Category: Blogger's Corner, Recruitment, seminar, diversity job, influencers, engagement
Computing intelligence and applicant engagement were selected as the main influencers when it comes to volume recruitment success at a recent London event, hosted by WCN, the leading UK and global e-Recruitment software provider.
The event, aimed at HR heads with a large-scale recruitment need, was packed with leading international namesincluding McDonalds, House of Fraser, BT Facilities and First Group, all looking to gain insight into volume recruitment best-practice.
Jane McDonald, Head of Engagement at Diversity Jobs and Charles Hipps, CEO at WCN, shared their views on how technology can improve the way large numbers of applications are handled, while keeping applicants content during the process.
Hipps explained the increasing importance of computing intelligence, touching upon computerised decision making, automation and how they are used to identifying what a great hire looks like.
Hipps discussed how technology and big data can positively affect candidate engagement: “Integrated HR systems can speed time-to-hire, but does it give anything back to the unsuccessful candidate? Yes – It provides an efficient, immediate and convenient process that provides 24 hour updates and insights into why they were unsuccessful. It also helps the applicant be more successful moving forward.
Hipps cited a case study on one of WCN’s clients, Marks and Spencer: “M&S are unique in its recruitment capabilities, with only two human ‘touch points’ in the entire process, managing over 225,000 applicants going for 40,000 positions and taking just three days from posting a job online to the new employees starting work. It really is an incredible feat.
“Computing intelligence and automation played a major role in this success story, and also kept all job-seekers engaged throughout, even though about 80 per cent were unsuccessful. Consequently 98 per cent still rate the M&S recruitment process as good to excellent, demonstrating the positive effect of automation and how it can be used to source top talent.”
McDonald noted that when organisations are recruiting on a large scale, it is imperative to ensure each applicant remains happy throughout the whole process. This protects and maintains a brand’s reputation, but also means that the candidate, who most likely is a potential customer, leaves satisfied no matter whether they were successful or not.
Diverse workers are critical area for employers to conquer, yet many are still not able to find the right balance, losing out on business and top talent. McDonald commented:
“We all know that having a diverse workforce is something every organisation strives for, but having a recruitment system or culture that reflects this is crucial. At the moment one in six of the working population in the UK is from an ethnic minority or non-white background. Collectively they boast a spending power of £300 billion, making it clear to see just how much a brand could lose if their recruitment process is not engaging and inclusive of all cultures and beliefs.”
In a similar vein, 20 per cent of working adults in the UK have a disability of some description, yet many application processes do not take this into account, losing out on the £120 billion market.
“People need to start looking at ‘diverse thinking’ as well as diverse candidates, in order to get the greatest results and attract the best talent. Companies struggling to pull in the desired talent need to include diversity in its overall strategy and make people aware of the culture within. If you have won diversity awards or accreditations, tell people. This is what will make the top diverse candidates interested in what you have to say.
“You must make sure you understand the difference between diversity and inclusion, and what it means for individuals applying to your organisation. There is a quote by Verna Myers that I think sums up diversity and inclusion perfectly – ‘Diversity is being invited to the party…Inclusion is being asked to dance’,” remarked McDonald.
VERCIDA works with over one hundred clients who are committed to creating an inclusive work environment. If you are an employer and interested in working with VERCIDA to promote your diversity and inclusion initiatives and attract the best candidates, please call 02037405973 or email email@example.com for more information.
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