The Rise in Online Recruitment

The Rise in Online Recruitment

With the growth of the internet and all the supporting technology around it, we now have a complex and convenient way to access any kind of information with the click of a button. But how does this affect the recruitment industry? According to Capterra, 75% of HR Practitioners now are using recruitment tools or software. In addition to that, over 90% of them had claimed that doing so improved their hiring process. And it gets better. This article will try and give you an insight to the growing industry of online recruitment platforms and how it could help your company.


What Are Online Recruitment Platforms

Although there are, in fact, multiple ways to post jobs online, among them are online platforms that aim to double down on efficiency for such tasks. Most standard hiring sites simply work like an advertising platform where you post the open position in hopes that someone takes it. But recruitment platforms serve to also ease the process and make sure you get the most fitting employees possible. As for the future employees, they benefit from being directed to positions that either reach their rate or is more fitting for their skillset.

How Are They Better than Traditional Recruitment?

Online recruitment platforms are better than traditional recruitment in the way of streamlining its process where you are only left the task of assessing the talent instead of needing to scout as well. Besides that, below are some more specific points into the matter.

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Efficiency

The rise of technology has allowed the creations of algorithms specifically designed to help you get better employees. Many online recruitment platforms out there filter out the applicants and aim to give you only the best. They also further give you tools to help ease assessment and selecting processes with minimal human contact. Not to mention allowing you to fully customize the experience to best suit your company’s needs.

Audience

Another obvious benefit is the reach of using online hiring platforms. Using these platforms grants you access to select from a large network of a more targeted audience than simply putting up job posts. And with the vast width of the internet, it is also much more likely that you find someone with even the most specific skillsets.

Cost

For a lot of businesses, recruitment can be among the most costly investments. Where, you not only have to pay for the recruitment itself but also retention time, onboarding, and other miscellaneous costs. To most companies, these prices are an investment with the hope that the recruit’s work would make up for it. However, sometimes a worker would resign much sooner than their work’s return on the investment. Proper use of online hiring can decrease this risk immensely. This is due to the supporting of less risky potential employees. With the help of algorithms provided by most online hiring platform, you will also be able to see the reputation of the worker with former employers much more easily.

Results of Recruitment Platforms

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Not only that, according to Business Report, 80% of job seekers are now said to be looking for their next jobs online and this method is still growing in popularity. Due to its convenience, a large majority of HR practitioners are agreeing that online recruitments are

  • Easy to use
  • Time effective
  • Cost-effective

More and more next-generation startups and big companies are looking to online platforms for their hiring. A survey found that over 43% of HR practitioners of the 70% that uses online hiring, have had major successes with online hiring platforms.

The Future of Recruitment Platforms

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According to a study by Market Research Reports, the US market for online recruitment is expected to rise at a CAGR of 6.47% by 2020, surpassing US$10 bn by the end of 2020.  Backing this up is, how innovations are being made every day at an alarming rate, and this does not exclude HR solutions such as recruitment platforms. With each update to the future, hiring quality employees will only be made easier and faster still.

Toughest HR Challenges for 2019

Toughest HR Challenges for 2019

With the drastic changes over the recent years, it is undoubtedly true that we cannot simply take a look and approach HR as we did at, for example, 2015. While in the previous article we mentioned a bit of welfare management through solutions, this article will aim to address more overall toughest HR challenges in 2019. Among others, matters such as the big shift to caring for employee mental health, compliance, and workforce planning will be addressed.

Matters of Compliance

Since HR first became a department, the compliance and retention of employees had always been a struggle that must be kept in mind. And 2019 is no different. Albeit throughout the years, more and more common solutions and initiatives are provided such as flexible working and unlimited holiday, it still would not be enough. This is especially so, considering the rise of the millennial workforce and after the events of the #MeToo movement. While companies in the United States must now dance around laws regarding marijuana use, below are two more universal challenges.

Development of Employee Handbooks

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It shouldn’t be a surprise that in a matter of compliance, a handbook is essential to help your employees understand what is right and wrong. However, in this shifting disruptive era, it is becoming a challenge for companies to provide said information through a handbook. While that in itself is a momentous task, to create a handbook that is efficient and easy to digest, it is still an essential task nonetheless. And the vital things to update within your handbook frequently would include:

  • Equal Employee Opportunity
  • Fair Accommodations
  • Leaves and Absences
  • Equal Pay and regarding Pay Discrimination
  • Weapons Within the Office
  • Smoking and Health Regulations

Employee Leave Management

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Leave laws that frequently change have always made it hard for employers to determine a comfortable protocol to determine the paid leaves of the employees. Dealing with this, employers and managers alike should study and determine which laws and regulations their company falls under and how to properly document leaves. 2018 made great strides for paid leaves with family-friendly leaves such as the ever-rising in popularity, paternity leaves.

Matters of Retention

Problems mainly caused by the disruptive era and an increasingly competitive labor market, retention problems are always a titan to handle within HR and will continue to be so in 2019.

Benefits and Wellness Management

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Offering the right benefits are a puzzle and there can never be a true silver bullet of benefits as, while some benefits work for a certain company, it is not ensured that it works for another. And that dilemma is why it is vital to periodically check on the beneficial use by the employees. Consider redesigning or changing the least popular benefits until you make sure your investments within them are worth it. Below is the list of benefits rising in popularity besides the obvious (such as annual paid leave and health care insurance):

  • Paternity leaves
  • Paid leave to volunteer in charities
  • Exercise incentives (such as gym memberships or paid leave to enjoy outdoor activities)
  • Student loan/debt reimbursement
  • Telecommuting
  • Remote work
  • Stress management programs
  • Casual dress code

Dealing with Impostor Syndrome

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Impostor Syndrome is something that you get when you combine the workplace with anxiety, to have high anxiousness and feeling of failure despite evident success. With nearly 40% of the cause being self-doubt, this is a seemingly trivial problem that might cause damages within the workforce. It is something that is thought by many such as Fast Company, TIME, and Forbes to be quite the big deal.

It is debatable whether this syndrome is beneficial or not to the office, but it is most definitely not beneficial to the employee. However, if some way, the office is able to help deal with this mental affliction, to help encourage and reward the good work of good employees, it might just lead to a happier worker. And with the employee being happier in general, it will lead to better loyalty and higher retention. Especially with the younger generations that are more prone to mental health disorders.