Category - Recruitment | Scout Talent

Keeping Track of Your Recruitment Campaigns Is Now Easier Than Ever With :Recruit’s New Feature

Introducing :Recruit’s New Feature: Job Status Users of Scout Talent’s :Recruit recruitment software system, will be familiar with how to set candidate statuses. For non-users, the candidate status feature gives you insight into a particular candidate’s progress through the recruitment campaign process in terms of a specific vacancy. The candidate status feature enables you to set the status of your candidates to ‘applied’, ‘interview booked’, and so on to track candidates throughout recruitment. In contrast, the new job statuses feature visualizes the progress of all your current vacancies and helps you track your progress throughout the recruitment process. The feature tracks whether an open vacancy is “advertising’ or at the ‘screening’ stage. Once closed, you can indicate that you’re ‘conducting checks’, getting ‘approval from higher ups’, or have ‘offered the role’ to a candidate. What’s the difference between the ‘state’ and ‘status’ of a job in :Recruit? The state of a job refers to whether it’s drafted, saved, published, closed, or unpublished. The draft and unpublished states are when your job ad is being crafted and is only visible to internal team members. The published state makes your job ad live, allowing candidates to find it on job boards and submit applications. The closed state means that candidates can see the job online but can’t apply for it. The unpublished state completely removes the job from the internet, meaning it cannot be seen nor applied for. For each state, there are a series of statuses that can be created and assigned to reflect your recruitment campaign workflow. A job’s status reflects the major stages in the hiring process that candidates must move through before an appointment is made. So, for example, a ‘published’ job (state) may be ‘screening’ (status), which means all candidates are being screened at that time. Say, then, that you’re satisfied with your talent pool. You may ‘close’ the job (state) and start ‘interviewing’ candidates (status). Tailored to suit your tracking needs When you enable the new ‘status’ feature, our team works with you to determine what states and statuses you need to suit the way your team works. Whether you want really granular data or a high-level overview, we tailor your Job Statuses to suit your needs. With a defined selection of statuses, you can track and therefore report on every change you make to a job’s status. Thus, you gain insight into your recruitment workflow and can easily identify bottlenecks for improvement. Moreover, you can filter all your vacancies, open or closed, based on a particular status or state. For example, you can filter all jobs that are currently ‘advertising’, versus ‘screening’. For closed vacancies, you can filter all jobs that are in the ‘interview’ stage, for example, or ‘awaiting approval from management’. Activate your Job Statuses today This new feature is available from Wednesday 16 February 2022. To enable it within your :Recruit software, reach out to your account executive today or contact us here. If you’re interested in adopting recruitment software, learn more about Scout Talent :Recruit here, or submit the form below to book a software demo.

How a Best-of-Breed Platform Can Support High-Volume Retail Recruitment

Managing recruitment in the retail industry is an ongoing challenge. HR teams in retail organizations are tasked with hiring a constant, high-volume flow of new retail workers while managing a turnover rate and seasonality that is simply not present in any other industry. In Canada, the retail industry has one of the youngest workforces, with more workers under 24 years old than most other industries. A young workforce can lead to challenges when it comes to retention. According to EY, the younger the employee, the less likely they are to stay with an employer in the long term. Retail HR teams must also manage their mass recruitment in a way that identifies the best candidates cost-effectively because modern-day retail also has to compete in profit with its online retail competitors. But managing an ongoing and constant flow of new hires can put a strain on HR teams and result in rushed or unsystematic onboarding processes; in turn, affecting revenue and productivity while increasing turnover. In order to achieve their talent acquisition goals, retail recruitment teams should utilize the best tools available on the market. This is Where a Best-of-Breed Talent Acquisition Platform Helps. A best-of-breed (BoB) platform allows retail talent acquisition teams to build a suite of the best software modules for their needs, available in a one-stop source. The Scout Talent platform, for example, allows retail teams to have the best software for tracking and managing candidates, onboarding new hires and keeping passive candidates engaged. These software modules can be easily integrated to keep your talent acquisition data and processes in one place. Comprehensive ATS and Recruitment CRM Applicant tracking systems (ATS) and recruitment customer relationship management (CRM) tools are useful for all industries. They allow HR teams to better track, manage, evaluate, and engage with candidates. When dealing with so many candidates, utilizing an ATS and recruitment CRM such as Scout Talent :Recruit will drastically reduce errors, streamline the hiring process, and provide a better candidate experience. These benefits are highly impactful when working in the retail industry, as it makes recruiting en masse much easier and mitigates common challenges in retail processes, such as ghosting (where a candidate disappears because they found a job elsewhere while they were applying and interviewing with you), as your smooth recruitment process and candidate care can be enough to convince a candidate to go with your organization. :Recruit, Scout Talent’s premier ATS and recruitment CRM module, has a range of features that support retail recruitment, including: Quick job posting (with branded talent landing pages) to multiple job boards; Easy communication with candidates, through branded email templates, batch communications and event scheduling; Automations to screen applications and identify top candidates in your talent pool; and, The ability to build hiring workflows that keep your entire team informed and allow for collaboration. These features empower retail organizations to hire at high volume efficiently, and showcase why :Recruit is a best-of-breed ATS and recruitment CRM. But recruitment is about more than just hiring new people – it also encompasses maintaining a talent pipeline for future hiring needs, and managing retention. That’s why :Recruit is supplemented by :Engage and :Onboard. Reducing the biggest problem in retail: high turnover Often in retail, recruitment can swing between extremes. In some hiring drives, there may not be enough quality candidates whilst in others, you may not have enough budget to hire all the stellar candidates. If your recruitment model is reactive, both of these scenarios will pose a problem because you won’t have a time-efficient way to source candidates, store their data for future hires, or recruit them successfully. Combat these challenges and cater to future hiring needs before they pop up with :Engage. Through Scout Talent’s :Engage software module, you can build and nurture talent pools, strengthen your employer brand, and recruit passive candidates. Learn more about :Engage and how you can secure your talent pipeline here. Equally as important to attracting and hiring talent is retaining your organization’s new retail hires. One of the most critical steps to reducing turnover in the retail industry is ensuring new team members are onboarded properly. This is a common difficulty in retail, as the environment is fast-paced and keeps every team member busy, but studies have shown that organizations who have a strong onboarding process are more likely to retain talent. The Scout Talent platform offers an onboarding solution through the :Onboard module, helping you to maintain your new hires for longer and maximise their productivity. Discover how :Onboard can help you with your employee retention. The best part of a BoB platform is that you can work with our partners to integrate other modules that may suit your organization’s needs better. For example, our partner, intelliHR, can help with your onboarding; alternatively, if you are already working with intelliHR, you can easily integrate the Scout Talent platform to complement it. Designed to reduce employee turnover rates (particularly in high-turnover industries such as retail), intelliHR has tools and capabilities that help to dramatically improve engagement – all in ways that are easy to use and perfect for mass onboarding new retail hires. These tools help to reduce admin tasks and optimize the employee experience even before their first day. Some key features of intelliHR’s onboarding software include: Welcome systems for new hires; Automated workflows; Wellness check reminders; Monthly check-in reminders; and, Performance management tools. Click here to learn more about intelliHR and how it can empower your onboarding process. You can also read more about intelliHR and how it integrates with Scout Talent in our Q&A with the intelliHR team: {{Link}} Add this link once the Q&A article is live. End-to-end talent acquisition in the retail industry can be easier Retail organizations all throughout Australia can benefit from powerful software that is available through a single, collaborative source. Drive successful outcomes and productivity in HR teams through a BoB platform that enhances and streamlines the hiring and onboarding process. If you’d like to discuss implementing a BoB platform

Could Hiring for Potential Help Overcome the Talent Shortage?

We are experiencing a tight labor market. Very few people are unemployed, and businesses throughout the world are trying to find any talent they can from the increasingly limited number of job seekers currently available. In order to fill their existing roles, many organizations are being forced to look outside the box – to rethink how they find talent in order to fulfill their needs and drive growth. One of the ways that organizations can do this – particularly during periods of higher unemployment – is to re-evaluate what they’re looking for in a potential recruit. Experience, skills, and potential: evaluating applicants Typically, when filling an open position, hiring managers will look for three things: Experience – This typically includes how long someone has worked in the field, whether or not they have worked with specific software or systems, where they were educated and how long they spent in their role(s). Skills – This includes the person’s specific abilities and technical skills, outside of their experience level. For example, whether or not someone knows how to program in javascript, has undergone leadership training, or is really good at socializing with people. Potential – This is the slightly more subjective side of hiring, where a person is evaluated not on who they are now, but on who they can be. Some of this may be based on their data, but hiring managers also look for intangibles like intelligence, likeability, cultural fit, and energy when hiring for potential. In the past, applicants tended to be evaluated in that specific order: experience, then skills, then potential. While all three have a place in the hiring process, it may be time to reconsider this method of evaluation. Weaknesses of experience “Experience” has long been the metric of choice for talent acquisition. It remains valuable for evaluation even today. After all, if you’re hiring for an open position – for example, an IT job – and someone has 5 years of experience working in that exact same job, then at least some of that experience will be transferable to your new position and speed up the time it takes to be productive in the role. But experience also has its drawbacks. These include: Not all of a person’s experience is going to be transferable, as each employer and job has different needs, different tasks, and different systems. The number of years of experience desired is often arbitrary and might turn away prospective applicants. Is 5 years measurably better than 4? What about 3? What about only 1? Sometimes, seeking experience in a field can be limiting. Some people with experience are also more rigid in their beliefs and habits. Experience can sometimes harden people in ways that make them less trainable. Experience can also create unrealistic expectations that the person may not be able to meet. Because each workplace is different and because not all skills are transferable, a person with a lot of experience may still need a lot of training. Not having clear and measurable expectations for your new starter can negatively impact their confidence and sap up valuable time from your current team. Experience can be a function of luck and privilege, not necessarily ability. We’ll have more on that in a moment. None of this is to say that experience is “bad,” but it also doesn’t tell the whole story, and may not necessarily indicate that someone is the right fit for a role. Skills – useful to have, but also can be taught The skills an applicant has provides even more insight into their ability. After all, if you need someone that knows Salesforce, and the person says they know Salesforce, that should give them an advantage over someone that does not. Skills are also a useful recruitment metric. But skills, like experience, can also be misleading: Many skills can be taught. Most applications, programs, and structures are meant to be user-friendly and do not require a level of advanced technical knowledge only attainable with extensive education. Even if a person does not have a skill, the learning curve may not be high. Knowing a person has skills doesn’t tell you what they can achieve with those skills. The candidate can “know” how to use Microsoft Access but that does not give you any indication of whether they can complete the right level of tasks you require. Similarly, skills are not always transferable. Programs, like the Salesforce example above, can be used in many different contexts. The candidate’s experience with it at one employer may not transfer to your organization. In some cases, it can even be detrimental. Once again, this is not to deny that a candidate’s skills are without value. Rather, it’s important to be aware that seeking some skills may cause you to overlook others. Hiring for potential unlocks the candidate market Skills and experience both remain useful for finding great talent. But what many employers stand to realize is that hiring for potential can be as important, if not more so, than their past work. Almost any time you hire someone, you’re going to need to train them. It doesn’t matter how much experience or what skills they have, a strong onboarding process, consistent training, and a growth mindset are key to all successful hires. All of this requires the person to have potential. They need to show that they have the ability to not only learn their job but to be a cultural fit that grows with the organization. Need help onboarding your new team members effectively? Check out these 11 secrets for a successful onboarding process. Prioritizing potential without compromising inclusivity As we mentioned earlier, experience and skills can also be a product of a person’s luck and privilege. One of the things that organizations must learn is that it is difficult to disentangle privilege from merit, but doing so can help you find talent in places you haven’t previously looked. For example, imagine two people: Person 1 comes from a wealthy family with a lot of connections,