@jauhar123 | Posted 04 Sep. 2019
Recruitment and onboarding are the latest potential couple in talent acquisition. Today, hiring top talent is not only about fulfilling vacancies anymore, but companies also need to create predictable talent pipelines and have considered employees reserved to deliver the best ROI on talent acquisition.
The modern-day HR software has it far easy. Low unemployment prices, a widening skills gap, and a more ambitious talent landscape have made recruitment an amazingly complex and fragmented manner. What’s more? Handling multiple stakeholders at the same time, including applicants, hiring managers, raising functions, and numerous solution providers don’t make it any more comfortable.
Recruitment Marketing: In the candidate-driven job business today, a great employer brand is core to attracting and maintaining top talent. Recruitment marketing utilizes the opinions of omnichannel marketing in a skill ecosystem to attract and interest prospective employees.
Applicant Tracking System (ATS): Traditionally advised as a stand-alone tool, ATS automates the recruitment lifecycle by gathering, organizing and following applicant information in a centralized repository that can be managed at scale.
Talent Analytics: Do you know what your ultimate talent needs are? Or do you do? How well does your venture in talent acquisition pay off? This is where talent analytics comes in. By applying statistical models and data analysis (throw in some AI and machine learning for large size) talent analytics can help you solve all the questions above.
Employee Onboarding: What’s the most important day on the job? Think back to your own experience, from interning as a senior to your current situation. Most days combine into one another, but one always stands out: the first day. Onboarding is a great part of building a great employee experience for new hires.