With remote working becoming more commonplace and a change in the way we communicate in full swing, businesses are challenged to adapt quickly to new ways of working. As a recruiter or HR professional, your Applicant Tracking System (ATS) or Talent Acquisition System (TAS) will play a big role in enabling the shift. Here are five areas you should be focusing on in 2021.
#1 Doing more with less
With the tightening of resources during the COVID-19 pandemic, many businesses need to do more with less – and that means more tech automation. You essentially want the same work rate with fewer resources involved, from your people to time and money.
The right ATS/TAS system will enable you to really streamline your recruitment process and automate many of those admin-heavy tasks that consume a lot of resources. There are three key things to consider here: Firstly, ensuring you have a system that supports your data security requirements by ensuring up-to-date and market-leading cybersecurity. Secondly, making sure your system covers your end-to-end recruitment process, from requisitions through to onboarding. And thirdly, but perhaps most importantly, ensuring you have arecruitment technology partner whose system will allow tailoring to your business needs and objectives, not deliver you an out-of-the-box solution.
#2 Making data-driven decisions
You’re already collecting a wealth of candidate data in your ATS/TAS, from the initial application to screening and interview processes,all the way through to onboarding. With the right system in place, you can capture and interpret this data to make better and faster decisions when recruiting, saving you time and money.
Turbo enables you to utilise your data to optimise your decision making on candidate selection and sourcing channels. The suitability of candidates can be quickly assessed using weighted screening questions and Artificial Intelligence (AI) matching.
Candidate progression and rejectionbased on screening results can also be automated in Turbo. You can also use the candidate sourcing data to make commercial decisions around your job advertising. Understanding which advertising channels at which times find you the best candidates ensures you can deploy your resources where it is most efficient for your business.
#3 Video-screening candidates
If you weren’t already using video technology prior to COVID-19, you’ve likely become very familiar with it in the last twelve months. While it’s nice to see the return of face-to-face interviewing, savvy recruiters and HR teams are continuing to use video interviewingtechnology to enhance their recruitment process, particularly during the pre-screening phase.
In many industries, we are seeing large candidate pools, and it’s critical that you can screen them quickly and efficiently so you can focus your time on the best candidates.
In many industries, such as hospitality, retail and other customer-facing roles, an individual’s personal presentation and verbal communication skills are a core factor in identifying the best candidates. A resume can’t give you a real gauge on this, so how do you screen this? One great feature we developed in the Turbo platform to enable this type of screening is our one-way video interviewing that allows you to record, review, share and compare candidate responses before you’ve even picked up the phone. It gives you a real sense of the person and makes it far easier to decide who to progress.
Video tech is becoming far more important in a world where the traditional resume is losing its relevance. In most industries, you can look up a candidate on LinkedIn and other social media and find out far more about them than their resume will tell you. The world really does seem to be moving toward ‘social profiling’ where you’ve already got this resume-style information at your fingertips, so really the next step is taking the screening beyond paper to actually seeing and hearing the candidate.
#4 Keeping you compliant
In a world where some (or maybe even all) of your workforce is working remotely, compliance requirements being met in recruitment is an important issue and one that will only continue to grow.
You need a system that not only creates records of all recruitment activity, thus providing you with audit trails on every new hire but also allows you to capture the compliance requirements of employees during the recruitment process or at the point of hire. This can be anything from proof of right to work in Australia to police checks or agreement with company policies. Not only do you need to collect this information,you need instant access to it from anywhere, anytime, while ensuring that it is securely stored and backed up.
Turbo creates audit trails of all recruitment activity, from requisitions through to onboarding. Our compliance platform not only allows you to have bespoke compliance requirements for your business, but it’s also designed to be easy and intuitive for your candidates to interact with and upload their information. This is why our Single Candidate Experience (SCE) compliance platform is something we know Turbo customers love about our system.
#5 Streamlining the onboarding process
The onboarding process is often time-consuming, and new hires can spend days just getting contracts agreed and signed, completing onboarding training requirements, payroll documentation and employee engagement activities. This can be frustrating even when the employee is in the office, but it can be even slower and more challenging when dealing with remote hires – and that’s where having your onboarding integrated into your ATS/TAS like we do at Turbo really comes into its own.
Our onboarding functionality is built into the same SCE platform as our candidate compliance processes, however, they can remain as two separate stages of the recruitment process. The system is easy to use and largely self-service, driven by the candidate, so you can have your new hires up and running before they commence and ready to go from day one. This is not only time and cost saving for your business, it also gives the candidate the feeling of continuity in the recruitment process and can also help with engaging remote hires from the outset.
At the end of the day, your ATS/TAS system should be one that will adapt to your business needs today and grow with your business tomorrow. If your current system isn’t supporting your goals or is unwilling to adapt to your business requirements, get in touch to find out how Turbo can supercharge your recruitment process.