7 Ways to Deliver the Best Onboarding Experience for New Hires

10 Ways to Deliver the Best Employee Onboarding Experience for New Hires

20% of staff turnover happens during the first 45 days of employment. When your new hires start leaving, it takes a toll on your business costs, which directly impacts your revenue. The average time to fill an open position is 42 days, with opportunity costs between $2700-$4425 for each employee. That’s why an effective onboarding experience is so important for talent engagement and retention.

What is Employee Onboarding?

Employee onboarding is defined differently depending on the organization. Although the process is frequently very similar, the duration and tasks required give each onboarding program its distinctive character.

The procedures used to incorporate new hires into the company are called “onboarding.” It contains exercises that enable brand-new hires to finish the new hire orientation process and learn about the company’s structure, culture, vision, mission, and values. The entire process creates an insightful onboarding experience for new hires.

Making new hires feel included from day one begins with onboarding. It establishes the tone for a person’s time with your business and lays the groundwork for their understanding of and experience with working there. Developing an inclusive onboarding process is crucial to creating an inclusive workplace environment.

Benefits of Creating a Great Onboarding Experience

1. Greater Performance at Work

To begin generating the intended outcomes, newly hired employees need time to adjust. Proper onboarding will hasten this process by assisting them in swiftly adjusting to their surroundings, learning about the business, their coworkers, and their job tasks, and reducing time-to-productivity.

2. Effective Company Culture

Businesses that engage in a robust employee onboarding procedure find it simpler to acclimate a new worker to the corporate culture. These businesses can assist new workers in feeling more culturally aligned by early disclosure of their fundamental values and mission.

3. Improved Retention of Talent

Research shows that organizations with a robust onboarding procedure increase new hire retention by 82%. This finding suggests that frequent check-ins and early attention to corporate culture increase the likelihood of new hires acquiring a sense of loyalty to your business and sticking around.

10 Best Onboarding Experiences For New Employees 

These ten tactics improve your current onboarding process and deliver the best employee onboarding experiences that make your new hires want to stay with your company.

1. Embrace a digital onboarding process

Digital onboarding ensures all employees will have an onboarding experience, which will create a cohesive experience across teams. Using digital tools in your onboarding process streamlines administrative tasks, automates communication, and saves considerable time and resources. Digital onboarding:

  • Eliminates the need for printing paper documents
  • Encryption ensures air-tight security for sensitive documents
  • 24/7 access to online resources and support
  • Seamless integration of videos, images, and digital publications for streamlined onboarding
  • Ideal for fully remote or hybrid employees

2. Engage new hires in the process

The level of engagement you have with a new hire is directly proportional to their interest in your company. Make sure to keep engaging with new hires and encourage them to ask questions. This is especially important for digital onboarding. You can also use gamification, microlearning, all-hands meetings, and team lunches to increase engagement and build rapport within teams to provide them more inclusivity. It also helps them to warm up to the other team members for better cooperation and to reduce jitters for new hires.

3. Document the entire onboarding process    

Documenting the onboarding process simplifies everything not just for the new hires but also for their managers. It is also important for a smooth digital onboarding experience. Meticulous documentation takes care of any gaps in context or knowledge exchange. Documentation knocks down barriers and allows new managers or remote teams to all have the same information. If the current hiring manager leaves your company, their knowledge and approach are safely documented.

How you document the onboarding process is completely up to you. Percolate uses an 18-page Day 1 document covering the company’s history, culture, values, and practical advice on effective meetings or strong passwords. Trello uses an onboarding template that includes step-by-step instructions on activities for the first week and month.

No matter the format, make sure that your documentation covers all the essential information, including a calendar of onboarding events and processes. This helps to give an overall best onboarding experience to the new hires.

4. Time it right

Timing is crucial, and this is particularly true for new hires. You may maximize their start dates by having new hires start when they can contribute most effectively and when their team is available and present.

For instance, newly onboarded employees will have less of a support system if they begin working over the holidays or just before their manager leaves on vacation. They can feel neglected if their arrival at the organization isn’t a top priority.

5. Roll out the red carpet 

Small gestures can go a long way during the onboarding process, especially for remote workers. Ask current team members to reach out to new hires and learn their names. Another simple gesture is pairing the new hires with a buddy or team member for lunch so that they aren’t left wondering where they’ll eat lunch. Some companies send welcome baskets or letters welcoming new hires to the team.

Such gestures might sound small, but they aren’t trivial. They help break the ice and remove minor obstacles in the way of new hires, and such efforts don’t go unnoticed as they reflect a degree of thoughtfulness that most companies don’t show.

6. Allow time for settling in.

Recognizing that only some process information, in the same manner, is a necessary component of developing an inclusive onboarding experience. One of the finest ways to make someone feel welcome is to give them the time and space to hear and process all the new information about their role and the organization. Providing the employees with process documents will give them clarity about their work.

New employees are more likely to feel comfortable asking questions, adhere to their learning methods, and feel like a team member if they have the room to absorb all the new knowledge they are receiving.

7. Encourage them to use your language

Every firm has its distinct corporate language, whether it is through the usage of acronyms or particular phrases. It’s crucial to make all new employees feel as though they are conversing in the same language as their coworkers, so provide them the tools they need to become familiar with the jargon used within your organization.

This might be in the form of a glossary of business jargon or a manual on handling difficult conversations.

8. Do frequent check-ins

Initial days at a new company can be overwhelming for anyone and need an onboarding experience which will help them feel settled in the new environment. Frequent check-ins to know how your new hires are doing can help you make their lives easier, and show that you care. These check-ins also allow new hires to form mentorships and friendships with their co-workers.

Check-ins also provide excellent feedback on the effectiveness of your onboarding process and identify aspects to improve. They also help managers detect problems (disengagement, low morale, low engagement, manage expectations) at the workplace and take steps to fix them before it’s too late.

9. Follow up on the post-onboarding process

As they get used to working at your company, send new hires surveys after the first week, month, and year to understand if they:

  • Enjoy their job role and work environment
  • Feel prepared to assume all of their responsibilities
  • Have all the support and resources needed to do their job well
  • Feel the onboarding process and experience were successful

Since new hires have a fresh perspective on everything, gathering and incorporating their feedback is one of the best ways to improve your internal processes.

10. Automate the mundane

HR isn’t just for hiring, but also for adding business value. However, most administrative tasks such as paperwork, scheduling meetings, follow-ups, and answering questions on company policies are draining and time-consuming.

That’s where automation can come in handy. If the onboarding workflows are automated, HR doesn’t have to chase after managers or new hires to ensure that they’ve completed all their tasks. Automated systems take care of all those hassles.

Similarly, automated notifications act as reminders for employees on everything from updating documents and leave policies to filling up Pulse surveys.

As a result, HR has more time to focus on the strategic, and human aspects of HR to make sure they provide the best onboarding experience, such as:

  • Doing periodic check-ins
  • Designing personalized onboarding and learning experiences
  • Performing regular assessments of the onboarding process and new hires to spot red flags


The 10 Most Important Recruitment Metrics

The 10 Most Important Recruitment Metrics To Track In 2023

In today’s competitive job market recruiting and retaining top talent is more important than ever but there has been a serious level of challenges faced by recruiters with the over looming recession,talent shortage, high recruitment costs,and  insufficient recruitment processes..

Recruitment metrics play a vital role in the continuous improvement of your hiring functions and measures success with razor-sharp accuracy. They are a set of measurements that track and evaluate hiring metrics for success and optimize your recruitment process using information-driven insights to guide you.

 Leveraging data from talent analytics and recruitment reports helps you stay ahead of the competition by quickly seeing what needs improvement and where to focus your efforts. 

What are Recruitment Metrics ?

Recruitment Metrics help organizations track, analyze and streamline the hiring process.

They are a crucial component of a recruitment funnel that is data-driven. Metrics for recruiting are essential for determining which functions need to be improved and where changes should be made because they show which processes are operating well and which are not.

Why Should You Track Recruitment Metrics? 

Recruitment metrics give you the visibility you need to make informed, data-driven strategic decisions. The data provided can show valuable insights about your recruitment team and process so you can use your resources more effectively and increase your ROI. 

These recruitment metrics allow you to measure the success of your hiring goals, track progress on internal recruiting benchmarks, and see how you compare with the market.

Top 10 Frequently used Recruitment Metrics to track in 2023

The sheer volume of recruitment metrics available makes the prospect of data-driven recruitment seem overwhelming. We’ve put together a list of the key hiring metrics you should track to get you started.

1. Time to Fill 

Time to fill refers to the number of days between approval of a job requisition and acceptance of the job offer. It measures the speed and efficiency of your recruitment process. 

You can use this recruitment metric to optimize your  talent strategy. By monitoring time to fill, you gain a better understanding of the time it takes to fill or replace a position, and identify which factors cause delays (such as industry and type of position). 

2. Time to Hire

Time to hire refers to the number of days between a candidate applying for the position and accepting the job offer. This recruitment metric measures  how fast each step of your recruitment process moves, zeroing in on bottlenecks and inefficiencies that create slowdowns. 

3. Application Completion Rate 

The application completion rate refers to the number of candidates who completed the job application process versus those who started but didn’t finish it. A low application completion rate can signal process issues. This allows you to see where to streamline processes to provide a better candidate experience and not miss out on top talent. 

4. Offer Acceptance Rate 

The offer acceptance rate refers to the difference between the number of candidates given a job offer and the number that accept it. 

 A low rate is typically a sign of a lackluster employee value proposition for things like compensation and benefits. These insights can help you fine-tune your offering to be competitive with the talent market and create more transparent job postings.

5. Probation Rate

Quality of hire is measured by how quickly a candidate adjusts to their role and how well their performance is rated within their first year.

This hiring metric indicates whether you’re hiring the right people, which helps you cut costs associated with bad hires.

6. Interview to Hire Ratio

With the interview-to-hire metric, the Quality of Hire may also be measured. This recruitment metric determines the percentage of applicants the recruiting function submits who are hired.

Ratios of interviews to hires indicate the strength of the shortlisting process. To maintain overall hiring effectiveness, ensure your organization has a solid interview-to-hire ratio.

7. Cost Per Hire

Cost per hire refers to the internal and external spending that make up the cost of hiring a candidate. Internal costs can include referral fees, admin costs, and training expenses. External costs can include background checks, marketing fees, and sourcing expenses. 

This hiring metric adds value to your recruitment strategy by helping you drill down into the specific costs for each step in your process. Allowing you to make data-driven decisions to fine-tune factors that unnecessarily drive up your cost per hire. 

8. Number of Open Positions 

This refers to how many open positions you have at any given time and how long they remain open on average. 

A large percentage of open positions indicate high demand and rapid growth. But this recruitment metric could also indicate a low candidate supply, and/or lack of demand or interest in the role. 

9. Applications Per Open Role 

The number of applications per open role is the total number of candidates that submit an application for a role.

A lot of applicants can signal high demand and interest in a position. But, depending on how many are qualified, it can also indicate an overly broad job description. 

Minimal applications may indicate low demand or interest due to a poorly written job description or lackluster offering. 

This recruitment metric is a great way for HR leaders to see the level of exposure their recruiters are able to achieve for their job postings. 

10. Candidate experience

Consider the candidate’s experience while discussing recruiting metrics. A candidate experience survey is frequently used to gauge candidate experience, which is how job searchers view an employer’s hiring and onboarding procedure. The essential elements of the experience that can be improved are identified using the Net Promoter Score in this survey.

Remember that at various points of the hiring process, you may gauge the candidate’s experience. Refrain from discounting failed applicants too. To gain a more true impression of your applicant’s experience, you should compare them to the ones you ultimately hired.

Using a Talent Intelligence Platform to Track Recruitment Metrics 

Talent Intelligence platforms like Oorwin make tracking recruitment metrics easy. They enable you to analyze large sets of data patterns in a comprehensive way using advanced visualization solutions and dashboards. 

AI-enabled functions like predictive analytics can even help you predict factors like: 

  • the probability of job closure based on market factors
  • salaries using internal and external market trends
  • current versus potential workforce productivity

Data-driven recruiting helps you work smarter to hire and retain the best candidates using powerful insights and resources. 

Learn more about how recruitment reporting can give you an edge over the competition by requesting a demo from Oorwin today.

Top 5 Blogs for Staffing Professionals

Thanks to technology advancements and AI-powered recruiting tools, the recruitment industry is undergoing significant change. The only way to stay updated is by participating in a lively discussion happening across the staffing ecosystem. These discussions are often seen in the industry’s most insightful staffing blogs. 

5 Staffing Blogs to Add to Your Favorites

Finding relevant content can be challenging. But we’ve got you covered. These five blogs are a must for busy staffing professionals. 

1. Undercover Recruiter

The Undercover Recruiter draws in readers with its insightful and trending content across talent acquisition, employer branding, and workplace categories. The easy-to-read and visually appealing articles cater to a diverse audience—job seekers, recruiters, and employers. From employer branding podcasts to case studies to an employer brand index, this staffing blog is a treasure trove of valuable content. 

Explore these staffing blogs: 

2. The Staffing Hub

This Denver, Colorado-based staffing blog is another great resource for recruiting professionals of all levels. Their rich content library includes their State of Staffing webinar, The Staffing Show podcast, and State of Staffing Industry Growth Benchmarking Report, all of which discuss the latest trends, technology advancements, and tools used by the industry’s top performers. Other valuable resources include reports and eBooks, conferences, and a consistently updated News section. 

Explore these staffing blogs: 

3. Oorwin

Known as one of the top HR blogs by Feedspot, Oorwin’s blog provides a wealth of industry insights, pinpoints new trends, and educates recruiting professionals on upcoming technologies. 

The Oorwin staffing blog provides end-to-end resources to streamline your sales, recruitment, and human resource function. The blog is not only rich with interesting articles on innovative technologies, but also strategic solutions aimed at the growth of a staffing business. Their tips are relatable and can be easily implemented to get the desired outcome.

Explore these staffing blogs: 

4. The Staffing Stream

The Staffing Stream is the official blog maintained by the Staffing Industry Analyst (SIA). SIA has been the global advisor for all staffing and consulting businesses since the late 1980s. This staffing blog offers an in-depth analysis of temporary staffing, contracting, and other issues faced by staffing firms, recruiters, and outsourcers. 

As pioneers of the staffing industry, they are at the forefront of issues, challenges, and opportunities popping up throughout the world. By following The Staffing Stream, you can stay updated on any technical and administrative changes happening in the industry. 

Explore these staffing blogs: 

5. TLNT:

The TLNT staffing blog is an online gathering place for recruiters to network, learn, and share best practices. Their content is filled with news, analysis, and reports relevant to the staffing industry professionals. 

Additionally, with informative webinars every Wednesday and Thursday, TLNT is the go-to platform for recruiters around the world. ERE media also offers a library of free educational courses to anyone interested in learning more about sourcing, hiring, and managing talent. Their popular guest forum features astute write-ups by prominent HR professionals and staffing stalwarts.

Explore these staffing blogs: 

5 Ways to Source and Engage Passive Candidates

A Stellar Strategy for Sourcing and Recruiting Passive Candidates

When it comes to recruitment, finding the most qualified candidates is the key to success. But not all potential candidates are actively looking for a job change. These are what we call passive candidates.

85% of the workforce is made up of passive candidates. But 45% are open to speaking to a recruiter and changing their job. It is therefore important that recruiters expand their talent pool to include the non-active section of candidates.

What is a passive candidate?

The term “passive candidate” describes people who are satisfied with their jobs and are not actively looking for new ones. A quality marketing recruitment technique, such as inbound recruiting, can be used to find passive applicants.

The phrase “passive applicant” was created to refer to a particular target audience of potential candidates who do not submit their applications. These are frequently accomplished people with highly sought-after expertise and skill sets.

With 45% of the workforce not looking for a new job, but willing to discuss a new opening, proactive sourcing like the social network will be your best bet for recruiting this group of passive candidates. Different types of candidates have different levels of interest, so your recruitment strategy must be specific to effectively find, recruit, and then hire the best candidates. A quality marketing recruitment technique, such as inbound recruiting, can be used to find passive candidates.

Active vs Passive Candidates: a Comparison

Active job seekers typically have a great deal of motivation for their hunt. They attended your most recent webinar, have updated websites, and have submitted applications for the position you have listed on your careers page. Throughout the hiring process, they also tend to be more responsive and easier to engage.

It is considerably more difficult to engage passive candidates. If they are happy in their current position, they probably won’t be interested in going on interviews with other businesses. Additionally, in order to accommodate their present job, they might need additional latitude during the hiring process. If you’re successful, plan for delayed start dates to make sure they give their current employer enough notice.

When pursuing passive candidates, you can still make an offer even if they outright reject it.

10 successful strategies for sourcing and recruiting passive candidates

Passive candidates are typically more satisfied with their current role than active candidates, which means that it will be harder to win them to your company. However, that does not mean that they are not open to better opportunities.

1. Take Advantage of AI Tools for Sourcing, Screening and Matching 

Artificial intelligence (AI) tools, like candidate sourcing, screening, and matching, can improve a recruiter’s ability to find the best passive candidates quickly. These tools integrate with platforms to help recruiters seek candidates based on specific criteria, quickly delivering the ideal candidates right to the recruiter’s inbox. When choosing an AI-enabled recruitment solution for sourcing and engaging passive candidates, be sure you can accomplish the following:

  • Quickly find internal candidates using AI-powered matching
  • Locate resumes of candidates through AI-powered resume harvesting from popular job boards
  • Quickly find internal candidates using AI-powered matching
  • Use AI-powered Symantec search to locate internal candidates
  • Intelligently match jobs to candidates and candidates to jobs using custom algorithms
  •  Uncover similar candidates using AI-based matching
  • Uncover internal candidates who had been considered for similar jobs
  • Pull matching jobs from external sources for candidates using AI ranking and matching

2. Leverage Social Platforms to Source Passive Candidates

The best way to find and recruit  passive candidates is through social media platforms. Recruiters can join these communities and engage with candidates to find those that would be an excellent fit for their open roles.

  • LinkedIn. You can use LinkedIn to find candidates in several ways. For example, you can search for keywords related to their industry or companies that employ similar candidates. You can also use LinkedIn’s advanced search features to find candidates who meet specific criteria.
  • Facebook. Recruiters can use Facebook’s targeted search features to find high-quality candidates that you may otherwise miss. According to Glassdoor, Facebook is a great way to connect with passive candidates who may not respond on LinkedIn.
  • Twitter. Recruiters can find passive candidates on Twitter via marketing-specific keywords and hashtags.

It’s also important to ensure that the recruiting solutions you are using integrate with these platforms. For example, Oorwin clients around the world have seen success when integrating the Oorwin ATS with Linkedin.

3. Focus on Building Trust

Recruiters expect their candidates to have tailored CVs for open jobs. That works both ways. You have a bigger chance of winning and recruiting  a passive candidate when they see how dedicated you are to their needs. Focus on tailored ways to build trust and confidence with each passive candidate. These include understanding their skills, hobbies, and professional development interests. Ask questions that get to the heart of their career goals:

  • What do you enjoy most about your current role?
  • Do you feel you are being fairly valued at your company?
  • How do you interact with your manager?
  • What are your long and short-term goals?

4. Entice Passive Candidates

A crucial way to source passive candidates is by showcasing what they will gain by working with you. This is important because they may already be comfortable in their current job and location. Gently let them know how this new position will benefit them. Another way to entice candidates is by highlighting your company’s culture. This is a great way to attract passive candidates and encourage them to explore the job opportunities you are presenting. A few ways to do this include:

  • Showcase company culture. Branding could include videos, social media, photos and images, articles, or even podcasts.
  • Highlight civic responsibility. Sponsoring charity events, taking initiatives to reduce your environmental impact, and publicly showing that your organization is committed to positively impacting society can help you build a good reputation as an employer.
  • Emphasize your DEI focus. More than half of job candidates say that a diverse workforce is paramount when deciding which companies deserve their applications. Your employer brand should reflect your commitment to DEI initiatives.

5. Use a CRM 

Finding and recruiting passive candidates can seem like a challenge. But, it doesn’t have to be. Engaging with prospective employees in the right way can help you source the best talent out there. A CRM (customer relationship management) software system can help.

A CRM tracks all passive candidate contact information, and any notes about the conversation. Using this software will help you avoid duplicating your efforts and ensure that you do not forget any potential leads. It also allows you to understand which passive candidates might be open to new opportunities in the future.

6. Set a Referral Program

The best source of passive candidates for recruiters is frequently current employees. Recommendations have long been a cornerstone of contemporary recruiting techniques and for a good reason. According to studies, referred employees outperform non-referred hiring by up to 15%.

Each of your employees is connected personally and professionally through their networks. Additionally, these networks frequently include a lot of excellent candidates who could be a match for open roles at your business. However, passive candidates are significantly more likely to consider an opportunity presented to them by a personal connection than they are to reply to a communication from a recruiter.

Referral programs will assist you in locating more passive candidates and have also been shown to provide candidates of a higher caliber than other sourcing strategies.

7. Keep up with the industry developments

Recruiters might find more passive candidates by being aware of industry developments. It streamlines the procedure by generating alerts for events like mergers and acquisitions, recruiting intentions, layoffs, new projects, etc. Any upheaval or unpredictability could prompt workers to think about leaving their current position. Even if the news doesn’t directly affect the prospect, passive candidates will see recruiters familiar with their sector more favorably.

8. Convey personalized sourcing emails

Most passive candidates are content with their positions. They aren’t aggressively looking for new ones because of this. Gaining their trust and directing their interest are the only ways to get them to break out of their routine. Both tasks cannot be accomplished by a general email that may have been distributed to hundreds of recipients.

Emails that are personalized demand more thought. To save time, you could employ a general template. However, the email’s body should discuss what brought you to a candidate’s profile in the first place. Mention how their (certain) accomplishments relate to the position or business you’re looking to source for – just enough information to get a conversation going.

9.Offer candidates work-life balance

Due to the COVID-19 lockdown restrictions, many professionals experienced their first remote work situation. Clarifying the value of work-life balance while working from home.

Nowadays, passive candidates are more inclined towards a position with remote working policies rather than higher pay. This differentiates them from active and passive candidates, as they prioritize work-life balance more.

Employers who are unwilling to provide staff members additional flexibility, whether through a wholly remote position or a hybrid work arrangement, are more likely to lose out on top-tier passive candidates.According to a survey 72% of respondents, their family’s safety and protection are priorities. They are seeking employers who will safeguard their overall well-being.

10. Include opportunities and possibilities for advancement

According to a poll conducted by Koan, a goal-setting platform for teams- Employee engagement and communication are essential for maintaining employees’ motivation in their jobs. Engaged staff members are:

  • If they are involved with the company mission, they are more likely to achieve their goals.
  • If satisfied with their direct manager, team members are more likely to progress toward their goals.
  • If people believe their job counts, they are 7x more likely to produce work they are proud of.

You can learn more about what an “amazing opportunity” might be for possible new workers by doing a little research on them.

Does recruiting passive candidates merit the effort?

Definitely yes! particularly if your industry frequently experiences a skills shortage. It does, however, take time, planning, and effort to learn how to source in passive candidates. If you are not looking for a fast fix when you’re in a rush to fill a critical position,recruiting passive candidates can be a long term investment.

Oorwin is an AI-Powered Talent Intelligence designed for Intelligent sourcing, hiring, onboarding, and development of top talent. Here’s how it helps in recruiting passive candidates:

  1. Select candidates from a pool of qualified individuals, including passive candidates with the necessary competencies for a certain role.
  2. Automate to reduce tedious tasks like scheduling interviews, sending out reminders, prompting candidates for references, etc.
  3. Automated built-in emailing and 1:1 messaging to communicate with candidates.

Learn more about the power of a talent intelligence platform by taking a product tour today.

How to Boost Recruiter Productivity and Effectiveness with a Talent Intelligence Platform

AI technology is rapidly changing the recruitment process. Have you been able to keep up?

Modern  recruitment relies heavily on  a comprehensive talent acquisition solution to move smoothly from finding potential candidates to bringing them on board. Applicant tracking alone isn’t enough to pull ahead and secure the best talent for your company.

Boost Recruiter Productivity and Effectiveness with a Talent Intelligence Platform

Recruiters have begun leveraging  talent intelligence platforms to take hiring processes and outcomes leaps and bounds ahead of basic ATS solutions. The AI-powered drive of advanced talent intelligence platforms makes it possible to target, acquire, supplement, and secure qualified candidates.

We’ll share with you what makes these platforms so valuable and how you can use them to improve your hiring processes and scale your recruiting success.

The Advantages of Talent Intelligence

Talent acquisition is a skill that recruiters have honed for decades. Today, top recruiters use highly intelligent platforms powered by AI to save time and resources while focusing on more effective areas outside of sourcing and sorting candidates.

Talent intelligence platforms simplify and strengthen how applicants are sourced and tracked throughout the hiring process. By combining internal and external data, you can use these platforms to more deeply examine the talent pool.

But AI does more than just gather facts about applicants. It also uses intelligent learning to review job titles and related skills to find the strongest matches. This type of AI matching goes beyond the standard ATS to dynamically evolve with the job market and available talent.

Applicant Tracking: Just One Part of the Picture

Recruiters already working with ATS may wonder why they would also need a talent intelligence platform. Will it make a marked difference?

ATS is rarely sufficient for hiring when used as a stand-alone system. While it may meet some of your needs, you can unlock its full potential to save time and money with faster, diverse hires.

4 Benefits of Talent Intelligence Platforms

The value of employing a talent intelligence platform cannot be understated — the benefits of will remodel your team’s processes and expectations for improved success.

1. Intelligent Candidate Ranking and Matching

AI-driven searches, filters, and screening ensure you’re finding the right fit as the talent intelligence platform sources candidates. While an applicant tracking system sets up data sourcing and stores applicant records, it fails to provide high-quality tools for searching.

Your recruitment outcomes can be vastly improved by enabling AI-driven searches through a talent intelligence platform. Context-informed ranking and indexing of candidate profiles highlights top options and potential fits beyond what a basic keyword search would provide.

2. Deepen Candidate Connection

Filling just one job opening can mean you review dozens of applicants. Even once you find the right fit, you’ve discovered and screened many other strong candidates. Those not hired may not be what your team is seeking right now, but what about in the future?

It’s possible to keep tabs by engaging with these potential hires through a talent intelligence platform. Letting strong applicants go without further engagement is a waste of your recruitment resources. Empowering that data with AI-driven searches and skill checks will ensure you can source from this pool in the future.

Nurturing these connections empowers candidates to push forward and grow into your company. You may even want to create a branded career portal where applicants can be held in a talent pool for faster, more effective candidate sourcing during future job hunts.

3. Better Managed Applications and Resume Submissions

A talent intelligence system enables interest, skill, and context-based searches. AI learns from your previous hires and data to accurately screen, rank, and schedule talent searches.

4. Automate Time-Consuming Activities

Recruiters like you should be spending more time doing what you do best. This means more time spent with potential employees, figuring out where they fit with the company and who will spark the most growth. It also means less time devoted to repetitive activities that would work just as efficiently, if not more so, with less recruiter involvement.

These are just a few ways that a talent intelligence platform can give you more time by handling tasks that must be repeated regularly:

  • Updating previous applicant information to be current through public data searches
  • Reaching out to past candidates and find out when they’re seeking new opportunities
  • Searching other systems used within your company to update job openings, skill sets, and other important data without the usual database limitations

The Takeaway: Where Talent Acquisition Improves Hiring

Chances are that AI-powered talent intelligence integrations with your applicant tracking system will take your hiring process above and beyond current expectations.

Stop struggling with the same problems over and over again. Look to these talent acquisition solutions today:

  • Visualize job openings and potential candidates in smarter, more transparent ways to find hires faster with better long-term outcomes
  • Keep in touch with past candidates to foster an environment of support and growth through repeated engagements
  • Improve your productivity through context-driven matching and ranking systems — these tools enable faster, more confident candidate shortlisting
  • Create a robust talent acquisition pipeline that doesn’t stop at a single hire — grow it into a dynamic hiring process with higher success rates

Get Started With Intelligent Talent Acquisition

Are you ready to rapidly find the talent your business needs without wasting essential resources?

It’s time to see what a talent intelligence platform can do for you. Contact Oorwin today to find out how you can improve the way you source, sort, process, and hire the best candidates.

Schedule a demo to see these benefits in action.

 

How AI Powers and Optimizes the Recruitment Process

Recruitment has always had its challenges. It is expensive, time-consuming, and it can be hard to find the right candidate with the right skills for open positions. However, your team can get ahead of the curve using the latest AI technology throughout the recruitment process to find, screen, and secure the best talent in your industry. 

We’ll share with you how to develop your recruitment process to save time and resources while using advantageous AI methods to discover talent that might otherwise go unnoticed. You’ll learn how AI is transforming and enhancing the recruitment process, so you’re getting the best talent in a systematic way.

Why You Should Enhance Your Recruitment Process with AI

You already know that recruiting is difficult. Rather than repeatedly trying the same thing, it’s time to revolutionize your recruitment process with AI. Every aspect of recruiting improves with updated processes, but these are the most significant benefits you’ll see.

  • Improve Recruitment Process Efficiency

AI-powered candidate sourcing allows you to integrate your keywords and ideal candidate match points with its search tools. 

As the applicant tracking system searches social platforms, job boards, and other integrated sites, it will pull the top candidates for further screening and review. This allows faster sourcing and overall process efficiency improvement.

  • Improve Job Acceptance Rates

Even when you find the perfect candidate, they don’t always accept the position. Many recent hires state that transparent communication and a straightforward recruitment process helped them decide to come on board. 

AI recruiting tools enable you to deliver this experience to all candidates and hire more excellent talent through fast and automated updates.

  • Increase Team Diversity and Inclusion

Artificial intelligence tracks data from all candidate sourcing and recruitment efforts. You can reduce the effects of human bias in your recruitment process by setting specific hiring metrics and reviewing aggregated data through AI-powered tools. 

Additionally, you can utilize automated candidate matching to align internal and talent pool individuals with potential positions to round out teams.

  • Stand Out in the Job Market

The best candidate for any open position will likely be selective about what job they accept. Modern applicant tracking systems powered by AI recruiting tools ensure you quickly connect with top-qualified candidates to link them with the right jobs. 

Finding candidates faster through this process ensures you stand out as an early option and get ahead of other companies.


How AI Helps Through Every Step of the Recruitment Process

Recruitment is a challenging part of business, but it doesn’t have to be. Using AI tools to improve your recruitment process at every point will grant you the benefits discussed above.

Step 1: Preparing to Hire New Talent

As you prepare to hire new talent, you’ll be working to define the perfect candidate, decide how to find that candidate, and determine what metrics you will use to gauge their fit with your position. There are many factors in play between “hard” metrics like experience and “soft” ones like culture fit.

AI-powered predictive analytics will help your team set realistic expectations for your market, positions, and business needs. From assessing the probability of finding a candidate to determining a competitive salary for the job, AI-enabled tools help begin the recruitment process.

Step 2: Sourcing Talent

Sourcing talent is often time-consuming and expensive as recruitment teams want to find as many candidates as possible. This is one of the most intensely improved areas when implementing artificial intelligence in your recruiting process.

AI-powered tools harvest resumes from popular job boards while also searching talent pools internally for ideal candidates. Intelligent matching highlights similar candidates to those already selected, and the smart ranking also ensures no experience options are missed.

Step 3: Screening Candidates

Not every applicant is going to be a good fit for your position. Screening, especially with many applications, is labor- and time-intensive. However, it’s an essential and critical part of recruitment, so it’s hard to imagine how to further streamline this process.

Patience and interviews will be necessary, but AI-enabled screening can jumpstart the process. ATS tools in the Oorwin system rank candidates by your chosen metrics such as skills or experience. 

You also have the option to enable AI chatbots that pre-screen potential matches, further eliminating candidates that don’t fit your business needs. With AI-powered matching your team screen and rank candidates more efficiently than ever before.

Step 4: Selecting Qualified Candidates

Interviewing all potential candidates is next, once you’ve narrowed down your list. Resumes only reveal part of the story – your next job is to determine if their skills, experience, and characteristics make them an appropriate hire for the open position.

While interviewers need to be insightful with their questioning and analysis of each candidate, enhanced technology can still assist in this process. Customized applicant tracking workflows enable your team to set up guidelines for your recruitment process so the streamlined experience doesn’t leave anything to fall through the cracks.

Step 5: Hiring Top Talent

Finally, you’ll want to hire the best fit for the position. All the effort put into sourcing, screening, and selecting applicants will not go unused. 

AI-enabled recruitment tools monitor these selections and which metrics were most important, allowing the recruitment process to improve each and every time a new hire occurs.

Step 6: Onboarding Your New Hires

Onboarding new hires includes orientation, training, integration with the team, and much more. Every organization should have a detailed onboarding process, which can be included in your customized recruitment workflow.

 

Recruitment cannot be successful if these hires quickly leave their new positions. The information learned through the recruitment process should be tracked and applied appropriately during onboarding.

 

AI-powered search tools allow recruitment teams to quickly apply anonymous feedback gathered from applicants and new hires. Don’t miss out on this chance for constant improvement.

Start Saving With AI Today

Recruitment is critical to success. Failing to improve the recruitment process with modern technology creates a money pit filled with labor and lost profits. Improving the hiring process compels candidates to choose your company in a competitive job market. Why let resources go to waste?

Be smart with AI-powered recruitment tools. Request a demo with Oorwin today to see how we can help you customize a complete Applicant Tracking System for your recruitment needs.

What is Social Recruiting?

The Ultimate Guide To Social Media Recruiting

Social media is a great way to interact with friends and family. But it is also a valuable recruiting tool. In fact, 92% of employers comb through social media platforms to find new employees. As social media platforms have become more popular for recruitment, recruiters are finding it an effective way to get their jobs in front of more candidates. This allows them to explore new recruitment avenues.

Are you ready to get social? Let’s look at the power of social media recruiting,  and discover how leveraging a talent intelligence platform can take your social recruitment efforts to the next level.

What is Social Media Recruiting?

Social recruiting is the process of sourcing or recruiting candidates through social media platforms like Facebook, Twitter, LinkedIn, etc. This talent acquisition strategy treats social media profiles like talent ads or databases. Social recruiting is also known as social hiring, social recruitment, or social media recruitment.

In recent years, this modern recruitment strategy has gained popularity among recruiters and job-seekers:

  • 56% of job seekers and 60% of recruiters use professional social media networks.
  • 62% of job seekers use social media channels to evaluate the employer brand of a company
  • 49% of professionals are following companies on social media with the intent to stay aware of their jobs.

The Importance of Social Media Recruitment In 2023

Using social media to get a new job has grown steadily for more than ten years. In fact, according to Glassdoor, 79 percent of job searchers utilize social media for their job search.

More than 84 percent of businesses use social media for recruiting, and another 9 percent plan to if they haven’t already.

1. Social Posts Improve the Visibility of Your Job Listing

Your job postings will undoubtedly attract eligible applicants, from those actively seeking employment to those lazily perusing their social media feeds.

2. Millennials are Already using Social Media to Look for Jobs

People utilise social media in the billions. Your job postings will undoubtedly attract eligible applicants, from those actively seeking employment to those lazily perusing their social media feeds.

3. Interaction on Social Media Platforms Boosts Brand Awareness

It’s probable that some prospects have never heard of your business. Your brand’s visibility and reputation can be enhanced by networking with those candidates and posting on social media.

What Are the Benefits of Leveraging Social Media for Recruitment?

Social media recruiting is an excellent way to expand your search beyond traditional job boards. Social media’s ease of use and popularity also makes it easy for your followers to share open positions with their networks. It also is a great way to increase your company’s visibility and emphasize your company culture via photos, videos, or employee interviews. Social recruitment has several other benefits for recruiters:

  • It allows you to reach passive candidates who aren’t active on job boards.
  • You can establish a personal connection with candidates.
  • Easily share information about your organization and current job openings.
  • Source targeted candidates with lesser cost and faster time when compared to traditional methods (like TV, newspapers, radio ads, etc.).
  • Lower your recruiting costs. Social recruiting is incredibly cost-effective when compared with traditional recruiting methods.
  • Traditional hiring techniques take more time than social media hiring techniques. This means that social media is the medium to consider when you have an open position that needs to be filled as soon as feasible.
  • They can see more about the potential hires on social media. By learning about the person’s personality, they can learn about their goals and what to anticipate from them after they hire them to work for their company.

10 Best Practices for Social Media Recruiting

Every company decides on its own social media recruitment strategy based on its employment requirements. But, here are a few best practices that will ensure you are maximizing your social recruiting strategy:

  1. It is crucial to establish a strong online presence that communicates the company’s goal and values because millennials and Generation Z look for information online. Because millennials value emotional connection, don’t just provide data.
  2. Even if it’s advantageous to be welcoming to everyone, you should focus on the proper demographics if you want to advance your plan. As a result, make sure that all of your social media pages are industry-specific, and focus on networking with influencers in your business.
  3. Implement various types of content on different platforms. For example, Instagram is ideal for employer branding videos, while LinkedIn is ideal for polls.
  4. Highlight company culture through your posts.
  5. Research where your ideal candidates spend time and energy. What are their hobbies and interests? This will help you relate to candidates and show that you care.
  6. Encourage your employees to give referrals and share the opportunities in their networks.
  7. Monitor and optimize your social media platforms regularly.
  8. Consistently post on social media platforms to engage your potential candidates.
  9. When organic efforts don’t produce the desired results, paid advertising is required because most social media sites let users utilise it to spread their message further.
  10. Create postings that are legible on all types of devices to advance your mobile recruiting strategies. Add social media-optimized images as well.

 

Social Media Platforms - What is Social Recruiting - Oorwin

What are the Top Social Media Platforms for Recruitment?

There are many social media platforms in today’s market. But it is of utmost importance that you choose the right platform to attract job seekers and find the right candidates.

1. LinkedIn

The most widely used social networking platform for hiring is LinkedIn. The website is equipped with capabilities that make posting jobs and receiving resumes exceedingly simple because it was created with professional networking in mind.. Since it was the first professional social network, LinkedIn provides a comprehensive perspective of a candidate’s professional background. Additionally, it offers information on their preferences, recommendations, and hobbies.

2. Facebook

Despite not being a specifically designed professional network like LinkedIn, Facebook’s sheer scale makes it an invaluable tool for recruiters. It offers a variety of opportunities to locate and contact with prospects, and its informal atmosphere can reveal something about someone’s personality outside of work. It includes a job board as well.

 

3. Instagram

The majority of the workforce, millennials, and Generation Z are enormous fans of Instagram’s visual approach. Despite being widely used, less than 10% of recruiters use this social recruiting channel, which creates a significant early mover advantage.

 

4. Twitter

Twitter is known for being succinct and to the point because of its character restriction of 280. Though Twitter has emerged as a trusted source for news and events, its shortness isn’t necessarily a bad thing. Twitter is used by everyone to interact with individuals around the world, from famous people to large corporations.

 

5. Forums

Several forums can be beneficial for interacting with a talent pool and conducting social recruiting. Popular forums like Quora, Stackoverflow, Github, and Glassdoor are helpful resources for social recruiting.

While Twitter, Instagram, and Facebook are great platforms for social recruiting. But career-focused platform LinkedIn is the clear winner. With more than 830 million members and 50 million people searching for open jobs weekly, LinkedIn is a fantastic resource for social recruitment.

 

How can a Talent Intelligence Platform help with social recruiting?

Artificial intelligence (AI) and machine learning (MI) offer many ways to expedite the social recruiting process, including AI-candidate search, resume harvesting, and identifying passive candidates. But a talent intelligence platform can also help with social recruiting. Here’s how:

  • Easily integrate with LinkedIn and other social media platforms.
  • Advanced search capabilities store and organize candidate contact information from social profiles quickly.
  • Automated communication tools to keep candidates in the loop every step of the way.

Learn more about the power of a talent intelligence platform by taking a product tour today or contact us on +91-8977801805 / USA: +1877-766-7946 to talk to our product advisors.


Rejecting Candidates : Best Practices to Follow

How to Reject Candidates

It can be challenging  when it comes to rejecting candidates. But, with such a high volume of applicants, interviewees, and prospective hires, you will likely be faced with the challenge of turning down several candidates each time you open up a new position. Because it is such a common and challenging task, it’s best to plan how to professionally and respectfully reject a candidate. This guide will provide tips and advice on how to leave a candidate, communicate with candidates with feedback, and implement a clear and well-defined applicant tracking process.

4 Phases and Procedures of Rejecting Applicants

Rejecting candidates is more challenging than simply writing an email. It is essential to know how to reject candidates kindly and respectfully in each phase of the recruitment process. These four best practices can help in rejecting a job candidate.

Rejecting Candidates in the Application Phase

Many companies do not notify candidates that their application is not moving forward. However, if you decide to do this, it’s essential to be clear in your rejection email:

  1.   Let the candidate know that their application was not accepted. But also thank them for applying and remind them that they are welcome to apply for roles in the future.
  2.   Avoid same-day rejections. Wait 2-3 days before sending a rejection email to avoid any concern that you did not spend time vetting the candidate.
  3.   If you use an Application Tracking System (ATS), make sure you input the correct criteria and audit your system regularly to avoid accidentally rejecting candidates.
  4.   Automate your email writing process to avoid duplicate or repeat emails.

Learn more on how an Applicant Tracking System can help the hiring process here: AI-Enabled Candidate Matching.

Rejecting a Candidate after the Phone Screen

If you have decided that the candidate is not a good fit after a phone screen, it’s best to reject them in writing or via phone call within 1-2 days. Be clear about what disqualified them and express appreciation for their time. If the candidate has questions, be sure to answer them.

When sending your email, make sure to provide actionable feedback. Transparency benefits your employer’s brand and will aid in the professional development of your rejected candidates.

Rejecting a Candidate after the In-Person Interview

You have already developed a special relationship with the candidate at the interview stage, and they have interacted with your company several times. Rejecting candidates at this stage requires extra consideration.

It is best to proceed with a templated email that thanks the candidate for their time and reiterates that they were not selected. Refrain from giving them vague commentary that does not explain why they are not moving forward. Instead, focus on constructive feedback that will help them improve their candidacy for future roles.

Rejecting a Candidate after an Offer

It is always challenging to reject a candidate after you have offered them a job. But it occasionally needs to be done, i.e., after a background check failure. The best way to do this is to let the candidate know via phone. Calling the candidate will allow them to ask questions and understand the decision made.

When rejecting a candidate after an offer, remember that the company’s reputation is also on the line. Therefore, you should justify why you did not select the candidate and how their profile did not meet the job qualifications to receive closure. Rejecting candidates takes work. But it is something you will have to do throughout your career.

By following these best practices and being transparent with candidates, you can ensure candidates will not be discouraged from applying for future roles within your company.

Factors To Keep In Mind When Rejecting Candidates

Providing Feedback

For rejecting job candidates is to provide feedback to those candidates who were not selected. While giving specific feedback on why a candidate was not chosen may be challenging, providing general feedback on areas where the candidate could improve and can benefit both the candidate and the employer.

Being Consistent

It is essential to be consistent in how you reject candidates. This means that all candidates who are not selected should be notified promptly and in the same way (i.e., via email or phone call). This can help ensure that all candidates are treated fairly and that the recruitment process is as efficient as possible.

Considering the Candidate’s Experience

Finally, it is crucial to consider the candidate’s experience during the recruitment process. This means that the process should be easy to navigate, communication should be timely and responsive, and all candidates should be treated with respect and professionalism.

Timeliness

It is crucial to notify candidates of their status on time. All candidates should be notified of their status as soon as possible after making a decision and no later than a specified date. This can help ensure that all candidates are treated fairly and that the recruitment process is as efficient as possible.

Follow-up

Recruiters should be available to answer any questions or concerns the candidate may have and provide any additional information they might need. This can help ensure that all candidates are treated fairly and that the recruitment process is as efficient as possible.

In conclusion, rejecting job candidates is an essential aspect of the recruitment process, and it is important to follow best practices. By providing personalized rejection letters, communicating with candidates respectfully and tactfully, having a clear and well-defined applicant tracking process in place, providing feedback, being consistent, considering the candidate’s experience, being timely, following up and personalizing the rejection letters, the recruitment process can be professional, respectful, and efficient.

Frequently Asked Questions

How do you politely reject a candidate?

  • Begin with empathy
  • Gratitude is owed for their time
  • Make your response special
  • Tell them you’re still looking for other candidates
  • Give a constructive critique

What are the most common reasons for rejecting candidates?

The common reasons for rejecting candidates are standard resume templates, impersonal applications, Overqualified or Insufficient, Social Media Behavior, Absence of Effective Communication Skills, Nonspecific Responses, and Question Avoidance.

Enhance Your Travel & Expense Management with a Comprehensive HRMS

As business travel continues to pick back up, companies need to ensure their travel and expense management processes are ready for the demand. Travel and expense management is a process that monitors spending and streamlines the way employees expense work-related costs, like travel or office supplies. 

Traditional travel and expense management once required many messy, tangible documents. But modern tools, like a Human Resources Management System (HRMS), have considerably advanced travel and expense management. 

An HRMS system allows employers to develop expense policies and define the types claimed by employee or employee groups directly in the software. It also handles all recept submissions, while an expense dashboard creates, validates, or rejects them in just a click. Can your HRMS system do all of this? If not, it is time to explore your options. 

10 Features Your HRMS Needs for Travel and Expense Management

Investing in an HRMS is a great way to improve processes and save considerable time. But your HRMS must include the right travel and expense management features, too. Here are a few features to look for in your research: 

  • Define expenses day-wise, month-wise, and other options
  • An employee self-service portal
  • Set your privileges with custom forms
  • Add expenses online
  • Raise travel requests anytime, anywhere
  • Submit travel bills online or offline
  • Rich configurations depicted for expenses based on specific criteria
  • Easy integrations and reconciliations with various systems

10 Ways HRMS Improves Travel and Expense Management

Managing travel and expenses is challenging, even on a small team. But the right HRMS platform streamlines travel and expense management like never before. It does so in the following ways: 

  • Easily manage and track business travel expenses
  • Include any employee travel or stay expenses
  • Manage employee expenses toward the company
  • Generate a complete overview of the expenses
  • Manage online any travel or expense requests
  • Deliver automatic notifications for any expense requests raised
  • Streamline entire expense management to make it more effective
  • Receive automatic notifications on the status of reimbursements
  • Save overall time
  • Increase cost-effectiveness

Discover the Power of Oorwin

Oorwin’s HRMS offers you all the above-mentioned features and much more to give your HR teams an added advantage to streamline your travel and expense management  processes. But the benefits don’t stop there. With Oorwin’s Human Resource Management System you can:

  • Increase employee engagement
  • Manage and allocate assignments over a single-window with automated reminders, real-time tracking, and easy task generation
  • Build a positive workspace culture
  • Organize all employee documents in one place with our dynamic folder management with automated expiry reminders for compliance
  • Automate the finance operations and invoicing methods based on the countries.
  • Improve productivity with modern time cards, timesheet reminders, exportable reports, and built-in OCR to scan invoices
  • Digitize the processes from employee onboarding to project completion

Top 6 Challenges Faced By Recruiters in 2023

 As a recruiter,  you’re expected to find qualified candidates to place into available roles that match their experience, skills, and background. You must also attend meetings, check references, collect documents, and maintain relationships with the company or client you’re hiring for. With so many variables, it’s no surprise that there are a number of challenges faced in recruitment. These challenges can become even more difficult when recruiters are working remotely. 

Recruiting teams must quickly adapt, refine processes, and create new ones to make interviewing and hiring work through any channel. As you know, remote work isn’t going anywhere. In fact, 70% of professionals agree that virtual recruiting is becoming the new standard. Utilizing technology to enhance recruiting is a must. Talent acquisition solutions, like customer relationship management platforms or an applicant tracking system, can reduce the time to hire by 40%

6 Major Challenges Faced In Recruitment and How to Solve Them

1. Remote Candidate Sourcing

Traditional recruiting methods, like job fairs, are no longer the most effective way to source candidates. Recruiters need fast recruitment methods to source the best talent possible. This can lead to various challenges in talent acquisition for several reasons, including increasing candidate skills gaps. As a recruiter, you’ll be sifting through candidates who don’t have the necessary skills for the job. This can be an arduous process. 

The Solution: 

Recruitment technology virtually (no pun intended) eliminates the hassles of in-person recruiting or manual job board data entry:

  • Virtual recruitment is highly effective when used with communication platforms like Microsoft Teams and Slack. Tools like video chat platforms and applicant tracking systems are excellent ways to conduct interviews and gather online assessments.  
  • Digital candidate sourcing and matching technology expedite recruitment processes like never before. An ATS can even be integrated with job boards. You can also use keywords from the job descriptions to automate candidate harvesting through social platforms, like LinkedIn. 
  • An HRMS (human resource management system) bridges the skills gap by offering customizable training and learning modules and mentorship opportunities for candidates of all skill levels. 


2. A Poor Candidate Experience

Creating a positive candidate experience is not one of the newer challenges faced in recruitment. But it has become  more difficult with the increase in virtual recruiting. It is vital to focus on improving the candidate experience because 75% of newly hired employees say that a positive experience influenced their eventual acceptance of the job. 

The Solution: 

The beauty of virtual recruitment tools is that they can make everything, from harvesting candidate resumes to requesting interviews, an automated, streamlined experience. It also promotes a transparent communication process, which is a great stress reliever for candidates. Automated tools are an accurate and fast way to connect the right candidates with the right jobs—without wasting time.

Here are a few other ways technology improves the candidate experience: 

  • An Applicant Tracking System can quickly connect qualified candidates with open jobs, saving candidates from unnecessary interviews or paperwork. 
  • A digital hiring management system can automate interview scheduling with the click of a button. This fast-tracks interview scheduling and assessment requirements without any back and forth. 
  • In turn, integrated interview feedback tools provide automatic feedback quickly, saving considerable time and stress for candidates and hiring managers. 

3. Making Data-based Recruiting Decisions

Most recruiters struggle to analyze data in a way that gives hiring managers options they can act on due to the unavailability of required tools. Trusting your instincts when hiring is, therefore, the biggest challenge faced in talent acquisition.

The Solution: 

Make the most of Al and automation in hiring. Artificial intelligence (AI) can be programmed to filter a sizable pool of applicants and only suggest those that pass the screening to the hiring team.

One can also use predictive analytics to keep ahead of the competition or talent war. By analyzing the data of current employees, recruiters can learn what to look for (or watch out for) in future hires. Finding out which skills, characteristics, and personality traits are linked to improved retention is further advantageous.

4. Overcoming Discrimination in Hiring

In order to choose the best candidate for the job, a company must provide all candidates equal opportunity. Additionally, it is required by law and is a great method to interact with others without discrimination. Implicit biases are one of the reasons why many organizations find it difficult to hire candidates from diverse backgrounds. By conducting objective hiring, your company will benefit from an inclusive staff and the right candidate for the job.

The Solution: 

The most straightforward answer, given the advent of hybrid recruiting, is to involve other team members in conducting interviews, either in person or electronically. ATS also has integrations with video-interviewing platforms to make recruitment more accessible. 

Employees always view candidates somewhat differently than recruiters do. They might see things that recruiters miss, such as hidden personality defects. Use personality tests to weed out biases so decisions are based on data instead of preferences.


5. Prioritizing Diversity and Inclusion

Demand for equity and inclusion in the workplace is louder than ever. Steps have been made in the right direction, but progress has been slow, leaving D&I as one of the most significant recruitment challenges. However, companies are finally accepting that this is an issue they must address, because: 

  • 77% of talent professionals agree that recruiting culture must prioritize diversity. 
  • 47% say that hiring managers are currently not held accountable for interviewing a diverse pool of candidates. 
  • 3 out of 4 American job seekers are selectively seeking out companies that are outspoken about empathy, diversity, and breaking down discrimination barriers. 

The Solution: 

As a recruiter, you have the opportunity to set an example and be a catalyst for change. By educating recruitment teams, committing to an ongoing review of processes, and actively working to add inclusivity at every level, recruiters can overcome this challenge. Technology, like an applicant tracking system, can help recruiters do this in a few ways: 

  • Rethink existing recruiting and hiring processes – diverse interview panels will help recruiters hold each other accountable. Data-based reporting can help keep recruiters on track to their diversity goals.
  • It allows you to comb through recruiting trends using talent analytics and reporting methods. This helps you determine where hiring biases have been the most prevalent. In turn, it helps you avoid following this same pattern. 
  • An applicant tracking system (ATS) also helps reduce bias by utilizing a specific set of metrics in recruitment. By utilizing artificial intelligence and relying on data, you eliminate the risk of human bias. This can be done through key features like anonymous feedback, filters powered by AI algorithms, and the ability to “hide” specific demographic data. 


6. Standing Out in a Volatile Market

In the recruitment space, there’s always discussion about whether it’s an employer’s or a candidate’s market. While most assume that the current recession means it’s an employer’s market, leaning back on this mindset will cause recruiters to miss out on key talent that will bring in and boost revenue. While this is one of the less apparent challenges faced in recruitment, it remains one of the most impactful.

The Solution: 

Candidates are being selective in their job search – not just taking the first job that comes their way. This is a recruiting trend that we will continue to see, so recruiters must do everything in their power to attract and retain the best talent. This is best done with a modern, AI-powered Applicant Tracking System that can quickly and accurately connect qualified candidates with the best jobs. 

This platform allows recruiters to find the best candidates quickly, increasing the odds of securing the right talent before another company. It can also scour resource pool employees through keyword analysis, offering recruiters a chance to scoop qualified candidates up before they hit the job market. These tools not only streamline scheduling and data entry processes, but also provide instant interview feedback, resume analysis, and more.

Oorwin as an AI-enabled platform takes care of all the aforementioned challenges. Sign up for a free trial to solve them today.