The Do’s and Don’ts of Refining Your Recruitment Process

Shefali Vasave | January 13, 2022

The Current Recruiting Procedure

The hiring process is one of the most important aspects of any company’s success. The process of hiring employees has been evolving and has become more complicated than ever before.

Recruiters and hiring managers spend a lot of time looking for the right talent on job boards, social media sites, and job fairs. This can often be very time consuming and can sometimes lead to a high level of dissatisfaction with the process.

To avoid these issues, many companies invest in using applicant tracking systems (ATS) that enable them to find prospects more efficiently. However, due to legacy software coupled with a rapidly changing and dynamic talent marketplace, the ability of older ATS systems to keep up is declining.

Hiring managers are often unable to reach their target talent pool in time, contributing negatively to the cost of vacancies (COV). The resources lost in doing so also hamper the ability to fill gaps quickly, costing companies thousands of dollars every week. If these concerns sound familiar, it might be time for you to re-evaluate on how to improve recruitment process and make the necessary tweaks to increase hiring efficiency.

How HR Tech Revolutionizes the Current HR Processes

The average time to fill a position is rising because of the long and tedious recruitment process. When it takes so long for recruiters to fill positions, the turnover rate will also increase.

According to a Deloitte study conducted in 2015, it takes over 94 days to fill highly skilled roles and 70 days to fill roles in skilled production. Therefore, companies are trying to find new ways to optimize their recruitment processes by investing in new technologies that can make it easier for recruiters and hiring managers to find the right people.

Recruitment management software has been growing in popularity over the last few years, including tools that can help with sourcing, matching candidates with job profiles, assigning interviews, and tracking progress.

HR tech can streamline and simplify the HR process tremendously, as it focuses on the needs of the employees as well as the employers. Some HR tech companies also provide recruitment services that alleviate the burden of finding the right candidate. HR applications today can handle several tasks, such as payroll, benefits, and coaching.

Data analytics and AI are rapidly transforming the way HR tech functions. For instance, the German energy company E.ON used people analytics to track employee absences. The analytics helped them uncover significant leave patterns that impacted absenteeism. This further enabled managers to enhance holiday approval policies and bring down the rate of employee absenteeism.

Employee Engagement and Workplace Culture: How Can HR Improve It?

Employee engagement and a positive workplace culture are proven catalysts of employee experience. To improve the hiring process, organizations must consider making systemic changes that impact core employee experience. With a better work experience, it is easier for organizations to attract top talent and leverage their hiring process.

Create a Culture of Engagement

The first step to managing employee engagement is creating a culture of engagement. This starts with making sure employees are engaged in their work. A great way to do this is by implementing design thinking in the workplace.

Design thinking is an innovative approach to solving problems that can be applied in any industry or function, including HR. The process entails generating and evaluating ideas without judgement, which can help teams find creative solutions to problems.

Hold Meaningful Conversations

Engaging in meaningful conversations is one of the most rewarding parts of any job, but it's also necessary for maintaining a healthy workplace. Whether it's planning or discussing better ways to get work done, these conversations are critical to the success of your organization. HR can encourage such discussions and feedback. Providing an open forum for employees to voice their opinions can also work in the same way.

Make Decisions Based on Data

HR should use data to make decisions to improve employee engagement and workplace culture. There are many different data sources that can be queried, such as employee surveys, hiring data, turnover data, employee engagement assessments, employee data from onboarding programs, etc. This data should be used to help inform policy changes that will have the most impact on improving engagement and culture.

AI is a clear benefit to running analytics on a company’s contracts as it provides the capability of near-instant quick translations of documents, for those working internationally.

- Charles Dimov, VP Global Marketing at ContractPodAi

Four HR Best Practices that Will Maximize Employee Retention

Hiring the right talent and retaining employees are two sides of the same coin. The hiring lifecycle doesn’t end with onboarding employees. With employee attrition at an all-time high, it is important to put an employee retention strategy in place. Here are five practices that will help you maximize your employee retention rates:

Hire for Fit

The perfect candidate doesn’t exist. HR managers shouldn’t focus on hiring exactly matched candidates but instead find someone who may not be the perfect fit but demonstrates the majority of skills needed at the moment.

Maintain an Open Dialogue with Employees

Encouraging employee feedback loops is well-known for improving engagement at work. This is how you ensure that your employees feel heard and have what they need to do their job efficiently.

Provide Performance Feedback

Working is a source of fulfillment for many people. Knowing the impact they are making gives employees the sense of purpose they need to keep them coming back and being productive.

Reward Employees When They Do Well

A robust reward and recognition policy can mean the difference between employees who feel engaged and appreciated at work and those that are barely engaged and on the verge of leaving.


The Benefits of Investing in HR Solutions for Your Company. With so many organizations having turned to HR solutions that are designed specifically for their needs, the benefits are clear.

One of these benefits is that they can help hiring managers automate their recruitment efforts. This gives them more time to focus on sourcing qualified candidates. Hiring a new employee is a big decision. But it is also a high-risk one. By investing in HR solutions, you will have the ability to improve the hiring process and recruitment efforts. Focusing on these key areas will not only help with your hiring process but also with retention rates as well as productivity.

Frequently Asked Questions

How can I get started with an AI-powered HR recruitment process?

HR recruitment can get tedious at times. With AI, it can be done in a few hours. For instance, the Adecco Group has partnered with HireVue for video interviews and assessments of candidates. This partnership eliminates the need for in-person interviews to reduce the time spent on hiring.

What are the most popular HR recruitment tools?

A recruitment process is only as good as the tools used to support it. From job boards to chatbots, there are several tools available for any recruiter to use to find the best candidates for their company.

How can the hiring process be improved?

It's no secret that HR recruitment can be expensive; agencies spend millions of dollars every year on agencies to find new talent. However, this process can be improved in many ways. For example, AI could be used to screen out unsuitable candidates before they even reach the interview stage. This would save time for both recruiters and interviewers alike.



THE RECRUITER empowers companies in their recruitment and HR projects, trusting that Human Factor, thanks to committed, motivated and implicated people, bringing success and added value in any business. Our approach is strictly confidential and our consultants lead every assignment with ethic, professionalism and dedication.


Inspiring Quotes from Women Leaders Creating a Difference

Article | March 8, 2022

“It’s not only about raising ourselves, but also raising other women, because when we rise together, we rise so much higher!” – Eliza VanCort, Author and Motivational Speaker, Eliza VanCort. International Women's Day has been celebrated for over a century, with the first gathering held in 1911. Since then, women have proven their worth in virtually every field, from politics to business to academia. Today’s women are striving to uplift other women, are brands in themselves, and are breaking barriers in their personal and professional lives. This year’s International Women’s Day campaign theme #BreakTheBias promotes and glorifies this change. On this International Women's Day, we have compiled inspiring quotes from women leaders we've had the pleasure of communicating with. Take a minute to celebrate their achievements and contributions to their industry. Foster Connections and Build Trust “When we create a positive experience that fosters connection and builds trust, we increase the probability of a future business transaction.” – Carrie Missele, Director, Inspirant Group. Gain Knowledge from Peers “Professionals (especially young professionals) gain a vast majority of their knowledge from their peers - watching, listening, asking questions, and building relationships with others.” – Amber Vanderburg, Founder, The Pathways Group. Boldly Communicate Value “Communicating value is especially important for an agency because agencies are in the ideas business. Ideas are abstract and abstract things are difficult to value.” – Jody Sutter, Founder, The Sutter Company. Analyze to Stay Competitive “The most essential way to stay competitive is to continuously analyze for product-market fit.” – Julia Markish, Director, Advisory Services at Lattice

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5 Proven Ways Employers Can Simplify Applying for Jobs Online

Article | March 4, 2022

Why Abandoned Online Job Applications Result in Poor Hiring? Applying for jobs online has been the go-to process of finding jobs for millions of applicants. Online hiring has come a long way with the rise of job boards. It has become easy to apply for jobs worldwide and across industries for applicants whose skills match. This also means recruiters must sift through an unusually high volume of resumes to find the relevant job applicants. To do this, many employers have developed a lengthy online application process. The belief that this will filter out applicants that don’t match the job requirements and that serious, well-matched talent will complete the lengthy process has slowed down online recruitment. According to CareerBuilder, 60% of job applicants abandon their applications midway. They also don’t complete applications that take longer than 20 minutes. So, are employers sabotaging their recruitment process with lengthy forms? Is there a way to capitalize on online recruitment while also hiring better talent? This article will give you five tips on how you can design your online recruitment process without losing top talents. #1 Develop a Clear Hiring Process It goes without saying that it is important to be clear on what you are looking for in a candidate. Numerous traditional job postings are generic, ambiguous, or don’t communicate the right message. Apart from communicating the skills and qualifications you’re looking for, here are just some things that can make your online job posting stand out: Be specific about the level of skills you need. Some jobs don’t require candidates to be experts in certain areas. Make it clear what is expected from them. Add a human touch to ensure candidates know there are people, not just software systems, that are seeking their skills. Set up a system for responding to online job applications. Job searching can be tough and brutal for applicants, and responding to them will help you stand out. Ensure your online application process is smooth and user-friendly. You don’t want to tire potential employees with a poor application process. #2 The Value of Online Candidate Profiles Online candidate profiles provide a place for candidates to express themselves and tell their story in their own words. It also gives employers a chance to get to know more about the person they are interviewing. The value of an online profile is that it allows recruiters and hiring managers to get insight into a candidate’s personality. In a world of job boards, applying for a job online is easier than ever, and so the barrage of unqualified applications is disproportionately high. Candidate profiles give employers the opportunity to sort applications meaningfully. Simple screening questions like a candidate’s willingness to move or start immediately can help recruiters save huge amounts of time and money. Whether you’re screening LinkedIn profiles or job boards, using candidate profiles is a smart way to ensure you find the information you need while also making background checks easy. #3 Make the Interview Process Easier and More Interactive Technology has transformed the way companies hire. Integrating interactive ways for people to apply can do wonders for your recruitment process. This is especially true for job roles that require creativity and outside-the-box thinking. For instance, Kforce, a job board, enables applicants to submit online applications with audio and video clips. Another case in point is the leading research organization, PricewaterhouseCoopers. The firm has an online recruitment process that uses psychometric screening to help HR managers review applicants’ suitability. “When we create a positive experience that fosters connection and builds trust, we increase the probability of a future business transaction.” - Carrie Missele, Director at Inspirant Group #4 Embrace New Technologies for an Effective Online Recruitment Strategy Premier financial services organization, J.P. Morgan Chase is leading the way in the use of technology when it comes to hiring job seekers fresh out of college. The company uses a game that tests applicants on their job-hunting motivations as well as investment decisions. This helps recruiters get a deep insight into applicants’ interests, skills, and attitudes. Is finding the perfect candidate possible? Allstate, a leading insurance firm, is aiming to recruit the best match. The firm’s screening process for its agent recruitment involves an online form that is scored against existing Allstate model agents. The scoring is instant and applicants can proceed to the second round immediately. Embracing technology like AI for screening resumes and video interviews is another great way to cut down on hiring time, improve communication with candidates, and eventually boost your employer brand. #5 Use Social Media Platforms Efficiently Social media has metamorphosed from a socializing platform to a multipurpose business machine. From selling to customer care to recruitment, businesses are now using social media for more than just increasing brand awareness. Social media recruiting is a great way to reach your target talent pools and customers simultaneously. This is especially significant as both groups tend to overlap. According to Glassdoor reports, over 79% of job seekers use social media in their search. In addition, a 2019 survey by Jobvite revealed that 35% of respondents learned about new opportunities from social media. Therefore, integrating social media into your online recruitment process can help you leverage its reach. In Conclusion Attracting and recruiting the right candidates goes beyond the regular recruitment process. In fact, according to, 20% of job seekers apply to companies after having viewed their product ads. Branding and marketing in HR are more important than ever before. However, this doesn’t mean that you neglect the foundation of the online hiring process. Whether you use traditional job application methods or an online application process, ensure that it is user-oriented. It should encourage the right people to apply and make your company seem like a good place to work. Frequently Asked Questions What are the advantages of the online recruitment process? The online recruitment process has many advantages. First, it is accessible to a much wider audience than traditional methods. Second, it allows companies to process and interview more candidates in less time and with fewer resources. Third, it reduces the cost of recruiting and hiring new employees. What are the disadvantages of the online recruitment process? Online recruitment that uses AI is known to be discriminatory. In addition, the lack of face-to-face interaction in an online recruitment process can lead to well-matched candidates being screened out in the first step itself. How to implement a clear hiring process? The following steps will help you create a clear hiring process: Define what you need Create job descriptions Define the qualifications for each job description Prepare for interviews by doing background checks and preparing interview questions

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3 Companies Acing the Remote Onboarding Process And What You Can Learn

Article | March 3, 2022

Organizations worldwide had to reimagine their hiring processes almost overnight in 2020. As a result, the role of human resource professionals has become increasingly challenging. From optimizing hiring processes to cultivating new remote-friendly company culture, the transformation was unprecedented. However, as the grip of the health crisis loosens, companies are increasingly acknowledging the value of remote work. Virtual workers are the focus of new policies, strategies, and even processes, even as remote offices move to hybrid workplaces and virtual workers become more important. But looking forward, human resource teams still have their work cut out for them. There is much to calibrate, and it must be done quickly. And it all starts with a sound onboarding process. In this article, we talk about how recruiters can fine tune their remote onboarding process and leverage the advantages of the new hybrid working culture. Definitive Remote Employee Onboarding Checklist According to a Global Workplace Analytics study, businesses lose approximately $600 billion to workplace distractions. It also states that remote workers report being 35-40% more productive than those who work in an office. Understanding what your remote workers need to do their job well is the key to achieving your productivity goals. Here’s the new hire onboarding checklist to help you do just that. Virtual Paper Work Paperwork is the bane of HR professionals everywhere. But it doesn’t have to be tedious. Make your HR process agile by using automation technology like e-signature, which lets new employees sign, edit, and view forms. It automatically fills in candidate information across different documents to make the process faster and more efficient. Logistics While many organizations could smoothly transition to remote work, some need more planning. For example, if your employees require specific equipment and systems to do their work, you need to streamline the process of delivering equipment and integrating new hires into the new systems . Welcome Kit Engaging employees is a top priority for human resource professionals today. With remote work, it becomes even more imperative. Include a welcome kit as a part of your new hire’s onboarding checklist. It can provide a sense of direction for new remote workers. Additionally, you can include a company handbook with company information like benefits, points of contact, and maybe a voucher for free lunch. Buddy System Fitting into an existing social office system can be daunting for a new hire. A buddy system can mitigate new workplace anxiety to a great extent. Assign a go-to person when onboarding new employees. They will guide the new hire to settle in, ensuring that the new remote worker doesn’t feel disconnected from the rest of the organization. Orientation Orientations should continue to be a to-do on every virtual onboarding checklist. Conduct a virtual orientation when onboarding new employees to address the company overview, history, the roles and responsibilities of the new hire, and HR procedures and policies. Company Culture Briefing your HR team about onboarding best practices should cover company culture as an essential topic. You want to make new hires feel welcome and align with your company’s culture as quickly as possible. Feedback Check with your new hires about their progress and seek feedback about their remote onboarding process. Conducting a survey is a great way to identify pain points. You can then tweak your employee onboarding process accordingly. “It may sound simple, but we need to listen to our employees in order to be a force for change.” - Brandy (Rosner) Zimmerman, Vice President of People Operations at TaskUs How Three Industry Leaders Are Using Onboarding Best Practices HubSpot HubSpot, a leading marketing software provider, pivoted to a remote onboarding process by developing remote work guides. The company also tracked the live participation of new hires on its internal education system, Learn@HubSpot, to map out learning and immerse new hires in the process quickly. Vistaprint As part of their onboarding best practices digital printing giant Vistaprint makes extensive use of live orientation and a new hire social. Also, the company plans to implement a 100-day training program that will provide a remote-first learning experience for new hires. Salesforce The tech giant is leading the virtual employee onboarding process, having recruited 10,000 people. Salesforce integrated networking opportunities for new hires to get acquainted with current employees. The organization also has a dedicated business technology team to handle the logistics of setting up remote workers with the necessary systems. Conclusion: Automating the Employee Onboarding Checklist The process of onboarding new employees is a time-consuming and expensive task for any company, especially those with a remote workforce. According to Digitate, new hires are twice as likely to look for other opportunities if they had a bad onboarding experience. It is an essential step towards hiring and retaining talent and reducing overall hiring tasks. Not every component of the virtual onboarding checklist has to be manual. With automation and artificial intelligence, you can streamline the employee onboarding process. Frequently Asked Questions What are the most important factors to consider when onboarding new employees remotely? The most important factors to consider when onboarding new employees remotely are: How well the company knows the new hire before the employee arrives How well the company can assess and train remote employees The company’s culture and how it is expressed in different locations What is the best way to start a remote employee's first day? A remote employee's first day is just like a regular employee's first day. First, they should be introduced to the company and the team they will be working with. What documents should be sent to a remote employee before they start work? Some of the documents to send as part of your remote employee onboarding checklist include: Employee handbook and contract of employment Processes, procedures, and policies Guidelines on how to use the company's equipment or software Company's intranet site Company's social media profiles Policies on email usage in the workplace

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Best Practices for Enhancing Cybersecurity Awareness in the Workplace

Article | February 28, 2022

Importance of Cybersecurity Awareness in the Workplace As the world becomes increasingly interconnected, more people and businesses are using technology, increasing the risk of data loss and theft. Cyberattacks are becoming more sophisticated and difficult to detect. The cost of cybercrime is also on the rise. In 2016, cybercrime cost the world $450 billion—an average of $12 million per hour. In 2022, things are getting even more serious. According to Fintech News, there has been a 600% uptick in cybercrimes following the COVID-19 pandemic. Cybersecurity compliance is not just about protecting the resources of your company, but also about your employees, customers, and stakeholders. It’s important to understand the serious implications and what organizations can do to tackle cyber security in the workplace. HRM leaders have the added responsibility of ensuring that the correct cybersecurity protocols are in place. Due diligence starts right from the hiring process. Why Does Employees' Cybersecurity Awareness Matter? While recruiting for important roles, HR managers need to be well-acquainted with the roles and responsibilities of the job they are advertising. It is prudent to understand what type of access and authorization is required for an employee to be able to do their job and the scope of data and responsibility they are being trusted with. “From a cyber perspective, the industry needs to ensure that the movement of digital information is regulated and monitored, protection is put in place for unauthorized access, which in turn would allow for confidentiality.” - Tinesh Chhaya, Founder, Decipher Cyber Your employees are using their personal devices to access company information. As workspace expands to accommodate homes and work becomes more flexible, information is more vulnerable than ever. While working from home is the need of the hour and is becoming the most popular way to work, there is an increasing need to fortify digital security. In fact, a study by Tessian suggests that 47% of employees cited distraction as the reason for falling for a phishing scam while working from home. According to Malware Bytes, remote workers are also responsible for security breaches in 20% of organizations. 3 Tips for Delivering Cybersecurity Awareness Training in Your Organization Since employees have access to sensitive company data and customer information, it is essential to provide cybersecurity awareness training that does not jeopardize said data. Consider the case of Avast, a Czech cybersecurity firm specializing in anti-virus software solutions. In 2019, a hacker was able to compromise an employee’s VPN credentials. The attack was aimed at inserting malware into Avast’s product. Though the attack did not threaten customer data, it could have posed a major security threat to Avast’s customers and jeopardized its reputation. “Cyber attacks are not only becoming more prevalent but also more clever in how they attempt to steal sensitive information from users.” - Adam Cason, Vice President of Global and Strategic Alliances at Futurex In order to protect your organization from these cyber security risks, you want to create a culture that fosters cybersecurity awareness and promotes the importance of security awareness training among employees and management alike. Here are three tips for creating a new digital culture in your organization: Onboard New Employees With Cybersecurity Awareness Training For a solid cybersecurity awareness culture, consider disseminating training as part of the standard onboarding process. New employees, regardless of their role, should be made aware of phishing attacks, authentication, passwords, removable media, remote working cybersecurity policies and best practices, and mobile security. Conduct Certification in Cybersecurity Awareness Many organizations conduct certification and annual re-certification cybersecurity training to ensure that all employees are up-to-date on the newest developments in cybersecurity as well as tools, technologies, and cyber threats they should be aware of. Conduct Job-Oriented Training Some of your employees may be more vulnerable than others when it comes to cyber-attacks. C-level executives are a particularly common target. Therefore, customizing your cybersecurity training based on the job role is a smart step to ensure both cybersecurity compliance and better cyber resilience among your most vulnerable employees. Conclusion: The Proper Steps Towards Building a Highly Effective Cyber Security Culture The first step to building a highly effective culture of cybersecurity in the workplace is to identify what needs to be protected. Then there is a need to make sure that all employees are aware of the risks and know how to protect themselves, their work, and the company’s data. This also includes informing your employees about the liabilities they will be subject to if they fail to comply with cybersecurity measures. The third step is to make sure that all employees are trained on how cyber attacks happen, what they can do in case they get hacked, and what steps should be taken if they suspect someone else has been hacked. Cybersecurity is an ever-evolving field that requires both education and constant training to not only stay up-to-date on the latest threats, but also to be able to protect oneself from malicious cyberattacks. There’s no doubt that HR teams have a challenging task on their hands. They must optimize the HR process to address the challenges of hiring new employees while maintaining the sanctity of the company’s data. The importance of security awareness training cannot be ignored. The tips in these articles will not only help you build a culture of awareness around cybersecurity but also reimagine your approach to attracting, hiring, and retaining talent in the light of a digitally driven world. Frequently Asked Questions What is the role of social media in cybersecurity? Social media is a powerful tool for cyber security because it can be used to identify and understand the needs and wants of people. Governments and organizations can use social media to predict events, detect potential cyber threats, and prevent disasters. What are the benefits of cyber security? Here are some of the benefits of cyber security: It protects data from being stolen or destroyed by hackers. It prevents unauthorized access to computer systems or networks. It protects against viruses that can compromise sensitive information. What is phishing and how does it work? Phishing is a type of cyber-attack that attempts to steal sensitive information such as usernames, passwords, and credit card details by masquerading as a trustworthy entity in an electronic communication.

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THE RECRUITER empowers companies in their recruitment and HR projects, trusting that Human Factor, thanks to committed, motivated and implicated people, bringing success and added value in any business. Our approach is strictly confidential and our consultants lead every assignment with ethic, professionalism and dedication.