The talent acquisition industry continues to change and develop in fast and unpredictable ways. From the pandemic and the Great Resignation, to the Great Regret and hiring freezes, finding the best way to recruit top talent has never been harder. With a looming recession set to be the latest on this list, brands need to ensure they are doing everything they can to stand out, and hire effectively. With this in mind, here are four fundamental tools to help organizations hire effectively.
Our research recently revealed that 58% of HR managers find that difficulties during the hiring process are negatively impacting their business performance. It has grown to be a significant concern for organizations, with an increasing amount of businesses now beginning to think carefully about the way in which they attract quality candidates, to truly bring a return on their investment. Talent acquisition will continue to be important and businesses will need to be creative and efficient when recruiting – and to stand out from the crowd.
The way people find jobs has changed, and businesses need to find new ways to reach the ‘passive’ talent. For example, almost 70% of applications are made via mobile, highlighting how applicants desire quick and easy processes. Talent needs to be found in this market, and organizations of all sizes need good ‘’recruiters and sourcers’, not just good “responders”.
It is important for businesses to pause and think when it comes to the reality of hiring, including the workforce that is available. While companies must hire quickly, you also need to ensure that the talent you hire is worth the investment. Simultaneously, companies must review their interview processes to make sure candidates are engaged. It’s beneficial to allow candidates to “light apply”, which maximizes the potential number of applicants and ensures you don’t miss the best talent.
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Artificial Intelligence is a technology that is defining new-era paradigms of operating business, it is a tool that automates and completes the majority of the low-value HR functions so that the larger focus can be driven to the strategic works.
From talent acquisition to talent management, AI is capable enough to transform employee experience manifolds through speedy and accurate processing of a large quantity of data.
Artificial Intelligence helps in automating the majority of the back office transactional work thereby enabling quick service delivery.Ways in which AI is empowering HR TechnologyHR is one of the core functioning units of any business.
So, let’s have a look at the ways in which the use of AI on HRTech is empowering HR professionals:Talent AcquisitionOne of the greatest advantages that AI offers hiring managers is the ability to recognize suitable candidates.AI can work like a charm in the initial stage of the recruitment process since it can perform a preliminary analysis of résumé of a candidate to cross-check his/her declared skills against the skills of successful employees with the same job title.
On the other hand, AI can do it in a fraction of the time it would take humans.Naturally, this isn’t a solution for every company, in certain positions, the inherent flexibility and creativity of a candidate are worth more than past experience and skills, and that’s something that AI still has difficulty in gauging.AI also helps in eliminating human bias, the algorithm looks only at the relevant elements included in the résumé such as skills and experience.
Removing human bias from the hiring process encourages an inclusive workplace.With a rich database of past applicants, recruitment managers can utilize AI to look for applicable candidates for new job openings.
Our working partnership with multinationals, and small and medium enterprises across a wide spectrum of industries spanning the last 20 years, enabled us.Click Here:- https://www.omniview.net/SHAPING THE COURSE OF LEARNING AND DEVELOPMENT THROUGH TRAINING NEEDS ANALYSIS“We need training!”“We want training!”“Our people need to be trained!”These are some of the all too common demands that most Human Resources (HR) professionals hear from employees and line managers.
Organisations are known to invest substantially of their budget in trainings in an effort to sustain the business growth momentum.Year after year, HR professionals especially those who are in the learning and development space spend a great deal of time planning and rolling out the trainings before the year ends.
How does one determine that these trainings are fulfilling the gaps that the organisation need to drive business performance?
And how does one know that the trainings will yield a return on training investment (ROTI)?“Very often we have managers who want the people on their teams to be trained and we also have employees who want development.
In order to get the answers to those questions, it really comes down to HR conducting a training needs analysis,” said Jimmy Ong Principal Consultant and Solutions Director, Omni View Consulting and a former Learning & Development specialist and HR practitioner.Training Needs Analysis (TNA)At a recent forum called “Making Learning Stick in a Digital World”, Kevin Tan, International Business Director of Harrison Assessment Int’l asked an enthusiastic group of 40 HR professionals how often do they conduct a training needs analysis (TNA) for their organisation, how long did it take to complete the analysis and what was their ROTI.While most HR professionals in the room said that they conduct their own TNA, most agreed that a TNA was fairly time consuming and some did not even measure their ROTI.A TNA becomes all the more important and useful when it comes to assessing an individual’s current level of competency vis a vis the required competency for their role.
The data derived from a TNA can give HR professionals a better idea of the individual training gaps thus enabling them to implement the right kind of trainings to address those behavioural competency gaps as opposed to rolling out a one-size fit all type of training.
