| | March 2021MANAGEHRMAGAZINE.COM9preferably connected with your Application Tracking System (ATS). A highly useful CRM feature is one that can organize candidate information making it accessible when you need to route potential candidates to planned and unplanned vacancies with a click of a button. Dedicated `Talent Sourcer(s),' also known as `Talent Ambassadors/Talent Experience Managers,' play key roles during this phase.They can run recruitment marketing campaigns and speak directly to potential candidates -maintaining engagement for both the candidate and the company. The next phases, application, and assessment are probably the most mature in the eco-system. Recruitment 1.0 dealt with these phases most administratively and practically. As technology advanced, enterprise-wide HR systems included a recruitment module. In today's evolution, I have had the privilege to pilot screening and assessing applications using algorithms in mirroring and matching candidates. These applications help in ranking candidate talent attributes from most suitable to least, reducing countless hours in manual screening and providing valuable data points when shortlisting potentials. There are quite a few solutions providers today and there definitely will be more to come, bringing new sophisticated software and features. When your talent acquisition team Candidates do not want to be another statistic in your time-to-hire but want to have a meaningful conversation with companies that provide a purposeis able to attract, screen, and shortlist candidates, the quality of shortlisted candidates given to the hiring manager enables him to make an informed choice in a shorter period. Thus, supporting the reduction of time-to-hire, increasing quality-to-hire, and ultimately cost-per-hire. Interviewing techniques and styles are important to highlight your company culture. It is an insight to potential hires via their experience interacting with your leaders and managers. With the current market situation, video interviewing is a great option. There are many best practices for video interviewing to support your efforts. Learning to observe facial cues, voice tonality changes, and noting differences in a candidate's speed of articulation will be critical in the coming time.The last phase in the TA ecosystem is offering and onboarding. A standard offer is one with approved salary ranges your TA expert could easily role out in 24 hours. It can be done by providing recruiters with offer templates, education on salary ranges and overall company benefits cut down the back-and-forth administration. For complex offers, senior HR business partners or even a rewards specialist are involved. Building this into the overall management of an offer process is highly important as this could seal the deal with hard-to-find talent. Pre-onboarding and virtual onboarding through e-learning portals are now common practices. Online modules that incorporate information and on the go easy-to-understand content will help further with employee immersion. Incorporating videos and quizzes keep the experience interactive. Another tip is to break these modules up into sections that are time-bound and may overlap with Talent Development activities such as objective setting and performance development plans. As you design your talent acquisition eco-system, keep the user experience as a priority. Potential candidates become new hires who become employees who become your best employer brand ambassadors.
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