Stay informed on the latest industry topics and views from the Referoo team.
In recruitment and HR, data is something we should be very comfortable with. Collecting and using it to find the right candidates is at the heart of what we do, but with so much data at our fingertips, it can be hard to know where to start. Your data can add significant value to your recruitment process and help you make better hiring decisions, but only if it’s used right.
Whether because of changes to our industry, employment situation or lifestyle and values, many of us are rethinking our career options in 2021. But given the somewhat unstable market, is shifting careers something you should consider? Under the right circumstances, I would argue that it is, but here are three questions to ask yourself before you make a leap into the great unknown.
Reference checks have long been an important part of the hiring process. At the most basic level, they help you confirm that your candidate for a role has the experience and skill set that they say they do.
True artificial intelligence (AI) whereby an algorithm makes intelligent decisions is in its infancy in many industries, but the potential for the recruitment industry is massive. Most recruiters are already comfortable with robotic process automation (RPA) where a system sends automated emails to candidates for example, and AI will essentially be an extension of this.
It was always a pet hate of mine from my time working in recruitment: Tasks that took me away from face time with my clients and candidates. Your recruiters should be spending more time doing what your clients pay for: Spending more resources on gaining a better understanding of both the client’s and candidate’s value propositions.
There has been some commentary around lately painting a bleak picture for the recruitment industry, with many organisations significantly reducing or freezing hiring altogether, but for me, it’s not all doom and gloom. For those forward-thinking recruiters who can ignore the noise and take a positive outlook, there are plenty of opportunities to be found.
In a competitive job market, like the one we are seeing currently, job seekers are looking for ways to stand out from the crowd and it can be tempting to ‘enhance’ your CV, but, with so much information available today, you’re unlikely to get away with it. What can feel like a small exaggeration or an inconsequential fib to get a foot in the door can cost you big time, even years down the track.
HR tech is an area that is constantly evolving and, with so many new innovations in the space, many businesses are looking at redoing their tech stacks. If you’ve been using the same system for a while, upgrading can feel like a chore but it’s probably time, particularly if your version is no longer supported or, even worse, it’s not in the cloud.
Hiring is a vital part in any business but, in 2020, it’s been an entirely different ballgame. It’s been a crazy year in so many ways and, for some businesses; it’s been an outright disaster. Like all things, there’s always a flipside and, for many businesses, the planning is underway for brighter days ahead.
In the wake of COVID-19, work from home is being touted as the future of our workforce and for many, it just might be.
One of the things I love most about the recruitment industry is the relationships and people-focus. I think it's how we do our job best, so I am going to be upfront and say that video interviewing isn’t my favourite piece of technology. But, as with all tech, there is a place and time for it.
Reference checking is often seen as a tick-a-box process, but it can be so much more; a chance to get real insights into your candidate, help you deliver a great onboarding experience, and even put the referee into a talent pool for a future role.
Recruitment and HR are becoming increasingly automated, with many companies realising the benefits of robotic process automation technology. Recruitment technology, or 'rec tech', is an exciting space that is constantly evolving, and the possibilities seem endless.