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Submitted URL: http://www.hirextra.com/
Effective URL: https://www.hirextra.com/
Submission: On April 20 via manual from IN — Scanned from DE
Effective URL: https://www.hirextra.com/
Submission: On April 20 via manual from IN — Scanned from DE
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</form>Text Content
HireXtra.com is Unicorn AI HRTech Platform
for more than 12 million employers spending over $5T.
Total Fees Available for Global Agency Recruiter's today
€25.602.570
199,70,00,460
£ 22,562,878
21,932,210
We were Live!
Lockdown 2.0
Staffing Solutions
* Login
* Login
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HireXtra.com is Unicorn AI HRTech Platform
for more than 12 million employers spending over $5T
Total Fees Available for Global Agency Recruiter's today £ 22,562,878
We were Live! | Lockdown 2.0 | Staffing Solutions
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* Employee Spectrum
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WELCOME TO HIREXTRA.
WORLD’S FIRST AI BASED
GLOBAL STAFFING AGGREGATOR.
ON-DEMAND STAFFING PLATFORM BASED ON
CROWD STAFFING CONCEPTS!
SOURCE AND HIRE !
FASTER,
SMARTER AND FOR LESS!
REMOVE GUT INSTINCT!
USE AI AND PREDICTIVE ANALYSIS TO HIRE !
AI+ML+HUMAN IN LOOP
=
HIREXTRA.COM
NEVER HIRE BASED ON DESPERATION, INFATUATION,
RECOMMENDATION & LAZINESS
OUR AGENCY RECRUITERS GOT
ACCESS TO 1 BILLION
PROFILES
Previous Next
* Welcome to HireXtra.
World’s First AI Based
Global Staffing Aggregator.
* On-demand Staffing platform based on
staffing concepts!
* Source and Hire !
Faster,
Smarter and for Less!
* Remove Gut Instinct!
Use AI and Predictive Analysis to Hire !
* AI+ML+Human in Loop
=
HireXtra.com
* Never Hire Based on DESPERATION, INFATUATION,
RECOMMENDATION & LAZINESS
* Our Agency Recruiters got
Access to 1 Billion
Profiles
WHO WE ARE?
HireXtra is UK based Global Staffing Aggregator platform that bridges employers
and multitude of Agency Recruitment Agencies working in tandem to provide the
first best matching profiles for any resource requirement in less than 5 working
hours and wish to complete requirement in 7 working days.
HireXtra is a Futuristic Staffing Aggregator Providing you with a cutting edge
market place between Agency Recruiters and Employers to achieve a Higher
Efficiency in fulfilling every Hiring Demand at a Faster Pace.
WHERE WE ARE?
Though HQ is UK based, we have multiple offices in London, UK, San Jose
California USA, Poland, Germany, Ireland, Luxembourg, Italy(Rome), Czech
Republic(Prague), Belgium(Brussels), Netherlands(Amsterdam), Finland(Helsinki),
Sweden(Stockholm), Hyderabad, India and many other locations across globe.
Know more about HireXtra
NO HIRE NO FEE...TELL US WHAT YOU NEED
SERVICES
MARKET PLACE
Upscale and Modernize your recruitment process with HireXtra. Recruit Top
Quality Talents in record time with minimum human efforts. Using HireXtra’s
AI-based Staffing Platform, Employers can find the perfect Profile/Candidate to
fulfill the job Orders without any extra effort and cost.
Show More..
EMPLOYER DIRECT
Employer Direct is an Online Marketplace for employers to post their job
requirements, and a Dedicated Account Manager will be assigned from HireXtra
platform. Unlike few staffing companies in the market, HireXtra uses AI/ML/ Big
Data for Talent Validation and Talent Mining.
Show More..
RECRUITER DIRECT
Recruiter Direct is an Online Marketplace where small to medium recruitment
agencies and consultancies can tie up with HireXtra on mutually aggregable terms
beneficial to both. These recruitment agencies can come on board and refer
appropriate candidates that matches the job description.
Show More..
ARE YOU AN
Employer?
OR
Agency Recruiter?
HireXtra.com will perform an AI enabled scan of all requirements from our most
valued clients and find the suitable vendor out of our pool of growing (6300+)
registered and approved HireXtra.com Recruitment Agencies to guarantee you a
candidate to suit your requirements within 5 hours. In addition to this,
HireXtra.com gives you free access and knowledge to our exclusive closed
staffing platform where employers can post all their requirements and after
being run through our AI enabled system will avail multiple Recruitment Agencies
to fulfill their requirements in a record turnaround time of 5 working hours,
therefore reducing your time to hire.
Compare Our Service Offering
HireXtra.com will perform an AI enabled scan of all requirements from our most
valued clients and find the suitable vendor out of our pool of growing (6300+)
registered and approved HireXtra.com Recruitment Agencies to guarantee you a
candidate to suit your requirements within 5 hours. In addition to this,
HireXtra.com gives you free access and knowledge to our exclusive closed
staffing platform where employers can post all their requirements and after
being run through our AI enabled system will avail multiple Recruitment Agencies
to fulfill their requirements in a record turnaround time of 5 working hours,
therefore reducing your time to hire.
Compare HireXtra to others
Compare Our Service Offering
SERVICE OFFERING EMPLOYER DIRECT RAAS SAAS Sourcing Dedicated Account Manager 5
Hours First CV 7 Days to Complete Hiring Dedicated Program Manager Intelligent
Job Matching algorithm Inteligent Candiate Compass Light ATS On Boarding Support
BG Verification Support Payroll Support Relocation Support Replacement Guarantee
Depend on Country AI Skill Analysis AI Predictive Analysis AI Employee Spectrum
Price REQUEST INTEREST REQUEST INTEREST REQUEST INTEREST
Sourcing
Dedicated Account Manager
5 Hours First CV
7 Days to Complete Hiring
Dedicated Program Manager
Intelligent Job Matching algorithm
Inteligent Candiate Compass
Light ATS
On Boarding Support
BG Verification Support
Payroll Support
Relocation Support
Replacement Guarantee Depend on Country
AI Skill Analysis
AI Predictive Analysis
AI Employee Spectrum
SERVICE PARAMETER JOB BOARDS RECRUITMENT AGENCIES ATS / AI BASED RECRUITMENT
HIREXTRA No of Man Hours Per Hire 80 - 90 75 - 115 65 - 120 5 - 28 Hours No of
Days for replacements 30 - 90 Days 30 - 90 Days 30 - 90 Days 7 - 60 Days 1st
time Sourcing per Position 18-45 Profiles 8-22 Profiles 15-35 Profiles Max 7
Profiles After AI Validation. Relevant Profiles 45% 65% 45% 92% Remove
Duplicates No No No Yes Quality / Accuracy 48% 72% 38% 97% AI Chat Bot No No No
/ some of them integrated but no emotion or Yes, World First AI Chat Bot with
Sentiment Analysis and Emotion Analysis Proprietary Pending Patents AI
Predicative Analysis – Personality Traits etc No No No Yes Proprietary Pending
Patents AI CV validation Skills /Knowledge / Abilities No No No Proprietary
Pending Patents Analysis AI Macho - o-Meter (Match Job description to CV Match)
Key words based Human Some use AI to match some use Key words to Match Yes –
AI/ML Based Proprietary Pending Patents AI Ranking Candidate Compass No No No
Yes Proprietary Pending Patents GDPR Checks Yes Yes Yes Yes Cost to Fill $$$$$
$$$$$ $$$$$ $$$$$ Time to Fill More More More 45% Less Offer to Join Ratio 7 : 1
6 : 1 9 : 1 1 : 1 Speed Traditional Search Manual 5X 10X Price Subscription
Success Subscription Success Advantage In house External and Inhouse In house 1
stop shop Possible Cost Reduction Traditional cost Agency Fees / Reputed charge
More Subscription plus inhouse 35-55% Less compare to top recruitment agency
REQUEST INTEREST REQUEST INTEREST REQUEST INTEREST REQUEST INTEREST REQUEST
INTEREST
No of Man Hours Per Hire
No of Days for replacement
1st time Sourcing per Position
Relevant Profiles
Remove Duplicates
Quality / Accuracy
AI Chat Bot
AI Predicative Analysis – Personality Traits etc
AI CV validation Skills /Knowledge / Abilities
Analysis
AI Macho - o-Meter (Match Job description to CV Match)
AI Ranking Candidate Compass
GDPR Checks
Cost to Fill
Time to Fill
Offer to Join Ratio
Speed
Price
Advantage
Possible Cost Reduction
SERVICE PARAMETER CROWD SOURCING PLATFORMS AS SUB VENDOR(AGENCY) AS SOLO AGENCY
RECRUITER(OWN) HIREXTRA Dedicated Account Manager May Be May Be May Be Yes New
Business Yes Yes Yes- You Need to Spend Most of Your Time Yes Free CV's No No No
Yes Sourcing Tools No No Your Own Yes ATS No No Your Own Yes Monthly
Subscription Monthly N/A N/A NO AI Job Matching with Profile No No No Yes Split
Fee - Full Time 50:50 Mostly Fixed , In General Less You have to Negotiate 90:10
/70:30 Split Fee - contract 50:50 Mostly Fixed , In General Less You have to
Negotiate Margin Only / or/ Payroll with cost plus Deviation Request No No No
Yes Invoice Payment 90-120 Days Depend on Payment Terms Your Own T&M Below 90
Days Replacement 90-120 Days Depend on Supply Terms Your Own Terms 90 Days
Training No No No Yes Discounted Job Portals No No No Yes Discounted Linkedin
Access No No No Yes Job Brodcasting ( eg Indeed , Nuvaoo ) No No No Yes
Conferences and Networking No No Your Own Yes Team Creation / Sub Users No No
Your Own Tool Yes Profile Quality Check - In Addition to Your Quality Check's No
No N/A Yes AI Predictive Analysis No No No Yes GDPR No No No Yes Applicant
Management ( human in loop ) No No No Yes Conflict Resolving No No No Yes Work
From Home / Small Office With Peace ?? ?? ?? Yes
Dedicated Account Manager
New Business
Free CV's
Sourcing Tools
ATS
Monthly Subscription
AI Job Matching with Profile
Split Fee - Full Time
Split Fee - contract
Deviation Request
Invoice Payment
Replacement
Training
Discounted Job Portals
Discounted Linkedin Access
Job Brodcasting
Conferences and Networking
Team Creation / Sub Users
Profile Quality Check
AI Predictive Analysis
GDPR
Applicant Management
Conflict Resolving
Work From Home
NEVER AGAIN SHOULD A GREAT COMPANY FAIL BECAUSE OF LACK OF RESOURCES.
HireXtra is a UK based “Futuristic- AI Staffing platform” firm with multitude of
recruitment agencies working in tandem to provide the first matching profiles
for any requirement in less than 5 hours. We are committed to work ethically
with deep understanding of our Client Needs on Time.
HireXtra provides you with a cutting-edge market place between Recruitment
Agencies and employers to achieve a higher efficiency in fulfilling every hiring
demand at a faster rate. It is a one stop shop for all your recruitment needs
and is an enabled cloud based which serves as Talent Acquisition platform to
provide all staffing needs in curated way. We take full responsibility of
enhancing the output.
We also play a vital role between the “Employer” & “Vendor”, to discover and
pursue exciting careers through our very own platform, in which employer can
also post all their requirements or through our dedicated relationship managers,
our team is exceptionally skilled in identifying right top talents. We ensure to
fulfil your requirements in significant turnaround time.
As a staffing specialist, we have effectively mapped out 6000+ Recruitment
Agencies in the Staffing market.
Many of these Recruitment Agencies merely rely on us to make them aware of all
open positions. With us, we guarantee fulfilment of all your contingent
requirements and then submit you the most experienced talent profiles. We will
help you in attracting suitable profiles to your company by using our vendor
networks. Being a curated process, we ensure our AI enabled mapping platform
help’s the relationship manager to provide you the best profiles from our
proficient Recruitment Agencies in a short time.
The effort we have invested in getting AI tool to work is not only based on
keywords search but also with additional features which are not available in
other platforms. We have built this AI platform considering all the challenges
that a recruiter might face while working to get the best resource to fill the
position. It is absolutely free to sign-up and you pay when you hire.
Keeping pace with business and being on the lookout for extremely talented
individuals has become ever more challenging. Here is where Hirextra comes into
play to bring the best suited talent for your company. Hence you can be certain
that the candidate you decide to hire is truly the best, not just the best of
those actively looking for a new position.
No need to choose “N” Number of Recruitment Agencies for your requirements. Just
use one stop shop for talent
acquisition - HireXtra.com. You can get all Recruitment Agencies in one basket
to fill your hiring needs.Manage your Agencies ( if you have already Recruitment
Agencies or VMS or MSP program)
With HireXtra all your existing staffing agencies are managed in one platform
and you can track all your Recruitment Agencies and their recitals.
HOW WE SOURCE?
Recruiter direct is an online market place where small to medium recruitment
agencies and consultancies can tie up with Hirextra on mutually agreeable terms
beneficial to both. These recruitment agencies can come on board and refer
appropriate candidates that matches the job description.
HireXtra.com helps clients shoulder the responsibilities of administering a
complex direct / indirect hiring/staffing program, freeing business leaders to
devote their energies to mission critical objectives: running and growing their
companies.
HireXtra.com serves as the single point-of-contact between hiring and
procurement managers of client, HR of client, staffing suppliers and the
contingent workforce.
HireXtra Recruitment Agencies are supported regularly and are offered many of
our exclusive features to ensure consistent, regular and rewarding new
businesses. Our dedicated Hirextra team will provide you with all the available
features contained in the one stop shop range, to ensure that you receive
rewarding and a fulfilled business.
SOME OF THE EXCLUSIVE FEATURES THAT WE ARE OFFERING TO OUR HIREXTRA RECRUITMENT
AGENCIES
1. With HireXtra there is not just a new client, but a rewarding client 2. With
HireXtra grow your business without investing in a business development team or
a sales team as HireXtra can handle this for you so just chillax! 3. HireXtra’s
simple but in-depth Aggency Recruiter acquisition means we will understand your
capabilities and your strengths 4. HireXtra will analyse and understand your
previous track record and specialisations will be given only those job orders
where you and HireXtra is convinced of delivering 5. HireXtra encourages
Recruitment Agencies to train their recruiters using training material and if
needed will train your recruiters in sourcing with a small added cost also
awarding a HireXtra certified recruiter 6. With HireXtra.com all your efforts
are recognised and respected by employers and the HireXtra team 7. HireXtra’s
vendor’s will be briefed by our HireXtra vendor relationship team about each
client and each job order, HireXtra.com will also host client briefings 8.
HireXtra’s AI enabled platform means every submission of yours can be tracked 9.
HireXtra team will conduct online on-site training to every vendor 10.
HireXtra’s vendor performance tools will enable you to utilise HireXtra’s KPI’s
or your own KPI’s 11. HireXtra’s one stop shop services are inclusive of
reference companies and the ability to manage employer’s compliance requirements
12. HireXtra believes a vendor is not alone as HireXtra is partnered with
professional networking portals ex. LinkedIn, job portals, sourcing companies,
rec to rec companies, financial institutes such as banks, crowd sourcing portals
13. HireXtra’s Recruitment Agencies have a direct access to thousands of
profiles
Hi how can we Assist You ?
14003
Positions Closed
6903
Staffing Agencies Interested
91.7%
First Profile 4 Hrs
63%
7 Working Days
Hire The Right Person...!
Artificial Intelligence has Come to Hiring.
World’s First AI Based Global Staffing Aggregator.
REQUEST INTEREST
HOW IT WORKS
Employer
Agency Recruiter
Employer
Agency Recruiter
YOU Register Your Interest
YOU Post Your Job
WE Distribute Job internally & Externally
WE Source, using HireXtra AI Tools
WE Filter using AI Chat Bot and Interview
YOU Receive 5 times Filtered shortlisted Profiles
YOU select Applicant and NEGOTIATE Offer
WE CONDUCT BG & Support On-Board then Invoice YOU
YOU Register your Interest
WE ask you to SOURCE
YOU Source & upload
YOU ask your candidates to do GDPR / ROR
WE then FILTER by AI Tools
WE more Filter By Humanly Possible
WE then submit to Employer via platform
WE ARE ALWAYS TRANSPARENT TO YOU
YOU Invoice us once Candidate Selection & Onboard as per payment terms
HIREXTRA IN NEWS
BLOGS
WOULD YOU LET AI RECRUIT FOR YOU?
Artificial Intelligence has been gaining more and more attention with every
passing day. Self learning and Intelligent programsalso know as Algorithms are
being used inevery sector including HR/Talent Acquisition and Recruiting.AI
gives more opportunity for automating the processes that do require high level
of creativity, thus saving a lot of time and human efforts.
Click Here
HOW TO IMPROVE QUALITY OF HIRE BY USING SUPPLY VS. DEMAND ANALYSIS
In a talent scarcity situation, once the demand for talent exceeds the supply,
you would like to use an “attract the best” sourcing and recruiting method. This
is often delineate by the left facet of the provision vs. demand curve displayed
within the graphic. Under these circumstances it’s necessary to acknowledge that
the candidate...
Click Here
7 USEFUL TOOLS EVERY HIRING MANAGER SHOULD CHECK OUT !
These days, nearly each business runs background checks on its candidates before
hiring. there's an honest reason for this trend: an in depth background check
policy will tell a hiring manager lots a couple of prospective worker relating
to criminal history, education, work history, and more. Background checks are an
efficient tool for creating positive...
Click Here
Show More..
ARTIFICIAL INTELLIGENCE (AI)
3 Ways to Use Artificial Intelligence (AI) in Marketing for Recruiters In 2018.
As technology continues to advance at associate degree exponential rate, the
globe and the way it operates changes, as well. Artificial Intelligence (AI), as
an example, isn't any longer confined to science fiction. AI is even creating
its answer of the tech...
Click Here
FUTURE OF TECHNOLOGY IN STAFFING AND HR SEGMENT.
As we about to step in the year 2018 we tend to understand that mobile
technology has been had so much reaching implications on all and varied,
together with industries and sectors across the globe and also the HR phase is
not any exception. HR Managers and recruiters are more and more trying to
leverage...
Click Here
5 ISSUES HR DEALS WITH IN EVERY COMPANY.
Every company faces issues in running numerous departments and systematically
implementing their policies.That's they think about specialists in their HR
departments to stay employees aligned with structure goals, whether or not it
means that addressing personal conflicts or producing enticing edges packages.
Click Here
HOW TO KNOW YOUR EMPLOYEES ARE HAPPY !
It’s always nice to seek out employment chance that comes with a big pay
increase, however earnings isn’t essentially the foremost vital issue for the
typical job seeker. Today, several professionals area unit evaluating less
quantitative metrics yet, like work/life balance and employee satisfaction. If
you actually need to search out employment you’ll love,...
Click Here
IMPORTANCE OF TECHNOLOGY IN THE WORKPLACE !
Technology within the workplace permits businesses to expand quickly and with
efficiency. Business technology like video conferencing, social networks and
virtual workplace technology has removed geographic point boundaries that
previously restricted business enlargement. With business technology,
corporations will target a wider client base and grow to higher levels.
Click Here
THE ROLE OF INTERNET IN BUSINESS!
The internet plays a significant role in each side of our trendy life. Internet
technologies play a significant role in business. As a business owner, knowing
the role of net in business can assist you benefit of the powerful opportunities
it offers to grow you business and build operations simpler. Here are different
ways in...
Click Here
TOP 5 RECRUITMENT TRENDS DURING THE COVID-19 PANDEMIC
The Covid-19 pandemic took the world by storm, besieged markets, slowed down
economies, and brought the world to a screeching halt.While the black-swan like
event has put many activities on hold, many sectors continue to thrive and are
in fact short of manpower solely due to the surge in demand for these services
right now.The healthcare and retail sectors are the greatest victims of this
sudden surge in demand in addition to online services, essential distribution,
and network providers.Though the overall recruitment rate has reduced by 40%,
there are a plethora of companies that are still willing to conduct interviews
and hire more people.A thorough analysis of recruitment behaviors of a few
companies’ have shown us that these are the 5 most preferred ways to hire
employees during the pandemic -
Click Here
ROLE OF SOCIAL MEDIA IN THE RECRUITMENT PROCESS
Long gone are the days when social media apps were just used to get in touch
with acquaintances and find interesting people to connect with, a large number
of people are now using social media to land their dream jobs. Employers have
also sharpened their wit and are more open to hiring their ideal candidates
through social media applications.
But is it really that simple?
Can employers leverage the versatility of social media applications?
Is it an effective mode of hiring?
Don’t people lie on social media?
How can companies avoid a potentially bad candidate?
Let us quickly deep-dive into the world of hiring through social media to
understand it further!
Click Here
HERE IS HOW RECRUITMENT CHATBOTS ARE HELPING THE HIRING PROCESS TODAY!
Let us just say you start a recruitment agency and tie-up with a few big
companies to hire officials and executives for them. While you are still at the
starting phase, the business is less, candidates to interview are less and there
are no chaos and confusion. When you slowly develop your firm and start getting
more recruitment opportunities, your recruitment officers are working all the
time and going through umpteen resumes every day. Candidates get displeased when
they don’t hear from you on time and officers find it tough to handle everything
at a single time. Here is where AI-powered chatbots can come to your rescue.
Chatbots reduce the stress and workload of your hiring officers and puts the
business at ease.
Click Here
7 BEST PRACTICES TO FOLLOW TO MASTER THE REMOTE HIRING PROCESS
With the never-ending pandemic situation the COVID 19 has brought to this world,
enterprises are forced to run from remote working circumstances. But the truth
be told, many companies are still short of employees and they badly want to kick
off their recruitment processes to get on with work on full force.
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CROWD SOURCING VS CROWD STAFFING
Crowd sourcing and crowd staffing are the latest buzz words in the modern
recruitment world. Employers follow many methods to hire best talents that would
fit their vacancies. There are traditional methods like outsourcing, using
freelancing community, recruiting through staffing recruiters and headhunters
etc.
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HIRING TRENDS AFTER 2020
2020 has seen everything from economic slowdown to recurrent lockdowns and not
to mention the steady spread of a deadly disease. Apparently this has been an
unwelcoming year for many segments and hiring is not an exception in this A
majority of the companies showed a dull progression on recruitment whereas the
rest of the crowd made an attempt on hiring through a virtual medium.
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INTRIGUING WAYS IN WHICH AI IS CHANGING THE RECRUITMENT INDUSTRY
Artificial intelligence has already set its foot in many disciplines and
wherever it went, we could see an incredible revolution. Recruitment is also one
among them and businesses don’t shy away from adapting to these cutting edge
techniques. As per Harver’s survey, around 75% of recruiters have agreed that AI
has created a significant impact on their recruitment process.
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THE ULTIMATE GUIDE TO AVOID BAD CANDIDATE EXPERIENCE
More often than not, recruiters are aware of the mistakes they commit during the
hiring process which would create an unpleasant experience for the candidate.
Yet, handling umpteen profiles at the same time and lack of recruitment staff
and resources force them to do these blunders
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TOP 10 TIPS RECRUITERS CAN GIVE TO JOB SEEKERS
Want to land your dream job in your dream company? Or thinking of a change from
your monotonous old job but too anxious about the poor economic conditions? Fret
not. We can let you know what recruiters are expecting from you. Yes. Its no
longer a secret!
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WOULD YOU LET AI RECRUIT FOR YOU?
WOULD YOU LET AI RECRUIT FOR YOU?
Artificial Intelligence has been gaining more and more attention with every
passing day. Self learning and Intelligent programs also know as Algorithms are
being used in every sector including HR/Talent Acquisition and Recruiting. AI
gives more opportunity for automating the processes that do require high level
of creativity, thus saving a lot of time and human efforts. AI technologies are
widely being used not only in IT sector but also in marketing and development.
It is not surprising to see a lot ofcompanies have started using AI solutions in
the recruitment process trying to automate the process and ensure it is
flawless. AI is the most important recruitment technology solutions you’ll kick
yourself for not knowing or using. AI is the latest trend in the talent industry
and it wouldn’t b wrong to say that such a trend is here to stay for the coming
years.
WHAT IS AI FOR RECRUITING ?
Today, screening resumes effectively and efficiently is a big challenge with
thousands of applicants reaching out to the recruitment team. According to a
survey, 52% of talent acquisition leaders say that it is difficult to choose the
right candidates from a large pool of applicants.
AI for recruiting is the application of artificial intelligence, such as the
learning or problem-solving that a computer can do, to the recruitment function.
This new technology is used to automate and streamline the repetitive and time
consuming aspects of the recruitment process. The recruitment market is buzzing
with the innovations.
1.REACHING THE RIGHT CANDIDATES
AI can help the organization create a clear job description with the exact
requirements that explain what exactly you want. When the job description
clearly defines the requirements you will notice the right candidates start
approaching you. Candidates who are under or over qualified will not apply for
this job application as the job description is well defined. HireXtra’s unique
Match – O – Meter algorithm is programmed to show the relevancy of the profile
of the candidate with job description. In no time a recruiter can check whether
the candidate is average, good or excellent. It reduces the time taken to
shortlist the profiles based on required skills, location and preferred
location.
2. AUTOMATION OF THE RECRUITMENT PROCESS
Recruiters work tirelessly, from scheduling meetings, conducting interviews,
trying to improve the policies that are beneficial to the organization as well
as the employee. Unfortunately, it is difficult for a single person to multi
task all the time and be efficient. In such cases, the AI can play a major role.
AI can become personal assistant to recruiters. The use of scheduling software
ensures that your job is carried out smoothly without wasting your whole day.
Chat bots and automated messaging services are also gaining popularity in the
field of recruitment. These help to reduce the repetitive task of sending emails
and messages.
3. OPTIMIZATION OF RECRUITMENT PROCESS
In order to hire the right talent it is very important to have a flawless
recruitment process. When any part of the process begins to fail you may lose
out on an appropriate candidate. To ensure you are hiring the best suitable
candidate through the entire process and make it as efficient as possible you
need to have a system that is dependable, quick and flawless. Skill passport
another algorithm of HireXtra gives an in depth information about the
personality of the candidate, educational qualifications, work experience and
other essential information to the employer.
4. COST EFFECTIVE PROCESS
Hiring a new talent is a costly affair from posting job applications, screening
applicants, hosting interviews and training employees. Initially introducing AI
can be a little expensive but once incorporated it helps in reducing the hiring
cost of new talents. It creates an effective hiring funnel which will impact the
ROI on long run. AI will not only the reduce the cost for hiring new talents but
also ensures you are hiring the right candidate for the job. By hiring better
employees you can save money on training, signing bonus and other expenses.
HireXtra’s Personality Insight enables an employer to know about the candidate’s
personal character. It will show the characteristics like openness, emotional
range, conscientiousness, agreeableness. This percentage helps the recruiter to
choose the right candidate hence saving both time and money.
5. TIME EFFECTIVE
When a candidate quits a particular job there is an immediate pressure on the
recruiter to find a replacement as soon as possible. The sudden vacuum creates
additional burden on other team members. Using AI will significantly reduce the
amount of time spent on digging through resumes or screening applicants, AI
helps you move through the interview process faster – without sacrificing
quality of candidates.
6. GIVING CANDIDATES A GOOD EXPERIENCE
AI is just not beneficial for the recruiter and the organization only but also
for the candidate who is going to apply. AI can make the process very smooth and
easy with minimum human interaction. When the job applicants get quick replies
from the recruiters they feel happy and will be compelled to stay connected. The
positive experience will enable them to join the organization.
7. CONCLUSION
AI ischanging the game in lot of industries today including recruitment. If you
are not including AI in your organization’s recruitment process then you are
definitely missing out on lot. AI makes the recruitment process very easy and
flawless. With the implementation of proper software, tools and the automated
process the recruitment process becomes more reliable and efficient. HireXtra is
providing a cutting edge technology in staffing and recruitment to attain a
higher level of efficiency.
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HOW TO IMPROVE QUALITY OF HIRE BY USING SUPPLY VS. DEMAND ANALYSIS
HOW TO IMPROVE QUALITY OF HIRE BY USING SUPPLY VS. DEMAND ANALYSIS
In a talent scarcity situation, once the demand for talent exceeds the supply,
you would like to use an “attract the best” sourcing and recruiting method. This
is often delineate by the left facet of the provision vs. demand curve displayed
within the graphic.
Under these circumstances it’s necessary to acknowledge that the candidate at
the start has the whip hand. This may solely amendment if the duty being offered
represents a real career move. Achieving this needs a far higher job, a slower,
high-touch recruiting method and a totally engaged hiring manager. whereas it
takes a lot of effort, once enforced properly this method will not solely
improve quality of rent however additionally cut back value and time to fill.
In a talent surplus scenario once the provision of candidates exceeds the demand
– the correct aspect of the graphic – most firms use a “weed out the weak”
method. this can be a extremely multinational method that involves box-checking
skills, filtering candidates supported location and compensation and providing
unclear lateral transfers. The goal is reducing price per rent and time to fill
by specializing in potency enhancements. The utilization of AI is extremely
effective during this sort of method, however rising quality of rent is
problematic since the standards for extending and accepting offers is unrelated
to long-run career growth.
It’s necessary to notice that you simply can’t use a surplus of talent method
based on weeding out the weak, once a surplus of talent doesn’t exist. In all
cases once the demand for talent exceeds the supply you want to use an “attract
the best” method. Creating this right to left shift isn’t simple, however
essential if you wish to boost quality of rent. Here’s a way to start.
ELIMINATE SKILLS-INFESTED JOB DESCRIPTIONS TO INCREASE THE SUPPLY OF TOP TALENT.
You’ll be ready to take away the lid on quality of rent and attract a lot of
high potential and various candidates once jobs are outlined as a series of
performance objectives instead of a listing of skills.
For example, it’s higher to mention, “Design a chamber to check vehicle stress
below high-speed turbulent air flow with restricted direction” instead of,
“Possess a sophisticated degree in applied science and be a self-starter.” As
long as the person is competent and actuated to try and do this work, he/she can
have the correct mixture of skills, experiences and competencies.
OFFER 30% NON-MONETARY INCREASES.
You’ll ne’er have cash in your compensation budget to rent the simplest
individuals during a talent inadequacy state of affairs. However, by providing
candidates a lot of career growth and a lot of satisfying work, you’ll be ready
to minimize the requirement to supply excessive remuneration will increase.
I tell my candidates they ought to solely settle for offers that offer a minimum
half-hour non-monetary increase. this is often the total of a much bigger job, a
lot of satisfying work, a lot of impactful work and a lot of ascension. In these
things, the compensation desires are negotiable and barely become the
deal-breaker. a lot of vital, the candidate is assured of acceptive the provide
for the correct reasons, equalisation semi permanent growth with short desires.
DON’T POST YOUR JOB DESCRIPTIONS – MARKET THEM INSTEAD
Traditional job postings are ineffective in a very talent scarceness scenario.
However, career-oriented advertising that describes a number of the large
challenges and tells stories regarding why the task is very important are
priceless for obtaining individuals to have interaction in preliminary career
discussions. It’s unlikely your ideal candidates can realize these postings,
that’s why they have to be pushed to pre-select prospects as a part of a
multi-stage promoting campaign.
EMPHASIZE PROACTIVE SOURCING, NOT BOOLEAN SEARCHING.
You don’t ought to be a Boolean Expert to search out exceptional talent.
Instead, I counsel first developing a brief list of pre-selected prospects who
have achieved some sort of formal recognition for exceptional work & who would
conjointly see your job as a possible next step in their career progression.
For example, for engineers I’d first notice those with patents, some business
award and /or people who are members of an honor society. Then I’d slender this
list all the way down to people who may see a move to a corporation that offered
additional growth and impact as a worthy career move. Additionally, i might
search on my connections’ connections mistreatment a similar criteria and raise
concerning the most effective of the folks uncovered to urge some nice
referrals.
GO SLOW – SPEND MORE TIME WITH FEWER PEOPLE.
When the demand for candidates exceeds the provision, 80-90 % of all sourcing
and recruiting efforts ought to be targeted on the higher than activities.
within the mixture, this method doesn’t take from now on time since you’re
spending longer with way fewer individuals. The payoff is a rise in quality of
rent, a lot of job satisfaction and reduced turnover.
This is a relationship intensive method that needs higher jobs, absolutely
engaged hiring managers, exceptional recruiters and sourcers and a corporation a
lot of fascinated by raising quality of rent instead of reducing value. you
simply would like 10-15 people that meet this criteria to create one decent
hire. This can be lots higher than reviewing many resumes and hoping to create
one decent hire.
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7 USEFUL TOOLS EVERY HIRING MANAGER SHOULD CHECK OUT !
7 USEFUL TOOLS EVERY HIRING MANAGER SHOULD CHECK OUT !
These days, nearly each business runs background checks on its candidates before
hiring. there’s an honest reason for this trend: an in depth background check
policy will tell a hiring manager lots a couple of prospective worker relating
to criminal history, education, work history, and more. Background checks are an
efficient tool for creating positive that you just rent the correct folks. Here
are seven alternative helpful tools that hiring managersought to boost their
arsenal:
1.PLUM
One of the toughest tasks for hiring managers is sorting through dozens or maybe
many resumes and making an attempt to seek out the one who is that the best
acceptable the position at hand. Plum could be a service that basically will the
work for you. At the beginning of an employment method, you fill out an employer
survey that outlines the characteristics of the perfect candidate for this
explicit role. After you post the work, a Plum someone Survey is provided as a
part of the appliance method for each one who applies. Plum then uses an
algorithmic rule to match the candidates responses to your survey and creates
match scores for each candidates. you’ll then use the Plum “Shortlist” to
envision that candidates are the simplest match, a straightforward thanks to
confirm that resumes to concentrate on and which candidates to interview.
2.ZAO
Harness the data and networks of your workers by mistreatment referrals within
the recruiting method. Your existing workers can usually understand people that
would thrive as a part of your company—not solely as a result of they understand
alternative professionals in their field, however additionally as a result of
they perceive the business and its culture. Zao could be a “social recruiting
platform” that encourages workers to create referrals. It additionally uses
“gamification” to reward workers who deliver the best quality referrals.
primarily, it’s a program to urge your entire team concerned within the hiring
method whereas permitting you to stay the one who makes the ultimate decision.
3.TALENTBIN
If you are doing plenty of your recruiting on-line, then TalentBin may be a
must-have tool for your hiring method. Rather than requiring you to dig around
on separate websites and social networks, TalentBin aggregates candidate
profiles from over one hundred sites across the internet. You’ll enter specific
skills, interests, or different characteristics (such as location) to look
candidates and realize those that could be appropriate for a particular job.
TalentBin can even tell you if there are folks on your current team connected
with potential candidates on one or a lot of social networks. TalentBin may be a
tool in hand by Monster, therefore you’ll trust that it comes from those that
understand the utilization market well.
4.VIDCRUITER
It’s not in the least uncommon for hiring managers to start out the hiring
method with a telephone, a video chat interview, or both. Doing fast interviews
remotely may be a manner for employers to cut back their applicants pools and
maximize the potency of in-person interviews. sadly, phone and video interviews
still take up valuable time. With VidCruiter’s video interview software system,
you’ll pre-record a series of video interview queries and conduct video
interviews that manner. This feature incorporates a few advantages. First off,
you merely got to raise the queries once, rather than continuance them or
recasting them for a dozen completely different candidates. Second, you’ll
conduct additional video interviews, as a result of you don’t got to take day
out of your busy day to mount your most popular video chat software system. And
third, you’ll conduct longer video interviews, as a result of you aren’t dashing
through inquiries to end the interview in time for subsequent one.
5.CODEPAIR
Skills testing has been obtaining a lot of common in hiring processes,
particularly as lying on resumes has become a lot of current. If you’re filling
a position that involves creating by computer programming, CodePair may be a
great tool that may permit you to check candidates and watch them code in period
of time. It’s primarily a video interview tool with the addition of
machine-driven committal to writing tests. If you’re filling employment that
doesn’t involve committal to writing, CodePair won’t assist you a lot of.
However, there are tools on the online to check an array of arduous skills, thus
do some Googling and considering adding relevant skills tests to your interview
method.
6.EMPLOYINSIGHT
EmployInsight may be a tool that permits you to screen candidates supported soft
skills (or “character strengths,” because the computer code calls them).
Qualities like creativeness, curiosity, and disposition to find out are nebulous
and exhausting to live, however they’ll completely create the distinction
between an employee who may be a smart match and one who may be a poor match.
EmployInsight uses a system like Plum, encouraging employers to fill out a
survey that makes employment profile supported character strengths. candidates
then undergo a survey that identifies their soft skills. Finally, the computer
code permits you to recognize that candidates are best fitted to the duty at
hand.
7.GAPJUMPERS
If you’ve ever watched the reality TV show the Voice, you’ve seen however the
judges conduct blind audition processes in their rummage around for vocal
talent. GapJumpers applies an equivalent strategy to the use method. It permits
hiring managers to form “auditions” that target work performance instead of on
resume keywords and different factors. The argument is that employers can
usually discard viable staff owing to create by mental act notions and
subconscious biases. These biases will limit diversity in hiring—not simply
relating to gender and race, however conjointly for folks that have
unconventional academic or skilled backgrounds. By focusing solely on
performance, GapJumpers identifies prime candidates supported ability instead of
credentials.
Today’s job market could be a competitive place—not only for job searchers,
however conjointly for employers. Luckily, by harnessing technological
innovations just like the seven recruiting and interview tools mentioned on top
of, your hiring managers will realize their thanks to the simplest candidates
with a lot of confidence and assurance than ever before. Few businesses can
would like of these tools, however all employers may benefit by implementing a
minimum of one amongst them.
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ARTIFICIAL INTELLIGENCE (AI)
3 WAYS TO USE ARTIFICIAL INTELLIGENCE (AI) IN MARKETING FOR RECRUITERS IN 2018.
As technology continues to advance at associate degree exponential rate, the
globe and the way it operates changes, as well. Artificial Intelligence (AI), as
an example, isn’t any longer confined to science fiction. AI is even creating
its answer of the tech sector and into different areas of business, like
promoting and recruiting.
In this post, we’ll discuss 3 ways AI in Marketing is changing the way new
talent is recruited through human resources.
USING ARTIFICIAL INTELLIGENCE (AI) IN MARKETING.
The use of AI in marketing is very varied. Within the world of on-line
advertising, the employment of AI is found among the search engines themselves.
however it’s conjointly currently integrated into the most important social
media platforms, like Facebook and Instagram.
This technology is already being applied to the planet of business in various
forms, as well. the form we’ll be examining these days is that the use of AI in
promoting and the way it improves recruiting metrics.
Listed below are three main advantages:
1. REDUCING RECRUITER BIAS.
It would appear fitting that the most advantage of AI in selling is removing the
human part from a minimum of a part of the equation.
Despite sensible intentions, human beings are with sure biases in place.
A.number of these biases are acutely aware, whereas others are unconscious.
Utilizing AI within the enlisting method will improve the candidate screening
method by eliminating unenlightened selections supported, for instance, gender
or quality.
This technology conjointly improves the standard of screened candidates. The AI
system permits recruiters to seem on the far side the keywords during a resume
in order that they could higher judge talent. AI is additionally accustomed
formulate job postings in an endeavor to charm to a lot of people.
2. IMPROVING CANDIDATE ENGAGEMENT.
AI has already helped improve the standard of your candidate pool. However it
will facilitate recruiters establish contact with those ideal candidates, too.
Typically, potential candidates don’t move with an leader when posting their
application to a enlisting web site. Using AI, however, employers are able to
have interaction their candidates promptly. What is more, these interactions are
additional natural and effective than different message response systems.
AI also can offer the means that necessary to with efficiency re-engage with
past candidates. Submitted resumes usually stay untouched when a footing has
been stuffed. AI allows recruiters to re-establish contact with a awfully choose
cluster of the previous candidates.
3. INCREASED RECRUITMENT EFFICIENCY.
The days of separation through stacks of cover letters and resumes are over.
Recruiters will currently use AI to sort and manage candidate assessments and on
boarding quicker than ever before.
The days of separation through stacks of cover letters and resumes are over.
Recruiters will currently use AI to sort and manage candidate assessments and on
boarding quicker than ever before.
Hiring new talent is expensive. By using AI, the achievement method from begin
to end is additional efficient. AI improves the method within the following
ways:
* Quality candidates are more easily identified.
* Contact with desirable candidates is established more quickly.
* Potential candidates are managed for future openings.
* Maintaining contact between acceptance and onboarding.
* Managing relationships with current employees.
4. RECRUITING INTELLIGENCE.
AI systems can’t perform all the work, though. Despite all the advantages of
technology, recruiters are still a vital a part of the equation.
AI merely helps build the method simpler by enabling the recruiters themselves
to create additional knowing choices.
Do you have staffing experience using AI systems? The time has come. Contact
Hirextra today and let us help you with all your Recruiting and staffing needs.
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FUTURE OF TECHNOLOGY IN STAFFING AND HR SEGMENT.
FUTURE OF TECHNOLOGY IN STAFFING AND HR SEGMENT.
As we about to step in the year 2018 we tend to understand that mobile
technology has been had so much reaching implications on all and varied,
together with industries and sectors across the globe and also the HR phase is
not any exception. HR Managers and recruiters are more and more trying to
leverage technology in their processes, together with mobile technology.
About 70 % of job seekers nowadays use smart-phones to seem for jobs and also
the variety is merely growing with every passing day. Firms that don’t have a
mobile prepared web site or portal can fall behind to have interaction top
talent. If we have a tendency to do a survey, we are going to for certain
realize that there exists a large variety of HR managers out there, about 70%
globally, who agree that technology is that the way forward for staffing and
that they can use it at some purpose or the opposite. The question isn’t
concerning however presently or how briskly as a majority of recruiters are
already creating the foremost of it. Others who aren’t doing thus ought to begin
doing it currently.
Many companies are currently using social media (around 60%) in their
recruitment efforts to hire smart, tech-savvy people. Those which are not using
will soon do so as there are no ways out in these times of rising economic
volatility and shortage of the right talent. Companies that embrace technology
now will stand out among its competitors and will be seen as innovative and
forward thinking by stakeholders and potential employees alike. Jobvite found in
a 2015 survey of recruiters that employers using social media got a
significantly higher quality of applicant.
Social media portals like Linkedin etc are being used widely to conduct
background checks of potential employees. Similarly, technologies such as video
conferencing can play a huge role in bringing down time wastage, cost and
improve the quality of hire, if done efficiently.
MANAGED SERVICES IN STAFFING IS ANOTHER TREND PRETTY STRONGLY VISIBLE NOW.
Managed services is that the follow of outsourcing on a proactive basis
management responsibilities and functions, as well as hr and a strategic
methodology for rising operations and cutting expenses. Going by this idiom –
Managing multiple contract sorts inside a company will typically seem like a
herculean task for the hr team. AN economical Managed Service will take a lot of
of the load away. A managed service supplier will then facilitate hr individuals
to create the proper reasonably force that successively additional ends up in a
bunch of advantages. Attaining the proper mixture of half time and full time
staff permits organization develop a additional proactive approach to talent –
conveyance on board the proper skills for the proper project, complementing the
prevailing team and reducing price by lowering overheads. Such managed services
also can give access to new markets, specialised skills and new solutions like
used consultants and crowd-sourcing.
There are variety of issues organizations face once managing massive workforce’s
particularly with on-field roles like sales, information collection, delivery
boys, etc. a number of them pertain to group action, following their actions
etc. There are technologies and services accessible these days, like managed
services that facilitate organizations meet such goals. Today, employers would
like one platform which might unite following enlisting, productivity and
payroll. As of now, employers use totally different platforms for of these wants
and that they have to be compelled to be brought along in one cohesive platform,
to spice up efficiency.
LET US NOW LOOK AT CERTAIN TECHNOLOGIES THAT ARE MAKING INROADS IN THE HR AND
RECRUITMENT SPACE
CRM and ATS: several organizations presently use some or the opposite kind of
ATS or applicant tracking System and there are sensible reasons why it’s so.
ATS’s practicality includes documenting mortal records and associated hiring
activity that is sort of crucial for compliance functions. ATS additionally
facilitate organizations to stay a track on a candidate’s accomplishment history
and call info or academic/career history for each active and passive candidates,
serving as a system of record that’s typically the sole place to search out
recruiting connected info at several employers.
While data and information contained by ATS is very valuable, the problem with
such information is that they become out-of-date pretty before long. once firms
hunt for candidates who can be a decent appropriate the organization at a later
date, ATS will a poor job. Here is wherever CRM (Candidate Relationship
Management) comes in.
With the arrival of CRM tech in talent acquisition, there’ll be an increase
within the range of dedicated achievement marketers whose responsibility are to
run targeted campaigns, grow leads and develop passive candidates who have
already got a longtime recruiting relationship with an organization.
SOURCING WILL BECOME MUCH MORE ENGAGING THAN WHAT IT IS NOW.
Sourcing talent is simple –talented candidates may be found across job boards,
social networking sites, CRM tools yet as portals. the problem is concerning
engaging with them effectively.
Since it’s easier to seek out a candidate, it’s additionally easy for your
competitor to seek out a candidate – this makes it terribly tough to confirm
that your job posting or ad is even scan by the candidate you’re targeting.
therefore participating with prospective employees has earned preponderant
importance. There are 2 ways that to try and do it.
Number one is using algorithms or different technologies to try to to a lot of
sourcing and range two is involving hiring managers to hold out the complete
hiring method – beginning with identifying and sourcing of the correct talent.
As recruiters delegate sourcing responsibilities they will have longer in hand
to interact with their talent pool and building the connection required to
transform a passive job seeker into an energetic one and ultimately the next
employee.
INTERVIEWS WILL HAPPEN OVER THE INTERNET.
All organizations no matter their size and scale have become more and more
interconnected and global. Work is transcending boundaries created by culture,
sociology and earth science. each company nowadays has multiple groups spread
across multiple locations. This trend is any expected to grow manifold over the
approaching year.
Video interviewing technologies via tools like Skype and Google Hangouts can
become commonplace in times to come. several would adopt targeted video
interviewing package to recruit the proper talent. 400th interviews are
presently happening over video chat.
BIG DATA IN RECRUITMENT.
Predictive analytics and large knowledge can rule the hiring metrics in times to
come. more refined metrics suggests that obtaining an improved understanding
regarding existing bottlenecks, that recruiter is effective and who isn’t and
that hiring technique operating and that hiring technique isn’t working. Metrics
can modification from transnational to strategic – staff are judged on what real
worth their work is driving instead of mere numbers.
THE CSS DIFFERENCE.
CSS strives to stay firms and their employees compliant with relevant laws and
regulations. Understanding that regulative compliance drives several industries,
CSS partners with organizations to assist them navigate through the ever
changing legislative landscapes which will have an effect on the candidate
screening method.
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7 USEFUL TOOLS EVERY HIRING MANAGER SHOULD CHECK OUT !
7 USEFUL TOOLS EVERY HIRING MANAGER SHOULD CHECK OUT !
Every company faces issues in running numerous departments and systematically
implementing their policies.That’s why they think about specialists in their HR
departments to stay employees aligned with structure goals, whether or not it
means that addressing personal conflicts or producing enticing edges
packages.Every company faces issues in running numerous departments and
systematically implementing their policies.That’s why they think about
specialists in their unit of time departments to stay employees aligned with
structure goals, whether or not it means that addressing personal conflicts or
producing enticing edges packages.
HR specialists cover many alternative areas of a company’s operations. Here area
some common challenges featured by human resource managers these days.
1.RECRUITMENT.
A constant demand for HR is finding and on boarding new Employees. Workers lost
through attrition, layoffs or disciplinary action need to get replaced to
sustain or increase production. Choosing and interviewing candidates with the
correct set of skills, temperament & reliableness is an concerned method. this
can be true each of positions requiring specific education and skills or general
labor wherever you’ll receive dozens, if not many candidates.
HR managers should have software package or systematic procedures for speedy
narrowing down the sector of candidates, scheduling, conducting a series of
interviews and checking references. Promising applications can be retained in an
ATS database should other suitable positions open. Developing additional
economical accomplishment procedures could be a constant demand on HR.
2.RETENTION.
Employees might even see HR as chargeable for hiring new talent. However one
among the first challenges in folks management is holding current employees.
It’s merely a lot of economical and cost-efficient to retain talent. once
workers leave, the corporate suffers a loss of productivity. It takes an
extended enlisting and coaching method before that productivity is improved. one
among HR’s primary roles is to stay quality workers engaged with the corporate
and their jobs.
The average value of on boarding new employees could be anywhere from 16% to
200%of their annual regular payment, betting on the position concerned.Retaining
talent usually needs a fancy set up involving company culture, incentives,
chance, edges and pay rates. It’s necessary workers are happy with of these
factors so that they don’t search for different opportunities.
3.DISCIPLINE.
Though it’s typically necessary, discipline is one among the foremost tough
problems 60 minutes is forced to touch upon. Failure to stick to schedules,
unacceptable performance, drug or alcohol use, a history of non-public conflicts
and alternative poor behaviours need 60 minutes to step in. Negligent behaviour
will cause accidents, lower production or work quality , and cause internal
conflicts within the work.
HR should retain documentation of unacceptable behaviour, poor performance
reviews, insubordination or different incidents that affects an employee’s price
to the corporate. this could be time overwhelming however it’d be unfair to not
apply a similar set of rules to each worker. It’s additionally vital that worker
behaviour be recorded and addressed systematically to avoid probably damaging
lawsuits. In wrongful termination lawsuits, 67% are set for the worker and
out-of-court settlements average $40,000.
4.COMPENSATION & BENEFITS.
One necessary challenges in People management is guaranteeing each worker is
content with their compensation. a typical thought is that employees perpetually
expect a raise, which the larger the raise, the happier they’ll be. However,
it’s additional usually a matter of employees feeling they’re fairly paid. This
needs HR to research and track current salaries among their business and
geographical region for numerous job roles to ascertain a basis of what’s honest
and what’s not. workers who understand themselves as underpaid can generally cut
back their efforts to what they see as honest balance of pay and labor.
Benefits area unit associate extension of compensation. staff can be willing to
just accept a lower remuneration for higher medical insurance plans, for
example. alternative edges like vacation time, stock choices and then forth will
cause associate worker to go away or keep.
5.HEALTH & SAFETY.
Many corporations are needed to stay elaborated records on health and safety
practices to stay in compliance with government rules. These laws square measure
meant to guard staff by penalizing corporations that don’t adhere to safety
standards. worker accidents will cause reduced production, lawsuits or the
filing of employees compensation claims.
When a health and safety incident takes place, time unit is commonly to blame
for seeing that the business has met its legal necessities, the right
documentation was unbroken and each expected precaution was taken. whereas
several corporations have safety officers to supply coaching and monitor work
conditions, they’re sometimes a part of or report back to time unit, that has
the responsibility of making certain the company’s interests are best
represented.
6.CONSISTENCY.
The biggest mistake HR will build is showing favouritism. This might be
excessive wages, distinctive advantages, or selecting to overlook reverent rule
violations. If staff begin to feel that unfair treatment is happening, it builds
bitterness that undermines productivity, job satisfaction and loyalty. time unit
should influence problems fairly and systematically to avoid inflicting
additional serious issues.
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HOW TO KNOW YOUR EMPLOYEES ARE HAPPY !
Employee productivity is the cornerstone of your company’s success. once your
team is distracted,out tracked their performance will impact not only your
business and services but also your workflow and team . As a manager, it’s
necessary that you simply keep your workers happy and engaged throughout the
year. Here are six ways in which you’ll be able to fuel worker productivity in
your company.
A. KEEP YOUR PROMISES.
The most vital factor you’ll do to impact the productivity if you keep your
promises honestly as a manager. when you don’t do what you say, you create
unhealthy atmosphere among your staff. To create them trust you as a manager,you
need to keep your promises & need to carry a honesty attitude towards your
staff.
B. FOCUS ON RETENTION.
Next, take time to specialise in worker retention. once you ought to replace
workers on an everyday basis, not solely square measure you focusing an
excessive amount of of it slow on the hiring method, however you’re additionally
causation a message to your team that they’re all standardised. Instead, create
an endeavour to stay your prime workers happy and engaged.
C. ENCOURAGE COLLABORATION.
Many managers like to create competitions within their department. And while
some healthy competition can be good, not everyone on your team will respond to
it in a positive way. Instead, create ways that your employees can work together
on creative innovation to drive participation.
D. HOST TEAM BUILDING WORKSHOPS.
The biggest mistake managers make when it comes to team building workshops is
relying on outdated methods that actually cause employees to become more
dissatisfied. Rather than doing a ropes course or icebreakers, plan a team
building workshop that uses their skills in a modern and fun way. For instance,
scavenger hunts are popular.
E. TRUST YOUR TEAM.
Beyond all the loudness and glitter of cooperative comes and team building
exercises, merely trusting your team to perform their work while not constant
oversight will send a message that you just trust them. Micromanagement causes
staff to disengage, thus avoid it by trusting your team.
F. REWARD THEIR DAILY WORK.
Finally, rewards do facilitate encourage staff to remain on high of their
productivity thus play incentives sagely. Some corporations are magnifying their
daily work. By making a program that permits your team to benefit
accomplishments for rewards, you’ll empower them to undertake new things and
remain high of their work.
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IMPORTANCE OF TECHNOLOGY IN THE WORKPLACE !
Technology within the workplace permits businesses to expand quickly and with
efficiency. Business technology like video conferencing, social networks and
virtual workplace technology has removed geographic point boundaries that
previously restricted business enlargement. With business technology,
corporations will target a wider client base and grow to higher levels.
IMPROVE COMMUNICATION
Business innovation is imperative since it enhances correspondence in the work
environment. Office Employees are not restricted to telephone calls or official
mail to collaborate with each other any longer. Electronic mail enables
specialists to send messages in a flash without intruding on the beneficiary.
Business innovation likewise enhances correspondence with customers and business
accomplices since data can be gone through various channels quickly.
HUMAN CAPITAL
Technology in the work environment enhances the proficiency of screening,
selecting and contracting potential candidates. Organisations use the Internet
to get the message out about the association and publicise employment
opportunities. Employing supervisors can target competitors by utilising
computerised promoting innovation that tracks the sites they visit. Innovation
like identity evaluations and screening apparatuses enable organisations to
decide if a potential hopeful is a suitable fit for the association.
EFFICIENCY
Office technology spares times by accelerating the work process. Advanced
recording frameworks spare space, paper and printing costs. The utilisation of
PC frameworks enable adjustments to be made in a flash. Assets like electronic
records and access to data innovation are accessible with the snap of a catch.
MOBILITY
Technology in the work environment essentially wipes out space and time. Video
conferencing innovation gives businesses on any part of the globe a chance to
communicate with each other. Innovation lessens travel costs since organisations
can set up virtual gatherings and convey information without the should be in a
similar room. Innovation enables organisations to set up a worldwide nearness at
a small amount of the cost.
PRODUCTIVITY
The modern working environment has encountered an entire move by they way we
invest our energy. Time administration has been enhanced, and the endeavours put
into consistently assignments have been helped. Worker profitability and
endeavours have been enhanced, enabling them to put more accentuation on more
critical things, for example, accuracy and inventiveness. The level of desire of
customers and colleagues has likewise changed because of innovation in the work
environment, keeping everybody associated consistently. Results are normal
considerably quicker than any time in recent memory.
COLLABORATION
Technology has given us a level of correspondence never observed. We can
actually associate with any of our representatives, pioneers and colleagues
whenever, anyplace. With this emotional increment in coordinated effort comes an
uplifted level of adaptability in correspondence, enabling collaborators to
encourage proceeded with association regardless of where every individual might
be. Collaboration is significantly more drew in, and helped to an unheard of
level.
COST MANAGEMENT
All that really matters of any business is to accomplish profitability. With the
appearance of technology in the working environment comes an empowered
profitability in fund. Organisations are substantially more financially solid
because of technology innovative gear and programming entering the workplace
scene. As workers are urged to streamline their chance because of such
innovation, significantly less time is squandered, and significantly additional
time is utilised to focus on the gainful jobs that needs to be done. A gainful
working environment is a productive one, which is only one of the vital ways
that innovation has improved our work environment condition.
SECURITY
The security of organisation data can be extremely traded off without the usage
of legitimate channels of innovation and programming. Similarly as Just as savvy
hackers are utilising innovation to attempt to access an organisation’s delicate
data, so should an organisation execute imaginative innovation as a place of
refuge against such ruptures of security. Innovation ensures that data is
available just to the opportune individuals, and makes it about incomprehensible
for related organisation data to be spilled.
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THE ROLE OF INTERNET IN BUSINESS!
The internet plays a significant role in each side of our trendy life. Internet
technologies play a significant role in business. As a business owner, knowing
the role of net in business can assist you benefit of the powerful opportunities
it offers to grow you business and build operations simpler.
Here are different ways in which the Internet has contributed to the success and
growth of businesses.
COMMUNICATION
The internet makes communication quick and value economical. Businesses use web
technologies like Skype web and video calls, email and video conferencing to
create communication nearly instant.
GROWTH
The internet plays an enormous role within the growth of companies. It provides
businesses a chance to achieve a wider international audience. Promoting through
the net is additionally the way to extend sales and reach the specified growth
level. Business also can expand by having an online division.
MARKETING
One of the role of net in business involves selling and advertising.Most
businesses are taking advantage of the web to plug their product and services to
a world audience.The foremost notable net technologies here embrace search
engines like Google.
NETWORKING AND RECRUITING
Social networking websites play a job in business networking by connecting
similar professionals. Through the web, folks have found business partners and
nice staff.
OUTSOURCING SERVICES
The internet has helped cut prices by outsourcing services to countries wherever
it’s cheaper to produce these services. except for the price reduction through
the outsourcing role of web in business, outsourcing allows businesses to focus
on their core services and become a lot of economical.
ONLINE SHOPPING ROLE
One role of web in business is that the birth of eCommerce websites and on-line
payment solutions that permit individuals to buy on-line from the comfort of
their own homes.
NEW OPPORTUNITIES
The internet has unfolded new business opportunities and giving rise to a group
of victorious on-line business owners. This can be a strong role as anyone can
currently begin an internet business.
The role of net in business can’t be exaggerated. New businesses area unit
taking advantage of the powerful role the net plays in business to grow and
succeed at a quicker rate than was antecedently attainable.Traditional
businesses also are not being left behind as they’re making on-line divisions. A
business owner will solely ignore the role the net plays in business at the
peril of his or her business.
Click here for online staffing & recruitment !
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TOP 5 RECRUITMENT TRENDS DURING THE COVID-19 PANDEMIC
INTERVIEWS USING VIDEO CALLING APPS
While video calling was a popular recruitment tool way before the lockdown, its
popularity has surged multifold during the pandemic. This is a proven technique
that works as efficiently as a face-to-face interview.
You can set up a video calling interview with the selected candidates through a
range of popular applications such as Skype, Zoom, and WebEx. This is less time
consuming, needs fewer resources, and works great for both the candidate and
interviewer.
It helps in assessing your candidate’s depth of knowledge, personality, interest
towards accepting the offer, and many other parameters just by having casual
tête-à-tête with them.
ONLINE ASSESSMENT TESTS
Testing a candidate’s knowledge has always been a challenge for companies. With
the lockdown in place, companies can easily leverage technology to set up online
testing systems that will quickly help recruitment teams find the right person
for the job.
You can frame this as the first round of your interviewing process. This highly
favors candidates as they just have to sit in front of the computer and take the
assessment.
No one has to get ready and look presentable to be a part of it yet the
interview gets finished at the comfort of home.
AUDIO CALLING
This is probably the only option small scale organizations are left with when
their candidates are just a call away.
It depends on the job profile too. For instance, customer support officers or
technical/sales support engineers can be hired through such a process.
Unlike the previous techniques, this needs the least amount of resources and no
physical preparation is needed.
The interviewer can record the call sequence to evaluate it at a later date as
well.
LEVERAGING GROUNDBREAKING TECHNOLOGY LIKE AI AND ML
Artificial intelligence is setting its foot in almost every field today and it
is both effective and economical.
It doesn’t need a recruitment team or an interviewing panel. They use machine
learning algorithms to scrutinize resumes and find the best fit. Later, it
conducts interviews through chatbots with the desired candidates and finds the
best fit for your company.
In the present situation, where companies are too scattered to plan and organize
recruitment, this method acts as a boon.
Having said that, Hirextra is the world’s first AI-based global staffing
aggregator and we offer top-notch assistance in hiring the right employee for
your company. We have access to billions of profiles and can put an end to your
recruitment worries.
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ROLE OF SOCIAL MEDIA IN THE RECRUITMENT PROCESS
SOCIAL MEDIA APPLICATIONS AND NETWORKING
LinkedIn is a prime example of how a social medium can be used in a professional
way. LinkedIn is indeed the ideal location to find a large pool of employees and
for employees to directly approach their dream companies.
While the first round of selection can be done via LinkedIn, companies can
further understand the candidate through multiple interview rounds that follow.
ADVERTISEMENTS, PUSH NOTIFICATIONS, JOBS CENTER
Facebook and Instagram would always top the list if we talk about the apps that
display relevant ads.
This has already helped many users to find the products/businesses they need.
Why not these companies use this option to let their targeted candidates know
about job openings?
Their algorithms always make accurate predictions and reaching both active and
passive candidates is possible here with a single stone.
Facebook has a dedicated job corner which lets the user customize the job
opportunities they want to see based on their location.
ATTRACTING PASSIVE CANDIDATES
It is said that passive candidates are more desirable and can add value to the
new company as they could be highly satisfied with their current job. Catching
these people’s attention is tough as they cannot be found through recruitment
agencies.
Social media plays a huge role here to find and select them by letting the
employer showcase their current job opportunity and scope for development.
Passive candidates would have attractive social media handles with a great
amount of information. This again favors employers a lot to double-check if they
are right fit for them.
STRATEGIES BIG COMPANIES USE TO HIRE EMPLOYEES THROUGH SOCIAL MEDIA
Most of the businesses have their own verified social media handles these days
and all of them utilize the power tools these apps provide to find and go
through their desired candidates’ profiles.
They are active on these platforms and exhibit their company’s work culture,
progress, and milestones.
Through attractive ad displays and job notification posts, they are constantly
trying to reach their target candidates.
WHEN SOCIAL MEDIA CAN SERVE MORE
With a growing number of people using various social media platforms, there is a
tremendous amount of scope for companies to bump into the right candidate they
had always been looking for.
It is a win-win situation for both candidates and recruiters as their job gets
done when they are in their leisure time surfing through the internet.
Now, who can blame you when you spend endless hours on social media?
HireXtra is a staffing aggregator that leverages on the power of cutting-edge AI
and ML algorithms in tandem with smart strategies to help companies find the
best resources in a matter of minutes. Want to find out more about us? Please
check out our website www.hirextra.com
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HERE IS HOW RECRUITMENT CHATBOTS ARE HELPING THE HIRING PROCESS TODAY!
TRADITIONAL HIRING VS CHATBOTS
Traditional hiring methods are comfortable yet time-consuming. Most of the time,
candidates feel dejected when they don’t get updates from the talent acquisition
team.
Screening lots of resumes and finding the best fit among them is also a
cumbersome task for which companies/agencies have to hire lots of recruitment
officers.
Though the quality of work here looks promising, the consumption of resources
and money is the reason why many companies are moving to other options.
HOW DO CHATBOTS WORK?
This is an interactional platform that collects information from candidates and
conducts the first level of screening interview by asking questions about their
knowledge, experience, recent projects they worked on, etc.
They can also automate many other time-consuming tasks like background checking,
providing time-to-time updates to candidates, screening through resumes, etc.
In a way, it replaces many recruitment officers and serves as a great
cost-cutting measure for the company as well.
And it can do a lot more than this, provided the company is ready to invest in
its constant development.
FUTURE OF RECRUITMENT
AI opens door to a new world full of scope and possibilities and almost 50% of
the global companies have started implementing this in many sectors of their
business.
Since the recruitment team is very crucial in bringing new talents to the
company, using AI-powered chatbots can really be beneficial to both companies
and candidates.
It provides great experience to the candidates and indirectly shows them that
how much the company values them.
It is also perfect for remote hiring where interviews can happen at the comfort
of home during the lockdown.
HOW CHATBOTS ARE HELPING GLOBAL COMPANIES TO HIRE THE BEST EMPLOYEES?
With increased efficiency and best screening algorithms, chatbots spread a wide
net to attract a huge number of eligible candidates including the passive ones.
And with automated interview processes, interviewing numerous candidates at one
go becomes feasible.
By scrutinizing the right talents and designing competitive rounds, chatbots
fetch companies their dream employees who can add value to their company.
Companies are smarter these days and focus most on building strong relationships
with employees and achieving employee satisfaction.
Hirextra is one of the best staffing aggregators in the world and we use
artificial intelligence and machine learning techniques to distribute your
vacancies to multiple recruitment agencies and find the best fit for you. Want
to know more? Please check out our website here www.hirextra.com
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Efficiency in fulfilling every Hiring Demand at a Faster Pace.
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