In the last decade or so the entire process of recruitment reference checks has not only became an integral part of HR department and various recruitment agencies but also the mainstream media in a big way. Who can forget the much talked about Yahoo scandal that raised eyeballs a few years ago? As one of the leading offshore recruitment process outsourcing company let us be very clear that conducting reference checks is an absolutely vital part of any hiring process.

What’s the need?

The need for recruitment reference checks can hem in a wide variety of subject usually concerning searches such as Driving records, Criminal history, Licensing and Education verification as well as personal credit history. And for a social media generation job candidate’s online presence check is also included as part of the reference check procedure.

Now that we are clear about the basics of the process it is important to understand the various rumours encompassing reference checking for the perspective of both employers and employees’. But our experts at Glocal RPO have the following facts busting the long-held myths:

• Reference checks don’t matter:

A recently published report suggested candidate fraud costs UK businesses a staggering 2 billion pounds a year (really highly preventable). Using a CV alone as a benchmark for hiring candidates can cause businesses to a great extent. Reference checks not only reduces hiring cost but ensures high talent and a better fit for the role.

• Suggesting a “bad’ recruitment reference is prohibited:

As long as the employees don’t suggest a reference with the misleading or incorrect information they can on their part give a negative reference.

• Employees have the right to check their references:

There is no liability on any company for this.

• Recruitment Reference checking is the last step:

Are you also one of the companies who see reference checks as an afterthought? It’s imperative to understand that these checks are performed to bridge the gap between hiring and onboarding process. Checking a candidate’s credentials in advance smoothens out the entire process and ensures. Weeding our unscrupulous candidates can reduce costs further down the line.

Glocal RPO is a revolutionary offshore recruitment process outsourcing company providing compelling, quality, speedy, and cost-saving recruiting solutions. Learn more and send us your immediate queries: www.glocalrpo.com | +1 425 818 0748 | info@glocalrpo.com

The post How Important Are Recruitment Reference Checks ? appeared first on Blog.

Key points to consider while selecting an Offshore RPO

• Quality and methodology

RPOs are highly outcome oriented. But it is highly required to consider whether the outcomes actually corresponds to your requirements. So, to clearly analyze if the output quality of the RPO matches the standards that you have set is highly recommended.

• Cultural Feasibility

Every organization is a mix of several cultures and backgrounds. The company also have some specific cultural ethics. SO to analyze whether the RPO’ working procedure actually meet the cultural and social aspects of the organization. Whether the RPO operates as per the cultural and works environment ethics of the organization? Is it feasible for both the RPO and the organization to understand and work as per the ethics and environment of each other? If all these questions can be answered in a positive manner only then the RPO can suit your requirements.

• RPO Abilities

This area basically focuses on the expertise of the RPO and looks for the fact if the RPO is skillful enough to fulfill your needs. IF their technological expertise is suitable for you. If the RPO is capable of standing up to your expectations regarding geographical constraints, social constraints. If the services and the scalability they provide are suitable enough to fulfill your industrial needs. Are they evolved enough to withstand the changing trend, if their technologies and methodologies are flexible enough to adapt updates or changes? All these facts need to be focused while partnering with an RPO.

• Finances involved

Money or finance has a lot of significance in any business, so it is highly recommended to take all the finance-related aspects and possible troubles in mind. Be it the financial risks involved in any business, or the possible contract period for your organization with the company. It is essential that they suit your requirements and are financially feasible for you to execute.

How Glocal stands on these points.

Glocal RPO has turned into a trusted and reliable name in this industry only due to their unique and flexible hiring practices. With Glocal comes global expertise but in a much dynamic way. Their flexible policies can adjust to the requirements of any culture or society. Their target or goal-oriented approach makes them a reliable horse to bet. Whether you want to hand over the complete hiring process or just assistance for your in-house hiring team, Glocal provides you with all sort of dynamic services.

The post What to consider when selecting an O-RPO? appeared first on Blog.

Troubles or frustration involved: There are a lot of troubles associated with in-house hiring process. Some of the key troubles are.

• Rehearsed answers

The HRs usually get frustrated (in fact feel bored) during the interviews, due to the repetitive and same answers from the candidates. Those same answers feel like a Scripted and redundant stories been told to them. Such instances make the HRs frustrated and in turn, they may fail to give their best shot.

• Candidate pool problems: If your candidate pool is such (like mentioned above), then the quality may not be guaranteed. As the in-house candidate pool is generally limited in size so there exist problems regarding the selection procedure.

Now if the above-mentioned points stand true in your case that is:

Are you disappointed with your applicant pool?

It is true that you are burnt out on listening to the same exhausting, practiced answers again and again amid meetings?

Do you have an inclination that you are searching for a hopeful that simply doesn’t exist?

Assuming that your answers to all these questions are “YES” then you’re hiring procedure needs a change.

Why is this happening to you?

You are not alone in this list. IT is often heard that managers face difficulty in hiring a “right” candidate. They have arrangements of capabilities, necessities, and depictions of what they are searching for. They talk with many candidates and can’t locate the right fit. The reason they continue having this issue is normally straightforward: they are making it too hard.

So, what is the solution?

Now, this is the question that arises. Well, one of the solutions associated is to involve an Offshore-RPO.

• RPO involvement:

Involving an RPO gives you the much-needed edge in the hiring process. Their unique and flexible hiring process makes the hiring process more interesting and clear.

• Basics benefits associated:

Involving an RPO gives you a lot of other benefits like Cost reduction, complexity reduction and time-saving approach. Other than this when you hire an RPO, a major portion of your burden is shifted on their shoulders and you can control the whole process from the comfort of your office, without needing to do much.

Glocal RPO is one such name in the field of hiring consultants. Their unique hiring process can help you gain the much needed talented workforce for your organization.

Some of the key points they focus on:

• Taking a stab at reducing the required qualifications, having just 5-6 capabilities that are most basic for the position.
• Whenever talking with candidates, discard the scripted inquiries, go for a more natural discussion.
• Discovering candidates who are prepared for the following stride in their profession, not ones who need to keep doing likewise they’ve been doing.
• Searching for applicants with potential, and put resources into preparing them appropriately.

They believe in quality hiring rather than hard-working approach. They also believe that finding the right hopeful isn’t generally simple, yet don’t make it harder than it must be. Go into it with a receptive outlook and a crisp methodology.

The post Time to change your hiring process appeared first on Blog.

Any new candidate is hired to make them a part of the long-term corporate strategy which requires more visualization to how he/she can fit into that matrix.

The perfect way to do that is a future-oriented and well-crafted job description in order to make it simpler from start to finish. Once it is done, it becomes easy for candidates to know what is expected of them. Experts also suggest defining your expectations to the new hire before assigning a position.

In case, employee retention is becoming a major problem for your company, it might be time to try a few tips given below:

1) Add details to your job postings.
In order to make way to fortune, your company must have a concrete mission, vision, and values. These areas should be heavily intertwined in the hiring process to ensure the candidates truly match company’s mission, values, and visions. It becomes important to add details to your job postings and to offer various forms of rewards and recognition to employees. Job postings must also include information about company’s mission, vision, and values. Grabbing job seeker’s attention isn’t an easy task but creating a culture worth it all can be the biggest asset to employee retention.

2) Make necessary changes.
Recruiting process improves once a firm decides to make appropriate changes in order to sustain in the highly competitive environment. It is important to Search for the loopholes and works on them accordingly.

a) Focus on something more than just a good resume and references-
Job seekers usually present just the better side of themselves; it is the hiring manager’s job to efficiently and effectively assess the experiences and skills listed on a candidate’s resume. This basically means doing heavy research on the same through social media before inviting them to an interview. Similarly, in case of references, it’s important to consider a potential employee’s reference, someone within the organization who is relevant enough.
Prepared questions and checklists are a great way to ensure to remove all discriminatory practices and to ensure consistency in your hiring process.

b) Focus on professional development and learning-
In order to improve one’s hiring process:
– Companies must improve their brand visibility.
– It is important to invest in the professional growth of the employees.
– Professional development plans must fulfill an employee’s need to learn and grow.
– Employees opt for companies that focus more on skill development.
– Companies with strong core values attract candidates easily.

3) Engage your marketing talent.
The hiring process can be improved if the marketing talent is fully utilized. A consistent approach to interview process shows a real commitment that has been placed on creating the whole process, to make it similar for every applicant.

Hiring process can be improved:-
a) By building a career webpage-
Your website is an applicant’s first impression of your organization. Integrate your application process with your web page so that you don’t lose top candidates because of technical issues. Career page includes information about culture, benefits, career paths, company news etc. Be consistent in your approach in order to set a benchmark and attract candidates to walk through your door.

b) By making decisions electronically-
Usage of technology in hiring process helps you keep a track of every great resume.  Technology and social media all together help the whole hiring process to climb up the ladder.

 In The End:

The Recruiting Process can be improved with constant efforts. If you want your Recruiting Process to make you stand out, and then work must be done on improving the interview process. Maintaining consistency in the interview process, regardless of the job being offered, positively portrays your commitment towards creating an unbiased interview.

Always evaluate your hiring process. Relevancy, as well as the accuracy of the job postings, should be the main aim. Analyse the tests and the interview questions prepared for the interviews.

With time, changes the demand and hence what is a need to the employer’s changes. Thus, to hire the best possible fits, always be updated about what needs to be done at each step for the betterment of the hiring process.

The post Best Practices To Improve Your Recruiting Process appeared first on Blog.

With recruiting software, recruiters can find vacancies, automate tasks, group candidates, generate reports, integrate job boards, easily migrate data, manage work, parse resumes, send texts and e-mails, and track overall progress.

Here’s our list of Top 5 recruiting software and their key features:

1 Workable

Workable is a user-friendly recruiting software that offers the best value for businesses. Workably comes with a whole bunch of features and you’ll be charged on the number of users who use it, not on the number of features you access. Workable helps you stay on top of the complete hiring process, from posting ads to receiving applications, scheduling interviews, on-boarding and so on.

Key Features

• Hiring an applicant tracking workflow
• Post openings on job boards without extravagant charges
• Recruitment through social media
• Completely customizable requirements and questions for applicants
• Infinite collaborators
• Fast resume parsing
• E-mailing candidates, this includes email templates and mass mailing
• Sourcing and recruiting reports
• Effortlessly import your current resume database
• Dedicated account manager, Email, and phone support
• Comes with Chrome extension for single-click candidate Sourcing

2 Workday

Workday Human Capital Management recruiting software includes a number of HR features such as performance and talent management, organization management, and Workday Absence Management. Workday comes with different recruiting tools to help set up career sites that are attuned with mobile devices and are also integrated with social media platforms like LinkedIn.

Key Features

• Recruiting tools
• On-boarding tools
• Time Tracking
• Talent Management
• Goal Management
• Payroll Solutions
• Performance Management
• Cloud Connect for 3rd-Party Payroll
• Global payroll tools
• Absence Management
• Performance management
• Organization Management
• Strategic workforce planning
• Workforce analytics
• Also, includes Workday Big Data Analytics integration

3 iCIMS Applicant Tracking System

iCIMS Applicant Tracking System empowers organizations to streamline their talent acquisition process and make their applicant tracking straightforward through a user-friendly ATS. iCIMS will help you streamline processes, engage the right candidates, monitor key metrics, and get quality hires all inside one powerful application.

Key Features

• Applicant tracking, screening, salary and hourly hiring
• Job board posting
• CRM, sourcing, compliance, onboarding, and much more
• Employee referral programs and portals
• Unmatched searching as well as reporting
• Talent CRM
• In-house job transfers
• New hire portals
• Social recruiting
• Screening questions
• Electronic forms

4 UltiPro

 Ultimate Software is a top cloud provider of human capital management solutions. Ultimate’s award-winning recruiting software UltiPro delivers HR, talent, compensation, payroll and time and labor management solutions, which impeccably connect people with the resources and information they need to work more efficiently. UltiPro supports thousands of customers across diverse industries and manages millions of employees all over the world.

Key Features

• Human Resources
• Recruiting
• Onboarding
• Talent Management
• Payroll Administration
• Reporting
• Tax Management and Compliance
• Workforce Analytics and BI tools
• Employee/ Business Portal
• Attendance, Time, and Scheduling
• Performance Management
• Succession Management
• Global HCM
• Payment Services
• Compensation Management
• System Administration
• Managed Services

5 BambooHR

 BambooHR provides a single system to merge all human resources and employee related data for managing all human resources activity. This recruiting software can be used to create a centralized database of profiles that can be accessed by anyone with the predefined access permissions. Each profile can be stored with personal information including a photo, as well as details on salary, benefits, time off, training, documents and more. Custom fields can also be added to record important information needed by your company.

Key Features

• Profile directory of all employees
• Basic and advanced recruiting features
• Online document storage
• Profiles with custom fields
• Salary and employment history
• Training and benefits tracking
• Custom access rights
• Staff calendar
• Time-off requests, approval and reporting
• Custom alerts
• Custom reports
• ATS module
• E-signatures
• Multiple languages
• Multicurrency payroll data
• Customizable interface
• Third party integrations

The post Top 5 Recruiting Software appeared first on Blog.