should also identify the long-term needs of the company and which skill-sets align with them.
5. He/she should devise not only a productive but also a sustainable plan.
6. He/she should be in charge of setting up branding activities by involving the current employees.
7. A talent acquisition leader should plan employee referral programs.
8. He/She should be in complete charge of sourcing the candidates from all sources available.
9. Devise end-to-end solutions for a successful selection process.
10. Create a model to track and review employee grievances in addition to addressing them.

KEY SKILLS OF A TALENT ACQUISITION LEADER

A successful talent acquisition leader should have several skills that make him good at his job. Since the TA leader works closely with the human resources of the organization, he/she should primarily be a people person. This is to say that the person has to be believable, gullible, and a good listener. If the employees do not see the TA leader as one of their own, the rate of success of talent acquisition becomes relatively low.

A talent acquisition leader has to hone his/her skills and these skills are not mandatorily inherent. Most of them are polished by experience and knowledge. However, possessing these skills is extremely important to be a successful talent acquisition manager.

Communication skills

Talent acquisition is a people-centric job and hence the ability to communicate effectively through verbal, written or non-verbal communication is of utmost importance. A TA leader is a bridge between the employees and the organization. Hence he/she should have the ability to effectively communicate, and negotiate with the employees. Communication skills include inter-organizational communication, communication through social media as well as body language, and non-verbal cues.

Active-listening

Active listening is an advanced skill that talent acquisition leaders must possess. This is highly significant for face-to-face conversations or situations where decision-making is involved. In a fast-paced world like this, employees and candidates have a fragmented presence. Active listening will allow the TA leader to join the dots and figure out information that does not meet the eye.

Broader Perspective

A talent acquisition leader should always be long-sighted. Being a manager who attempts to fulfill long-term goals, the TA leader should always take the whole picture into account before planning strategies. He/she should be far-sighted enough to look beyond the immediate vacancies and needs and create an effective talent pipeline.

Interpersonal Skills

Building a good candidate experience is of utmost importance to present-day employers. Good candidate experience does not only improve the employer branding but also largely helps in employee retention which is again, one of the biggest goals of talent acquisition. Hence, the TA leader’s interpersonal skills come in handy. This means that he/she should be able to create a good and positive rapport with the employees. Good interpersonal skills also pertain to effective communication and gullibility.

Empathy

No wonder AI is swiftly taking over the traditional workplace. No matter how technically advanced and accurate that is, it still lacks the human element. That on the lacking side worsens candidate experience. An empathetic talent acquisition leader ensures that the candidates feel that their real challenges and issues are being heard and taken into account.

Analytical Skills

In a world that has become primarily data-driven, having analytical skills is extremely important to a talent acquisition leader. Having said that, it is noteworthy to mention that analytical skills are not just the ability to read data. It is also the ability to process and analyze this data to implement it effectively.

WRAPPING UP

Standing in 2020, when companies need the best talents to keep their productivity at pace, a talent acquisition leader is one of the most important positions in an organization. Honed with social skills, emotional intelligence, and analytical knowledge, a talent acquisition leader can be detrimental to a company’s success.

By Gestalt, the whole is greater than the sum of its parts. Talent Acquisition Leaders look at that whole to continue their work.

To get more such information and insights about HR, click here. 

Human Resource Information System is one of the widely used software packages in the HR scenario. It has streamlined the entire HR procedure and brought varied aspects of HR under one roof. Needless to say, HRIS is the present and future of human resource management.

Here we will cover a few aspects of HRIS ranging from its meaning, its importance, its types, and its use in organizations. This will be a comprehensive guide to all the basic know-how of HRIS and how organizations can implement it for higher productivity.

What is an HRIS? – Human Resource Information System

Human Resource Information System is defined as a software package or an online solution that is used to manage employee and organizational data. It is used to store the data, track the data as well as manage the data. HRIS is used to store sets of data and retrieve them as and when necessary. 

HRIS is an HR automation software that applies to all functions of human resource management. It is a database for storing employee data. This contains information such as the contact details, the address details, the work permit, the social security numbers, etc. HRIS pertains to functions such as recruitment, applicant tracking procedure, employee management, compensation management, leave management, so on and so forth.

In short, HRIS can be considered as an intelligent database that stores all employee information makes it easily accessible, thereby automating the HR functions.

TYPES OF HRIS

As already mentioned the HRIS software does not only pertain to one kind of task. It applies to people functions, procedure functions as well as policy functions. This gives rise to four major types or varieties of HRIS with their respective subsets. Read on to find out.

Operational HRIS

Operational HRIS primarily deals with recurring and regular HR functions. At the operational level, the primary work of HRIS is to collect various employee data and store it. The systems under operational HRIS are as follows:

●      Employee Information System is a database for all employee information ranging from their age, sex, religion to background history, work experience, social security number, etc.

●      A position control system that gives detailed information about the current positions in an organization, with the employees assigned to it, the job title, and also the positions that need to be filled.

●      The applicant selection system helps the HR personnel in the evaluation, screening, and onboarding functions of candidates post recruitment.

●      Government Reporting and Compliance Information Systems keeps track of all government regulations and compliances about the organization and its employees.

Tactical HRIS

Tactical HRIS is primarily used at the managerial level and not at the operational level. It aids upper-level managers in the organization in facilitating the decision-making process. The subset functions under tactical-HRIS are as follows-

●      Job analysis and design information system– It cumulates all the internal and external organizational information to create job descriptions and job specifications. The internal information includes those from supervisors, workers, etc. The external information includes those from labor unions, competitors, market research, etc.

●      Recruitment Information System- Every recruitment procedure requires a plan. This plan includes information about the organizational needs, the positions that need to be filled as well as the skill required. Recruitment Information system aids in these functions as well as streamlines information regarding employee transfers, pensions, job preferences, etc.

●      The compensation Management system deals with the benefits and compensations meted to the employees. This function is also tactical as it can help in increasing productivity through various incentive plans.

●      The training and development system aims to streamline the training process to meet the needs of the specific job roles that are previously determined by operational HRIS.

Strategic HRIS 

The subset functions under strategic HRIS are described below :

●      Information system supporting workforce planning- This is used in long-term strategic decisions of the organization such as market expansion, construction in new locations, diversifying the product line, etc. These need comprehensive data about the workforce which is exactly what the system facilitates.

●      Information system supporting labor negotiations – The human resource team completing the negotiating needs to be able to obtain numerous ad hoc reports that analyze the organization’s and union’s positions within the framework of both the industry and the current economic situation. 

Comprehensive HRIS

The other HR functions produce several files like employee files, information files, position files, skills inventory files, etc. It gets a difficult task to skim through all of them to find out the desired results. Comprehensive HRIS, therefore, cumulates all these files to create a comprehensive database that can be accessed for retrieving information required in HR planning.

IMPORTANCE OF HRIS

HR automation is the future that we are currently looking at. The automation of HR by HRIS has proved beneficial to modern-day organizations in more ways than one. It has multi-dimensional benefits starting from cost-effectiveness to increased productivity. The implementation of HRIS has changed the scenario of HR operations and hence is of utmost importance to any organization. The reasons are as stated below :

• Clear Definition of The Goal

The analytical approach of HRIS makes the definition of organizational goals very clear. Both the long term and short term goals are not just merely planned by the strategic level, it is planned by an analytical algorithm.

• Reduction In Cost

The human resource of any organization is a huge field. Hence, data has to be stored in the account of employee data, position data, compensation data, etc. It does not only require a lot of paperwork but also incurs a huge deal of cost to the organization. HRIS streamlines this operation thereby economizing on the cost.

• Easy Retrieval of Data

When any information is required, scrolling through huge tons of information is time-consuming work. It also results in diminished accuracy and delays the retrieval of such data. HRIS being a systematic and comprehensive database makes retrieval of data easy and timely.

• Better Decision-Making

Hence HRIS induces analytics in the decision-making process, it makes the decision-making process more accurate and data-oriented. It leaves no room for bias and human error and the analytical approach also speeds up the decision-making process.

• Appropriate Training Programs

Training programs are detrimental to the long-term and short-term productivity of the organization. Operational HRIS facilitates laying down the exact needs of the organization in terms of skill-sets and workforce planning. That allows tailor-made training programs for the organizational needs and hence further paving way for better productivity.

SUMMING UP

HRIS doesn’t seem to be a luxury for organizations anymore. It seems to be a need. With the proper utilization of this software, organizations can effectively streamline all of their processes to attain greater productivity at lower costs. However, complete dependence on HRIS will take away the human element from HRIS which it so direly needs. But, with a proper balance of the human effort as well as the analytical HRIS, organizations can see heights of productivity that have been long unknown. 

In 2020, the world is not the same. To say that the world will go back to its old ways is still a long-shot. In a scenario like that the entire market has shifted from its ‘normal’ course and taken a turn towards something which is, to say the least, unfamiliar. Most jobs have gone online with every operation occurring in the digital platform. Meetings, conferences, recruitment, termination, parties, you name it and it is conducted online.

According to a recent study, more than 63 percent of employees are aiming to switch their jobs this year. This may be due to various reasons like insufficient pay, heavy work-stress, propensity to choose a new career path, etc. However, this heavy job-shifting phenomenon has put considerable pressure on the HR departments of many organizations.

A high number of employees changing jobs means a high number of employees to be recruited by other organizations. This means that the recruitment process should be top-notch to handle these new candidates. It not only has to be efficient and accurate but also cost-effective and time-economical. 

WHAT DOES STREAMLINING THE RECRUITMENT PROCESS MEAN?

Since everything has gone online and there are numerous job boards and online portals where candidates can apply, the number of potential candidates has dramatically increased in the recruitment procedure. This has shown the inefficiencies in the recruitment strategy, evaluation procedure, and ultimate onboarding process.

Streamlining the recruitment process means that simplifying each level of the recruitment process to attain better productivity and efficiency while simultaneously economizing on the costs and efforts that are put in the process. This includes making changes like incorporating collaborations in the strategy, adding innovations to the strategy, automating the strategy as well as adding checklists in the process, While substituting the traditional long-haul strategies with these advanced ones, the recruitment process can be successfully streamlined.

WHAT ARE THE WAYS TO STREAMLINE THE RECRUITMENT PROCESS

Let us dive into a descriptive analysis of the tips and tricks to streamline the process of recruitment in an organization. 

Re-thinking access to the recruitment procedure:

Most companies, upon having a vacant position in their organization make hiring posts to attract candidates. In most cases, these posts or hiring calls are made on the same kind of platforms regardless of the type of the job, the need of the company, or the urgency of the position. 

This dilution of the job posting leads to the organization receiving thousands of applications. This slows down the recruitment process posing greater stress on the recruitment manager. This also poses a risk that the truly deserving candidates might get miss out due to the huge number of miscellaneous applications that have been received. Hence, to streamline the recruitment process, organizations should rethink the given access to their job postings.

Instead of posting the jobs in similar forums, the organizations can firstly, analyze these online job portals. Upon doing that, they can post respective jobs on respective platforms depending upon the kind of candidates that are generally found there. This will naturally filter the number of applications received. In addition to that, it will also filter the kinds of candidates that the organization is potentially looking for.

The organization may also employ a recruitment agency to cater to their needs. This means that the organization will showcase the job role as well as the kind of candidates that they are looking for. The recruitment agency then will do the outreach on the company’s behalf and therefore yield a pool of more specific and targetted candidates.

Sourcing candidates internally is also an effective way to streamline the recruitment process. Upskilling and reskilling existing employees are not only extremely cost-effective but also have proven to provide higher and better output in terms of productivity.

Incorporating innovation

In almost every field in today’s time, a degree of innovation is needed for the operations to function properly without many bottlenecks. It is the same for the HR process. The numerous software and systems that are out there in the market help streamline the recruitment process in multi-dimensional ways. Be it the Applicant Tracking System (ATS) to filter the candidates or the numerous psychometric and personality tests to evaluate the candidate’s current and future potential of the organization.

Incorporating systems like ATS ensures that the applications are automatically filtered according to the company’s requirements and hence the recruiters have to only evaluate the candidates who have the required KSA. Also, traditional ways of evaluation are time-consuming and have an element of human error in them. However, various online psychometric tests are relatively highly accurate. They make sure that a candidate is the right fit for the job both in the short run and in the long run. This is significant because people with a certain set of personality traits are proven to be better at certain kinds of jobs.

Automating the recruitment process 

While attempting to employ candidates with a relatively more basic skillset, the automation process works better than any other. 

This incorporates potential candidate sourcing through automatic enrollment advertisements, prescreening with the assistance of a robotized list of reference scrubbers, screening with video-examining tools that search for body signals, and word decisions in a pre-recorded video interviews, and speaking with applicants in regards to their application. The process of automation may likewise be reached out to different parts of Human Resources, such as onboarding.

Create Check-lists through different stages of the process

To think of it generally, the recruitment process can be extremely messy given its ever-changing nature. Various functions of the process are always overlapping and the need assessments are equally dimensional. 

To smooth out these different situations, it is suggested that an organization fabricates a work process outline or a work-flow chart. This will rundown each progression in the recruitment process and how to continue with the work process contingent upon the candidate or the part being referred to. This guarantees that recruiters can execute a smoothed-out recruitment measure despite candidate contrasts.

SUMMING UP

Streamlining the recruitment process is the current need of every modern organization. Bogged down by the open access to candidates, and a high rate of new candidate-influx, streamlining the entire process is probably the closest sure-fire way to ensure productivity as well as making the process economical and time-economical.

The performing stage of the group formation starts after the group becomes stable and steady in their structural sense. At this point, the team is mature, organized, and clear on what they have to do to reach their goal. Even though conflict still arises due to the human element of the group, they have already become efficient at solving the conflicts and they can securely focus on problem-solving, meeting goals, and being productive at their peak. The digital transformation of the current world is the truth we cannot even choose to ignore. Beginning from daily grocery to shopping, to interviews and termination, the world has not only just gone online, but it has also successfully settled there. Owing to the pandemic, social distancing has become the new normal. Having said that, it is noteworthy to mention that, the entire online framework is not just safer but in most cases, very convenient.

In a scene where organizations are coping up with everything new, recruitment is also undergoing a massive change. The online recruitment process is relatively new to both the candidates and the employers. However, the most important question that employers and HR managers are asking is that, “how to make the online recruiting process successful?”. From a layman’s perspective, it might look like a cakewalk to onboard candidates by conducting an online interview. In reality, online recruitment includes aspects like choosing the right place to post the job, sourcing and managing the data of potential candidates, conducting interviews, performing evaluation and et cetera.

If you are someone struggling with your online recruitment process and looking for sure-fire ways to make your online recruitment process successful, you are in the right place. Read on to know about the best tools and strategies that you can incorporate in your online recruitment process to extract the best of the best while also economizing on your resources.

STRATEGIES FOR A SUCCESSFUL ONLINE RECRUITMENT PROCESS

Before embarking on an online recruitment procedure, make sure that the strategies are in place and well-versed. Without a concrete strategy, the recruitment process will not only fail but also wreak havoc on the company’s resources. 

Following listed are some of the most important strategies to ace your online recruitment game :

• Building a Brand

One of the most important reasons why a candidate would be interested in a particular company is because of the brand value of that company. The employer has to make sure that it has a strong online presence that exudes the brand value of the company. Social media is a good place to start where the company can establish a fruitful presence. A good brand would ensure that a large pool of candidates are interested in the company and hence apply.

• Diverse Sources

Recruitment or not, it is always a bad idea to keep all your coins in one place. In the same way, while conducting an online recruitment process, the employer should make sure to leverage diverse channels to source potential candidates. The diverse sources may include online job boards, various job portals, social media, e-mail marketing, et cetera.

• Attending To Passive Candidates

Passive candidates are a great way to source several talents that your company can potentially use. Passive candidates are those who are not actively looking for a job and already have one. The employer should be able to reach these candidates and pitch the brand of the company so that these candidates feel attracted to this job. This can be done by creating a great social presence. Creating informational and beneficial content on platforms like LinkedIn will also make sure that the passive candidates notice and engage with the company socially thereby increasing the possibility of turning them into active leads.

• Attractive Job Postings

Instead of choosing text formats or generic posters, job postings can be made relatively attractive. This can be done by incorporating video postings or attractive graphic images as a part of the recruitment procedure. It is to be ensured that these graphics or videos tell something about the company and match with the company’s presence. 

• Utilize Employee Channels

Your company’s current employees serve as your company’s best testimonial. The word-of-mouth communication from your current employees will prove the genuinity of the company’s goodwill. Hence, it is also important to use the current employees for a successful online recruitment process. Encourage your employees to share the job postings on their social media handles for not only a better reach but also for creating a better image.

TOOLS FOR A SUCCESSFUL ONLINE RECRUITMENT PROCESS

Apart from the above-mentioned strategies, several specific tools can be used for a successful online recruitment process. These tools economize on time, reduce the possibility of human error, and also make storage and retrieval of necessary data very easy.

• Video Tools

Instead of using voice interviews or using low-quality video apps, using tools like Skype will ensure a hassle-free interview experience for both the interviewer and the interviewee. This, in turn, will ensure that the interview process is transparent and well-conducted.

• Applicant Tracking System

ATS tools are a great way to speed up the online recruitment process. They make the storing and retrieval of candidate data easy. This ensures more accurate evaluation and easy retrieval of candidate information according to the needs of the process.

• Psychometric Tools

Online psychometric tools will evaluate the candidates based on the required personality traits for the job that is being offered. The use of these tools will automatically screen out the ineligible candidates and retrieve a pool of candidates most suitable for the job that is being offered.

• Candidate Surveys

Various tools of candidate survey that is available online needs to be incorporated into the online recruitment process. This would be a great way to extract the candidate experience and also give a transparent picture of the bottlenecks in the process which can be used for further improvement.

The online recruitment process requires some strategies and a certain degree of planning to make it successful. However, once these strategies are set and onboarded into the process, it would effectively streamline the entire recruitment process. In addition to that, it would also save time and human efforts that could be utilized in other avenues where it is most necessary. 

If you are still having second thoughts, maybe it’s time to take that plunge of faith and see the zeniths of success your company can reach with an online recruitment process. 

In general terms, most of us associate HR with several quintessential tasks that we think Human Resources abide by. These include hiring employees, terminating them, handling the benefits and compensation of the workforce, resolving employee conflicts at the workplace, etc. To divide the workplace into various demarcations, it can be seen how it has evolved over the years and over different times in history. 

HR is an integral part of any organization. An organization’s human resource is one of its most important assets. Likewise, the management of this resource is also one of the most vital tasks. With the evolution of this work culture, the role of HR has indeed changed over the years. During the period surrounding the industrial revolution, the role of HR was mostly inclined to the management of employees. This included recruitment, termination, compensation management, etc.

To look at it analytically, the role of HR was solely confined to the employees and what are the ways they function or cease to function. HR had nothing to do with their performance or organizational productivity. On the flip side, HR in today’s time has multi-dimensional roles and functions. While the traditional functions of HR remain constant, there has been a great diversification of the role. HR is also detrimental to the productivity of the organization. The new role of HR also includes working on employee performance by ensuring employee motivation. The use of big data technology and various automation tools is also a part of the role to streamline the process and also ensure cost-effectiveness.

WAYS IN WHICH HR HAS EVOLVED

Needless to say, the work and role of HR are not the same as it was 10 years back. It would not be wrong to say that the work has increased. But the most appropriate statement to make here would be to say that the work of HR has diversified. It has been enriched over time to being a responsibility that is more than just interviewing, hiring, and terminating candidates. 

Below described are some of the most notable and significant developments in the changing role of HR over the years and phases.

Empowering The Employees

Employee empowerment might not be the most common term for laymen. Besides, its meaning or concept is also not something that most people can relate to. Like already mentioned, today’s HR plays a detrimental role in ensuring the productivity of the organization. This means that HR makes sure that employee performance is at par with the organizational goals.

Employees’ performance depends on many factors, employee engagement is one of them. Employee engagement is undoubtedly identified as one of the changing roles of HR. This refers to the idea that an employee is engaged and focused on the work that he/she is engaged in. 

This also means that he/she likes the specific work in question.

However, merely employee engagement might not yield the most desired results. High engagement does not always yield high success. This may lead to easy burnout and high absenteeism. Hence the HR department should be responsible for empowering the employees as well. This means the role of HR here is to inculcate a sense of competency within the employees. In addition to that, HR is also responsible for giving the employees an idea of impact and accountability.

Once the HR blends engagement and empowerment of employees in its role, the direct successor of the organization can be ensured. 

Technological Familiarity

Above all, in totality, the role of HR is to ensure that the core human resource of an organization is attended to. This means storing and studying employee records, retrieving these records as and when necessary, analyzing these records, producing these records for evaluation, so on and so forth.

HR in the traditional days was responsible for these tasks but almost all of it was conducted offline. This meant a great deal of paperwork, manual labor, and a degree of human error involved with it. As a consequence, the output was shaky and delayed, there were inadequate results and increased dissatisfaction among the employees as their needs and grievances were not meant on time. This greatly affected the overall productivity of the organization as well.

The changing role of HR requires HR to be familiar with the latest technology in Human Resource Management. This will economize on both time and cost, ensuring faster and better results with improved productivity. This means that the HR personnel has to be well acquainted with the various employee management software to be able to effectively use them and yield the desired results.

Data Specialists

Traditionally HR has not been an analytical and data-driven role. It mainly records primary data from the organization and employs humane analysis and evaluation to conclude. Even though that has been occurring for years now, with the change of time and recent development of technology, this entire process can have a different approach.

HR personnel, now, employ big data technology to analyze all records to design and implement their various programs. This includes incorporating solid evidence to figure out the needs and shortcomings of the human resource of the organization and how to overcome that challenge. 

SUMMING UP

When we chalk out a timeline of the evolution of HR over the past couple of years, a significant number of path-breaking changes could be observed. This includes more employee-focused schemes, implementation of automation and technology, employing a data-driven approach to HR, etc.

What doesn’t change is the sole focus of HR. Whatever might be the change and diversification of the role, the ultimate footnote of HR responsibility is to ensure that employee satisfaction is intact, that the employee performance meets the organizational needs and the rate of retention is very high. 

To say the very least, the change in the role of HR is massive and the change is not going to be constant. However, the current seat of HR is highly evolved and futuristic in itself. The happier the employees, the happier is the organisation. A few more years and HR will probably completely revolutionize into an unprecedented process. 

INTRODUCTION
Many view Screening as the first step of the selection process, while others perceive screening of applications as an integral part of the recruiting process. Once the applications have been scrutinized and shortlisted, the selection process begins. The purpose of screening is to remove from the recruitment process at an early age, those applications who are visibly unqualified for the job. Effective screening can not only save a great deal of time but also keeps a check on the recruitment(hiring) cost. The main aim of resume screening is that it is both good practice and a legal necessity that applicants’ qualifications be judged based on their knowledge skills and abilities and interest required to do the job. Resumes are official documents where a candidate is expected to give details about his or her academic and career life and achievements. Further on being evaluated, whether the job specifications match with the candidates’ background or not, resume screening proceeds to the next stage of selection.

In general, there are two stages/types of resume screening. First, is the initial resume screening which is done by HR personnel by scrutinizing every candidates’ resumes and shortlisting the qualified ones best fit for the job. Further, the second stage of resume screening is when the filtered resumes are forwarded by the HR personnel to the hiring manager. Resume screening is the crossovers between the job position and the best suitable candidates fit for it

RESUME SCREENING FACTORS

Several vital factors weigh in whereas screening resumes. Although not all factors right away can outline the resume screening, most of them are vital.

1. Education Skills
2. Relevant expertise
3. Years of expertise
4. Current Company Other corporations worked for
5. Functional Domain worked in
6. Cities or countries worked in
7. Number of Jobs
8. Written Communication
9. Contact Details and Current Location
10. Web Presence

WHAT ARE THE REASONS FOR RESUME SCREENING

1) Time Is Important
As any prosperous leader can perceive, time may be a valuable artefact and the objective of every organization is to minimize the time required to do particular tasks without compromising the quality of work and performance. Screening candidates may be a good way to avoid both – wasting time and cash by guaranteeing that employers don’t need to sit through long interviews with candidates who are neither qualified nor are suited to the open position.

2) Cut ninetieth of Applicants
The screening method has also proven to be resource-efficient, as a result of the unimaginable variety of candidates that organizations discard when evaluated to be unsuitable for the job. Out of all the candidates who apply some may not have the required knowledge base necessary for the job position which makes the entire hiring process meaningless. Thus resume screening is done to go through the resumes of candidates and ensure that the employees who sit through the interviews fit the eligibility criteria apply for the position.

3) Lower worker Turnover
One of the key issues intimate with businesses is finding staff who should find themselves staying on board for any serious length of time. A high turnover in an exceedingly large company means they need to pay valuable time, resources, and cash running enlisting programs, coaching new staff, and guiding them through the induction part once they won’t be at their most effective. Screening provides employers the chance to look out for those recruits that appear to show qualities that may keep them at employment for a longer period.

4) Efficiency
A lot of success within the business world is placed down to creating tons out of the small businesses they got to work with. This ability to maximize potency may be a fantastic attribute, significantly within the world of achievement, and screening ought to assist the hiring method.

5) Hiring the right person for the right job
Hiring the correct personnel is a vital part of running a business and can go a long way in ensuring future success. The screening method can facilitate and contribute to the hiring method that helps employers notice an acceptable and property personnel.

WHAT IS RESUME SCREENING ELEMENTS
Although resumes aren’t the most effective indicator of a candidate’s skills, they include all the key components of hiring, and that they don’t appear to be departing any time soon. some of the information recruiters can get from a resume while screening candidates.

1. Length – an organization gets numerous applications per position, eventually recruiters cannot commit to a longer period for screening every minute detail. Ideally, the resume ought to be 1-2 pages long, with the foremost relevant info regarding the candidate.
2. Design – Even the proper resume length doesn’t cut it if the information is scattered around the resume in different sections and formats without any parity or sync and it’s tough to look at. It advised following a properly organized format in a resume for a more professional approach.
3. Language – Grammar and spelling mistakes in resumes reflect a lackadaisical attitude on the candidate’s part. And are usually a sign that a candidate is not very detail-oriented and professional. However, recruiters are not very hasty with the evaluation, particularly if the position has little or nothing to try and do with writing and language.
4. Previous Work Expertise – Ideally, the candidate ought to have relevant work expertise listed, together with months and years spent on every position which gives the candidate an advantageous edge in the competition as he/she is previously preliminarily trained for the position and would have a higher preference from the recruiter’s perspective.
5. Resume Match – One of the largest mistakes candidates build is sending out the same resume to any job applications. Each job has different necessities and requirements and therefore the resume would possibly want smaller or larger tweaks to create it relevant. And this takes time and lots of candidates don’t invest their time right – however, it could be a way to portray their dedication and desire to get the job which acts as an additional aspect to create a positive work image of the candidate.

INTRODUCTION

In this life-altering day and age of technology, we can visually gauge the dependency of the entire world on technology in every kind of way. The advancement in technology at such a pace is instigating and initiating human dependence on artificial intelligence. With the advent of machine learning and deep learning technologies, artificial intelligence is somewhat being meshed into our system. Hence, the depreciation of human labor. Every department of every MNC is dependent on some software or technology, so does the HR department. Over the last 5 to 7 years there has been a prevalence of E-HR. E-HR is also known as web-enabled HR which performs all HR-related activities and functions on an online platform via a particular software. This software is known as the HRIS which is the integration of all HR systems and processes with the use of technology to benefit the overall management of HR in the organization. HRIS is an umbrella term that also includes the usage of AI in various HR functions such as recruitment. E-recruitment or online recruitment is a concept that is familiarized to all. Electronic recruitment is a much sought-after source of recruitment made used by all organizations. Job portals like Naukri, Monster, and Shine enable recruiters to reach out to a large audience. Artificial intelligence or Chabot’s have a huge role to play on these platforms.

USAGE OF AI-CHATBOTS IN E-RECRUITMENT

With the increase in the dependency on technology and the precision and accuracy it provides, it is human tendency to shift the paradigm of human labour to the usage of chatbots. Chatbots are pre-programmed software that works on artificial intelligence. It not only cuts down human labour but also saves time and effort yet gives a more accurate result. Usage of chatbots in e-recruitment negates confusion about information because the chatbots provide very specific and required information about the job position and the roles and requirements of the candidate who is willing to apply. When a candidate is interested in a particular position of a particular company he or she applies for the post through the AI chatbot.

The chatbot provides information to the candidate about the job position, job description and requirements, and eligibility for the post. Further, once the candidate updates his or her details the chatbot filters out those who are eligible and not eligible for the position they have applied for. Since the chatbot is already a pre-programmed software it has specific automation systems that help in filtering out candidates for the screening process in a much smoother and accurate manner. The added advantage of a chatbot is that it helps in accurate standardization with protected data and information that are essential. Usage of chatbots in e-recruitment cuts down the expenses for the organization with reduced use of labour. Using AI chatbots for E-recruitment is a Win-Win situation for both organizations and the candidate because that way both parties have a clear picture (about the job position, vacancy, the information of the candidate who would be appropriately filling for the position) with an accurate standardized screening system which makes way for an easier and more effective decision making.

ADVANTAGES OF CHATBOTS IN E-RECRUITMENT

A few of the key advantages or benefits of using AI chatbots for e-recruitment are as follows :

1. Cost-saving
   Installation of AI chatbots in e-recruitment saves on employee cost since the chatbots are user-friendly interfaces, the interaction between the candidate and the organization is done via technology through a bot. the dependency on human labour for the screening of candidates’ applications has shifted to dependency on technology. Starting from posting for a job vacancy till the candidate provides his or her application details the chatbot takes care of all the information inner a systematized and standardized manner with the assurance of the safety of information.
2. Easy Approach
   The usage of chatbots makes it easier for the organization as well as the candidate for the initial phases of hiring. With the security of AI-based technology and the use of a conversation-friendly interface, it is easier for candidates to approach organizations. Also, it is easier for the organization to post job vacancies through chatbots as it reaches a much wider pool of prospective candidates who would be interested in that particular position.
3. 24×7 Assistance
   Chatbots answer queries of candidates in a much quicker and precise manner. Chatbots provide very specific information which leaves no speck of confusion. Also, since chatbots or not human-operated, thus customer service is available 24/7 for any kind of assistance that the candidate requires for the application process making the direction and the redirection of the entire hiring process smoother and much more efficient.
4. Helps in The Quick and Error-Free Interview Schedule
   Since chatbots are very specific and precise about the conversation they have with the candidates and with the support of artificial intelligence, it is easier for the chatbots to schedule an interview meeting between the candidate and the organization coordinating the date and time of both the parties. Since there is no human labour involvement it reduces the chance of unmindfulness or any error in scheduling updates for interview meetings of candidates. In a recruitment maximum of the times, we have seen that the interview is done via video calling or telephonic interview system, once the chatbot fixes the date and time for an interview it is automatically added to the calendar of the organization scheduling the particular interview with that particular day and time.
5. Transparency is Maintained
   These man-made intelligence chatbots help the selection representatives to rely upon its NLP hiring to excellently play out the underlying enlistment capacities and afterwards waitlist the correct applicants. The artificial intelligence chatbots gain information on the screening through great many use cases and increment capacities that can bring advancement results. Chatbots help in a pre-screening cycle and make the entire recruitment process transparent and intuitive.
   They filter out the non-eligible candidates instantly. This straightforwardness of utilization measure assists competitors with getting a snappy update on the status of their requests for employment and lessens a great deal of back a forward methods for the HR executives and up-and-comer.