Investing in new recruitment software can be a daunting undertaking. There’s a lot at stake: time, energy and (of course) money. One of the most common fears in taking the leap to a new system is that it will lead to a decrease in ROI compared to the status quo.
In any job market, the interviewing process brings many challenges. Organizations want to find the right people for their roles, but the need to get those jobs filled quickly sometimes gets in the way of achieving that goal. That sense of urgency tends to push companies to hire people who seem to have the right skills—and then hope the fit works out. Unfortunately, that strategy doesn’t always work.
A well-organized onboarding process can make all the difference in employee retention and productivity, ultimately contributing to a company’s success. With more businesses operating remotely, it’s increasingly important that their onboarding processes are effective, efficient, and compliant with the latest data protection and privacy regulations. This need to streamline operations and improve employee satisfaction has led many companies to adopt HR onboarding software.
Recruitment in this age of widespread remote work requires responsive and creative strategy, especially when advertising jobs. Remote work has expanded candidates’ possibilities by shrinking the role geography plays in the job search. Location isn’t a factor for many of today’s job seekers: as long as they have a strong internet connection, anything is possible.
In 2021 the Great Resignation raised the stakes of the talent war for employers. Today, the landscape is changing yet again. Nearly two-thirds of employers and three-quarters of employees surveyed in one recent study said they believe a recession is coming soon. At the same time, 45 percent of workers who participated in another survey said that “difficulties with finding a new job” is one of the “worst aspects of a recession.” With this in mind, what should HR be doing to ensure robust retention today and in the near future?