Personality Tests in Recruitment: A Match?

The use of personality assessment tests in the recruitment process has been a topic of extensive discussion. While some experts argue against using personality tests for hiring purposes, many recruiters still rely on these tests to identify the most suitable candidates for specific positions.

The reason is simple: personality is a scientifically validated predictor that provides valuable insights into candidates' behavioral tendencies within a particular work environment, helping recruiters gauge whether an individual will excel or be a good fit for the role.

When used appropriately, personality assessments can serve as a crucial and objective tool in the recruitment process, reducing discrimination based on factors such as ethnicity and gender. However, it's essential to note that personality assessments should not be the sole determinant in hiring decisions.

The Power of Personality Tests in Predicting Job Success

Can personality predict job performance? Absolutely. Personality shapes a significant influence over our behavior, attitude, and habits, making it a reliable factor for forecasting a candidate's potential job performance.

For instance, when hiring a salesperson, it is important to consider personality traits that align with the job requirements. Employees thrive when their personal inclinations align with their job responsibilities. In other words, individuals perform better when their natural tendencies are in sync with their job demands.

Consider a scenario where two candidates possess similar education, experience, and cognitive abilities. By using a personality test like the California Psychological Inventory (CPI), it becomes possible to discern their differences across various scales. The candidate scoring higher on the flexibility scale, for example, might be more inclined to succeed in a sales role.

The suitability of personality assessment 

As an employer or recruiter, you should be careful when incorporating personality tests into the recruitment process. Poor decisions and potential legal issues can arise if the assessments used are not psychometrically validated for hiring purposes. Therefore, it is essential to select personality assessment techniques specifically designed for selection and hiring.

When integrating such assessments, always prioritize the validity and reliability of the assessment method. But what do reliability and validity mean in this context? Reliability refers to obtaining consistent results when assessing an individual, multiple times using the same tests. Validity, on the other hand, pertains to the assessment's effectiveness in measuring what it is intended to measure.

Notably, many personality assessments available on the market lack sufficient reliability and validity. It is imperative to avoid using such tools to support the recruitment process. Instead, seek documented evidence demonstrating that an assessment meets the criteria for validity and reliability.

Integrating Personality Tests in the Recruitment Process

Having understood the value of personality tests in the hiring process, let's explore how to effectively use them to improve the quality of hires.

1. Develop a Sustainable Hiring Process 

To begin, establish a sustainable and technology-driven hiring process. Identify any existing challenges hindering your ability to find the right fit or retain employees. Incorporate personality tests in a manner that addresses these challenges.

One of the most important questions is when to introduce personality tests in the hiring process. Should you use them in the first round of the interview or last? The answer depends on your specific needs and the structure of your hiring process.

2. Use the Appropriate Personality Tests 

What test should you use to find the perfect candidate? Determining the ideal personality test for identifying the right talent requires a comprehensive understanding of the different assessment tests available for recruitment purposes. While experts may hold varying opinions on the most suitable test, the choice ultimately rests on personal preference and what aligns best with your requirements.

Experimentation may be necessary to determine the most effective test for your needs.

Popular personality tests for hiring include:

Keep in mind, these tests reflect how happy a candidate would be considering the work environment. 

3. Automate the Process

Before you even consider taking personality tests, it’s important to implement a digital hiring process. Manual integration of any assessment into your hiring process can be time-consuming and labor-intensive. By leveraging smart HR automation or talent management systems, you can seamlessly incorporate personality assessments into your existing framework.

Additionally, consider the option of administering tests online rather than through manual means. Manual processes take longer to gather and interpret results, whereas online assessments can save valuable time. By automating assessments and utilizing intelligent tools to interpret data, you can generate reliable reports with a single click.

When it comes to candidate assessment tests, leveraging AI-based HR technologies is highly recommended. These advanced recruitment assessment tools simplify the hiring process and enhance its efficiency. One example is Wiggli, a real-time SaaS HR platform that streamlines various aspects for recruiters, ranging from building talent pools to conducting personality tests.

Final thoughts 

In conclusion, incorporating personality assessment tests into your hiring process can be a valuable addition, but they should not be the sole determining factor in hiring decisions. It is crucial to view them as one part of a comprehensive and well-rounded hiring strategy. Consider their integration alongside other valuable tools and methods to ensure the most effective selection of candidates.

Talent Pool: A Strategy In Its Own Right

Let’s start this post by stating the obvious: Every single company out there wants top-tier talent. But when you are searching for suitable candidates and hiring the perfect fit, don’t miss out on building a talent pool.

What is a Talent Pool? 

Preparing your company for the road ahead can be intimidating with so many competitors and limited talent to hire. With a talent pool, you can change the scenario.

A talent pool is a group of qualified candidates who can be your future hires. It is that part of your recruitment strategy that focuses on filling positions that don’t presently exist. It prepares talent acquisition professionals for demand by adopting proactive recruitment instead of reactive. 

Companies that have one, have an organized pipeline of talented, qualified candidates that can be their future employees. 

However, merely creating a talent pool doesn’t make it effective. Nurturing and maintaining interactions within the talent community and building deeper connections for improved employer value proposition is equally essential.

Why Do You Need to Build a Talent Pool? 

One of the most frequent complaints we hear from our clients is the lack of talent they find while recruiting. But that’s not the only scenario they encounter. There are times when they find more than one qualified candidate for a job role. Having a talent pool can help make the right decisions in both scenarios.

Imagine every time you had a job opportunity; you can save the details of qualified, top-talent candidates who are really interested in working with your company; it can also take the load off your talent acquisition team in several ways. 

Here’s why you need to build a talent pool and elevate your talent acquisition strategy:

How to Build a Talent Pool? 

Track Your Talent Inventory 

This is the cornerstone to successful talent pool building. Begin by mapping the talent that you already have and what you may need in the future (both short-and-long-term). Assess the skillset of your current employees and how you can add to it as you advance. However, as you track and map your talent inventory, leave enough room for flexibility. 

Sourcing Talent 

Next comes the vital step of finding the right candidate. To create an effective and proactive talent pool, ensure that you are looking for candidates in the right place. 

A talent pool in itself will not be helpful unless it is updated. Stagnant talent pools are worse than not having them in the first place. If you are not keeping your it up-to-date with candidates’ skills, availability, and experience, you are better off without a talent pool. That’s because wrong candidate information may do more harm than good. 

So, as you consider investing in a talent pool, aim for a vibrant community that’s not static and pushes your company toward its long-term goals.

Any talent that doesn’t make it to your hired list needs active engagement to add value. Today's world is so interconnected that you can’t afford to lose great talent to your competitors. Furthermore, it is crucial to create a positive candidate experience to strengthen your employer brand. And constant, healthy interactions with potential talent can help you do that. 

Building a Talent Pool: Best Practices 

Improve your recruiting flow with talent pools built around these best practices:

Inform Them Before You Include Them

When it comes to building a talent community, make sure that you inform the rejected but talented candidates that you may consider them for future positions at your company. In some countries, it may be a legal obligation. But even if it’s not, mentioning that you are interested in hiring them should a suitable opportunity arrives is an excellent way to build rapport.

Don’t Welcome Everyone

Don’t confuse a talent pool with a talent database. While the former includes information on just the top talent, the latter includes it all. Your talent pool, therefore, should only comprise the top-tier candidates to help you wield its power. 

Use Technology

The world of HR tech has been a wonder for hiring professionals. By employing the right technology, you can easily segment your talent with techniques like recruitment segmentation. And the right tools can also help you better engage and nurture different talent types by automating interactions. 

So, go ahead and make your talent pools more effective and relevant by using technology to manage your talent.

Get Help to Build a Vibrant Talent Pool

Let’s face it: not all companies can build and grow a vibrant talent pool without the right support. If you find yourself in a similar situation, let Wiggli be your friend. With our total talent management system, we can help you find the cream of the crop and include them in your list. 

How do we do that? Our exclusive nomenclature based on predefined skills rather than tags enables our expert team to use the same terms without losing top-tier talent in the crowd. Our system also allows us to incorporate a structure that doesn’t move with access to the candidates’ resumes.

Additionally, our pools work with unique identifiers so that you get talent without duplicates. At Wiggli, we help companies create stronger, successful talent pools that are not passing fancies. 

Ready to Drop That Archaic Recruitment Process?

Today’s candidates live in an agile recruitment world where the entire globe is their workplace. To win top talent, drop the archaic recruitment process with proactive recruitment. 

Connect with us, and we will help you implement a Total Talent Management strategy so that you don’t lose out on the best talent. Ever.

Digitalization: Ride or Die

The way an organization creates, manages, and consumes information has a huge impact on its bottom line. That’s exactly why an increasing number of enterprises, small businesses, corporations, and non-profit agencies are looking to turn their information into the universal language of computers. In other words, they are using digitalization to transform the way their business processes work. 

As a business executive or IT leader, you might be feeling an urgency to act now and become a digital business due to the pandemic. However, it’s hard to find success when it comes to the digitalization of a business, even with the abundance of new digital tools and platforms.

While the majority of business leaders prioritize digitalization, two-thirds of transformations are not successful. The lack of managerial support and employee resistance are two of the leading factors that hinder digital transformation. 

But what is digitalization anyway, and why is it so important? What role does digitalization play in the recruiting industry? What can go wrong when a company tries to take a step toward digitalization? 

This blog post will answer these questions in great detail. Before we dig deep, let’s define some key terms. 

Digitalization

What is digitalization? 

Digitalization has many definitions. Here is how Gartner defines the term: 

“Digitalization is the use of digital technologies to change a business model and provide new revenue and value-producing opportunities; it is the process of moving to a digital business.”

From an academic perspective, digitalization often refers to digital communication and its impact on social life. From a business perspective, digitalization refers to the use of digital technologies to change business models and open up new growth and revenue opportunities.

Why is digitalization so important? 

The limitations of the physical world are the reason businesses of all sizes have started using digital means. From reaching new customers to hiring great talent, technology can help you skyrocket the pace of your growth. 

Impact of digitalization on society 

Businesses can’t materialize sustainable growth unless they digitize their business processes. But how does digitalization impact society?

There’s a hot debate among economists and policymakers about the potential impact of digitalization on society. One of the major concerns is how growing digitalization is affecting wages, jobs, resource efficiency, health, and security. 

If we take the health sector, for example, computers have become intelligent enough to check for signs of cancer, a task typically performed by a qualified radiologist. It’s just one instance of how technology outsmarts humans. So far as jobs are concerned, technological advances will continue to impact jobs and salary levels across sectors. 

Effects of digitalization on society: 

As a business, you can easily come up with a better plan to address these issues at an organizational level. 

Digitalization

Recruitment and the role of digitalization 

As a recruiter, you probably spend most of your time reaching out to potential candidates, sending emails, and scheduling interviews. You visit various sites to post jobs and try to browse through endless resumes and spreadsheets. In short, you invest a lot of your time but achieve little. 

What if a smart tool or software automates most of your repetitive tasks and streamlines things that are hard to manage manually? What if technology can help you find and connect with better talent?  

If we look at digitalization from an HR perspective, recruitment tech can make your life easier. As an HR manager or recruiter, you should digitally transform your hiring and talent management efforts. 

Why? Because digital transformation will help you simplify various tasks while improving efficiency through data and automation. Digitalization in recruitment guides organizations to solve complex recruitment challenges such as the need for hiring the right people in a short time. 

The following are some of the changes that digital transformation can bring:

Handling high-volume recruitment 

Millions of people have lost their jobs due to the pandemic. It’s predicted that recruiters will receive a higher volume of job applicants down the road. What’s your plan to improve your high-volume recruiting strategy? 

It’s exciting to see how software can sift through thousands of applications and shortlist candidates quickly. So, despite the increase in applicant volume, you can stick to high hiring standards and get things done with great speed. 

Improved metrics 

Analyzing or gathering data can be a daunting and time-consuming process. The worst part is that you might end up generating inaccurate information. Recruiting tools, on the other hand, not only produce valuable data but also make it actionable. With real-time analytics, you identify gaps and take action in a timely fashion. 

If you want to execute a top-notch, well-directed recruitment strategy, get ready to adopt digitalization. In other words, equip your team with digital tools that offer a simple-to-use dashboard and help them draw conclusions faster. For example, metrics analytics can help you understand who your ideal candidates are and what kind of content drives them to apply. 

Check out Wiggli to get some inspiration! 

Enhanced team collaboration 

Does your HR team have the capability to collaborate remotely? A good tool will enable you and your team to perform a variety of tasks remotely. For example, you can assign tasks to your people and see progress while they work from home.

Think of implementing a cloud-based recruitment platform that could present one picture to everyone in a team. Before you choose a system, be sure it meets the unique requirements of your team. 

Access to talent 

Digital recruitment solutions are designed to help companies find the right candidates faster than traditional hiring methods. For example, you can post a job with one click and advertise it in places where your ideal candidates are likely to hang out. LinkedIn and Facebook are two of the most popular places for recruiters to find new talent. 

If you’re new to digitalization, don’t hesitate to experiment and see what works for your organization. 

Digitalization

How companies should implement digitalization 

One of the outcomes of the Covid pandemic is the infusion of data-enabled services into our lives. However, organizations need to be more strategic when it comes to digital transformation. Here are some tips for repositioning your business in the digital economy: 

Adopt a people-first approach 

Technology helps us achieve more, but you need the right human skills to make good use of it. While digitalization is eliminating outdated jobs through automation, it has created new jobs and growth possibilities. 

To implement digital transformation strategically, we have to upskill and reskill our workforce. Simply put, your innovative ideas are useless if your team doesn’t have the skills to use them. So, as a leader, think about investing in your people who have to go through the transformation. 

Soft skills are crucial  

As mentioned earlier, digital transformation is about people rather than technology. Therefore, focus on soft skills. Organizations are looking for data scientists and software engineers, but what they shouldn’t miss are people who can be trained easily. 

To make your company more digital and data-centric, invest in curious people who love to adopt. We’re not sure about the key future hard skills, so the ideal way is to focus on people with a hungry mind, people who are most likely to develop new skills. 

Drive change from the top 

The idea of grassroots change is attractive, but the reality is quite the opposite. Change is likely to happen when you start from the top. It doesn’t mean you have to create a culture of fear or an autocratic structure.

All organizations need to do is understand that they cannot bring about big changes unless they start preparing their top leaders. The values, integrity, and mindset of senior leaders stand out. 

We talk about hiring the best talent, but the key is to find people who can manage talent and make them work toward a common business goal. 

Use data insights to make decisions 

The discussion about data often revolves around concepts like AI, machine learning, and other computer intelligence. These concepts are exciting, but your people need to have the skills to use that data and turn it into meaningful insights. Most importantly, you should be able to act on those insights. 

If you think hiring the best data scientist will resolve your issues, think again. Because the solution doesn’t lie in the brainpower of your top people, but in a data-driven culture. What your organization does, it must live, breathe, and act according to data. 

Take your time 

We often face a trade-off between speed and quality. If you can’t afford to fail fast, try to succeed slowly. If you don’t have a culture that encourages innovation and experimentation, you have to go slow and think of your long-term objectives. Learn from your failures in the short run. 

Digitalize your recruitment to stay competitive 

The process of hiring the right candidate is often time-consuming and involves many processes. And we know how manual recruiting processes eat up plenty of resources and time. However, digital technologies can solve your longstanding recruiting issues once and for all. 

Need an example? Check out Wiggli, a total talent management solution that makes it super easy for businesses to digitally transform their recruitment processes. From recruitment marketing and ATS to candidate relationship management and vendor management, Wiggli is a perfect technology for any business that wants to go digital without facing the risk of failure. 

It’s pretty much what our blog title says: ride or die. If you really want your business to survive and flourish, be ready to embrace digital transformation. It’s the only way you can stay ahead of the curve and serve your customers and people with a better experience. 

Total Talent Management 101

There are many ways to see success in the employment world. Recruiting highly-qualified and skilled workers is one of them. But with the changing paradigm where flexible working is increasingly holding prominence, the new normal is contingent workforce management (CWM). More importantly, it’s the corporate world’s gateway to top-tier talent. How? Well, thanks to the everlasting impact of technology on modern business, the workforce is no longer confined to a company’s walls. And as reported in The State of Contingent Workforce Management 2018 by Ardent Partners, 40 percent of the total global workforce comprises the gig economy. It includes non-permanent workers like contingent workers, contractors, and freelancers. This workforce agility has led to the birth of the total talent management (TTM) strategy. Besides being a driving factor of a company’s talent acquisition (TA) strategy, this approach also covers the use of innovative hiring techniques, leading the recruitment landscape towards a total talent future.

Total talent management is all about redefining the workforce solutions industry by integrating permanent and contingent talent. It transcends the barriers between permanent and non-permanent workers – creating an all-inclusive approach to managing talent. However, another important (and often overlooked) component of this strategy is non-human talent such as software, bots, robots, and automation.

What is Total Talent Management?

In the absence of total talent management, steering business growth without contingent workers and non-human talent was a missed opportunity. But with the recent prominence of this concept across the world, organisations are progressively valuing talent of all types disregarding their employment status and existence. 

So, while defining total talent management, let’s consider it a critical driver of complete growth. With all, for all.

5 Ways Total Talent Management Fills the Growth Gap

Optimising a workforce ecosystem has a lot to do with the right deployment of talent. With total talent management, companies can break the silos and experience multiple benefits. Before we dive into them, let’s discuss numbers.

A Randstad Sourceright report titled 2021 Talent Trends found 97 percent of companies surveyed with a total talent approach were “extremely” or “very satisfied” with the model. At the same time, 77 percent say that their talent strategies are now more focused on workforce agility than ever before.

Source: Randstad Sourceright

Total talent management, thus, ensures that your business — and everyone involved — grows.

Now, let’s dig deeper and discuss the various benefits this model offers.

1) Brings Cost Savings

By leveraging all the talent, a total talent management approach helps streamline operations and reduce costs. Having this approach means you can optimise the supply and demand of human capital, standardise your talent operations, and ultimately, achieve economies of scale. Companies can also significantly reduce the investment in permanent staff with this model. 

The outcome? 

A better ROI with full utilisation of the top talent in the industry.

2) Translates Into Higher Productivity & Performance

Imagine easy access to top-tier talent. This is what total talent management makes possible. This approach ensures that your business can utilise talent more efficiently through proper talent acquisition and allocation. Plus, it takes the load off the permanent hires’ shoulders when you want to scale your business operations. 

As highlighted in the External Workforce Insights 2018 by SAP Fieldglass and Oxford Economics, 62% of executives say their external workforce enables them to improve the company’s overall financial performance.

Therefore, by making space for the external workforce, total talent management can significantly improve business performance. Perhaps, that’s the reason why more and more companies are spending money on the external workforce. That’s what this illustration from the study by SAP Fieldglass and Oxford Economics tells us.

Source: SAP Fieldglass & Oxford Economics

In fact, if implemented right, this model can help your company meet dynamic business needs without compromising quality and expertise.

3) Prevent Skills Shortage

According to the SHRM Skills Gap 2019 report, 83 percent of respondents had trouble recruiting suitable candidates in the past 12 months. 

Total talent management helps you avoid the pitfalls of a skills shortage. It enables you to make quick and adequate changes to your workforce ecosystem by helping you gauge the skill availability across your company. 

Thus, filling the talent gaps becomes possible when you have a total talent management model in place.

4) Strengthens Your Employer Brand

Embracing the non-traditional workforce strengthens the employer brand of an organisation. By declaring to the world that your company has proudly integrated both permanent and contingent workforce, you portray your business as an employer of choice. Your company’s values towards a modern work approach are reflected, and it gives you a competitive edge in attracting and retaining top talent. 

5) Total Talent Management Makes HR More Strategic

The HR function in any organisation has long been recognised as a key success factor.

By focusing on an integrated talent approach, total talent management leads to strategic talent decision-making. It also helps to cut the inefficiency that bad hiring practices and processes often bring in tow. 

With total talent management, the contingent workforce no longer remains a procurement function. It is prioritised and cherished just like the permanent workforce.

This workforce planning and faster talent delivery have made HR more strategic through total talent management than otherwise.

Achieving Total Talent Management: Spotlight on Implementation

Winning with your talent pool is easy. You just need to push your talent management. And at Wiggli, we help you do that by linking you with a total talent supply chain framework. We’ve helped several companies scale their operations globally, with total talent management acting as a catalyst.

Here are a few best practices to prepare your talent strategies despite the growing focus on corporate belt-tightening:

1) Tap into the Power of Technology

Although technology seems to be ubiquitous in any modern business, there’s still a long way to go when it comes to total talent management. Backed by analytics, technology can help you harness talent like never before. 

Begin by investing in cloud-based technology to utilise workforce data and find loopholes in your current talent strategy. Also, consider using AI-enabled tools to streamline talent acquisition and management. With machine learning serving as your aide, you can also make the application process for permanent and contingent workers pretty straightforward. 

2) Build a Talent Network

Cultivate a pool of interested leads through a talent network. Apart from helping you deploy a direct-sourcing strategy, it’s also beneficial in creating a community of independent talent. A talent network works great in fetching data about candidates’ interests and skills while building a database of talent that you can count on at any time in the future. 

Whereas for the candidates, it’s an excellent way to receive ongoing communication about new jobs, projects, and events. In short, it’s a win-win!

Check out The Bloomberg Talent Community for some inspiration on how a simple talent network could be a great start to creating a talent community.

3) Frame a Special Plan For Contingent Talent 

Talent leaders need to look beyond the traditional approach of hiring to make total talent management work. Besides opening every possible sourcing channel, companies need to be available to contingent workers in as many ways as possible. 

Be there on popular social media networking sites, leverage online forums, create a compelling website, and do all you can to identify, attract, engage, and hire a contingent workforce. And make it a continuous process.

4) Redefine Your Company Culture

Remember, total talent management doesn’t end at hiring. It extends beyond that. Companies need to cultivate a strong work culture —inclusive of both permanent and contingent workers— to make it a success. That’s because a company’s culture has a direct impact on workforce productivity and engagement.

Traditional corporate culture often tends to skip its focus from contingent workforce onboarding. Top management and HR leaders must redefine the company culture and incorporate all talent types into the company. 

5) Showcase Your Employer Brand

Adding to the above point, HR leaders need to build a community representing the employer brand. This helps all workforces understand how a company delivers value across the talent supply chain, including different workgroups.

See what Dotdash (formerly About.com) does here with the company’s “Careers” webpage. Besides adding a compelling statement of how they are looking for like-minded people to be a part of their team, they have special job sections for the contingent workforce, including interns, contractors, and freelancers.

Managing Total Talent with Wiggli

As HR leaders worldwide look for ways to curb talent shortages, Wiggli helps them lean on total talent. Let’s help you find, attract, and retain talent throughout your recruitment and hiring funnel. 

Be a part of our total talent management revolution and let every talent count.

The Best Social Media Recruiting Strategies

Hiring the right talent for open positions is one of the most important aspects of running a company. Most recruiters post new opportunities on job board sites. However, the best employees don’t use these sites frequently, but they are most likely to check social media multiple times a day, especially if they are tech-savvy millennial talent. 

In the Digital Age, operating a business comes with numerous challenges and opportunities. The rapidly evolving business environment is moving organizations away from traditional recruiting strategies, opening up new ways to make recruiting more efficient in terms of time and cost. 

If you want to take your recruiting efforts to the next level, add innovation and flexibility to your overall strategy. While tools like Applicant Tracking System have become essential to HR teams, you need to think beyond conventional means of acquiring and managing talent. 

An increasing number of businesses are now turning to social media to resolve their longstanding HR challenges. This guide will highlight the vitality of having a sound social recruiting strategy and how you can develop one to achieve your recruiting goals. 

Is social media recruiting effective?

People use social media to accomplish a variety of objectives, ranging from brand awareness to sales and advertising. The question is how social media can help you improve your recruiting efforts. 

Facebook and LinkedIn are two of the most powerful social platforms that offer unique features to make things easier for advertisers and recruiters. With over 1.62 billion daily users, Facebook surpasses Google in terms of site visits per day. As a business owner or recruiter, you can’t overlook the significance of social platforms like Facebook or Linkedin which have billions of users looking for all sorts of content from entertainment and product guides to job opportunities and news. Instagram is also a good platform if you want to add a fun element to your content. 

Your company may already have a presence on social media, but you need to come up with a more comprehensive and well-thought-out social strategy that covers the HR aspect of your business. 

As social usage continues to skyrocket, smart tactics can help you reach high-quality candidates faster and at a lower cost. Give yourself a competitive edge in finding and hiring the best candidate.

Before we move on to building a great social recruiting strategy, let’s take a look at some vital stats. 

social media

How to build a sound social media recruiting strategy

The following steps will help you devise an impeccable social recruiting strategy for your business. 

1. Create a candidate persona

Social media is a crowded world. Businesses often struggle to navigate through the noise and reach the right audience. To produce great results, you need to define and speak to the right people. It may take a bit of effort and time to tailor your strategy to the right talent pool. So, firstly, you need to establish candidate personas for the positions you want to fill. This will help you speak directly to your ideal candidates. 

There are several ways to research personas. For example, you can interview your current employees or conduct surveys to get insights into what makes a great employee at your organization. You can focus on your employees’ goals, interests, and pinpoints to draw a picture of your personas. You can also extract information from your ATS to build an even more accurate persona - Information such as employee performance, expectations, and skills required to be a successful employee at your company will be valuable. 

2. Connect with passive candidates 

Did you know 73% of candidates are passive jobseekers? 

The talent shortage is one of the biggest obstacles for recruiters. Since competition for talent is fierce, identifying and connecting with the right candidates can be challenging. However, social media can make things easier. You can target a specific group of people on social sites using advanced targeting features to reach hard-to-reach people. 

Starting a dialogue with potential candidates is an effective way to build relationships. When doing so, be real and say what you mean. Your potential candidates expect transparent and approachable communication no matter the platform. Hiding behind pseudonyms may lead to a trust deficit between you and your ideal candidates. 

3. Take advantage of advanced search features 

Social media networks like Facebook have made it easy for people to reach the right users with advanced targeting features. Regardless of which platform you want to focus on, be sure to understand your target demographics. Once you know who is engaging with your content, you can personalize your message and reach the right users at the right time. 

4. Engage staff to promote your employer brand 

The right social strategy focuses on maximizing reach and putting your brand in front of the right people. One way to implement a more targeted approach is to involve your current employees in the recruitment process. For instance, you can ask them to share a job posting on their social media profiles. This strategy can produce great results for your HR teams. 

Don’t forget to set guidelines before engaging your staff in the recruiting process. For example, how often should your people share corporate news? Who and how many people will be involved in the process? A lack of pre-defined processes may negatively impact your brand. 

5. Use hashtags 

Little efforts like the use of the right hashtags can go a long way. But it would help if you used hashtags in a strategic way. Understand the reach of your hashtags or how many people are using them. Your hashtags should target your key audience. Using a particular hashtag consistently can help you ensure your content is seen by relevant audiences. Your audience will start associating those specific hashtags with your company when done right. 

6. Measure your performance 

Social recruiting is meaningless if you’re not testing or tracking your results. While networking with candidates in your industry is crucial, take time to determine how effective social recruiting is for your business. Recruiters and marketers can choose from a variety of analytics tools to track their performance on various social sites. If you want to win the war for talent, make sure to use insights and data as one of your prime tools. 

Pro Tip: Use smart HR tools like Wiggli to streamline your recruiting process and gain valuable insights. The right mix of automation and social efforts can produce dramatic results. 

7. Use social media to verify candidate information 

Content posts of your potential candidates on social media can help you verify details that they mention on their resumes. The objective is not to discriminate candidates based on their religious views or social activities, but to find the right fit for your culture. Make your final recruiting decisions based on relevant assessments, tests, or skills. 

Recruiters understand how some job applicants exaggerate their education or prior job experience to get an edge. So, it would be a good idea to use social media to verify applicant information. 

8. Establish a brand image 

The internet is an incredible place where impressions matter. As a business or employer brand, you can’t afford to have a bad online reputation. What people are talking about your company? How do your past employees express their experience working with your company? Who is promoting or defaming your brand? Answer these questions before you use social media to build a brand image. 

Make sure to use social media networks to fix/improve your reputation. Continuously monitor what people say about your brand. Bad reviews from your past employees can seriously impact your reputation and ability to attract talent in the future. So, be sure to have control over how potential candidates perceive your organization. 

social media

Final thoughts 

Social media has developed into a powerful tool for recruiters and HR teams around the globe. It allows you to reach a pool of potential candidates that don’t take a traditional route to find new opportunities. 

If you want to uplevel your recruiting game, start working on relevant social channels. Use these tips and tactics to create a highly effective social recruiting strategy. 

ATS Software: The Ultimate Recruiting Tool

In the realm of talent acquisition, the process of recruiting new team members can be a formidable undertaking that consumes considerable time and resources. If you've been in charge of recruiting in the past, you're probably familiar with the challenges that come with it... The arduous tasks of posting job openings on various platforms, sifting through countless CVs, and managing candidate applications often prove monotonous and time-consuming, particularly when the process isn't automated. Thankfully, a transformative technological solution has emerged to alleviate these challenges: Applicant Tracking System (ATS) software, a tool proven to make recruiting easier.

The remarkable influence of ATS software is underscored by a study conducted by Capterra, an American company, which revealed that a staggering 75% of recruiters and talent acquisition managers use an ATS. Moreover, an impressive 94% of these professionals firmly believe that this software has had a positive impact on their recruitment processes.

This article explains in detail what is ATS software and how its utilization can significantly enhance the ease and effectiveness of your recruitment process.

What is ATS software?

The acronym ATS stands for Applicant Tracking System. It is software built to manage and streamline the application process also referred to as the "recruiting software."

This sophisticated computer program serves a dual purpose: empowering recruiters to organize successful recruitment campaigns while monitoring the progress of each stage in the process.

ATS software simplifies the task of selecting the most qualified individuals, by optimizing candidate searches.

It, simply, handles everything from publishing job posts to onboarding your new recruit; even automates certain time-consuming tasks. It's the go-to tool for successful recruitment!

There are two types of ATS software:

  1. Locally installed ATS: This variant is accessible through any connection to an organization's internal server.
  2. SaaS (Service as a Software) ATS: This cloud-based solution provides convenient accessibility from anywhere with an internet connection.

Most ATS software solutions operate under the SaaS model given the ease of access and versatility that come with it. Many of these solutions also offer mobile applications for smartphones and tablets, along with simplified update processes, further enhancing user experience.

Key Features of ATS Software

While each ATS solution may possess unique features, most share a core set of functionalities.

These include:

Moreover, many ATS solutions offer integrations with other digital services, such as messaging platforms, job boards, and electronic signature tools, amplifying efficiency and productivity throughout the day.

The Recruiter’s Tool for Productivity and Efficiency

An ATS represents far more than a mere CV management system. It serves as a steadfast companion, offering support at every stage of the recruitment process, and enhancing the overall performance.

Notable advantages of incorporating an ATS tool for recruitment include:

1) Optimized Recruitment

ATS will help you save time, by centralizing where and how you track your recruitment!

With just a few clicks, you can share job postings effortlessly across multiple platforms, eliminating the need for manual duplication.

Furthermore, ATS software simplifies candidate sourcing by presenting recruiters with top-tier profiles that align closely with their specific selection criteria. It can be configured to align with an organization's unique internal recruiting processes, placing technology at the service of the recruiter rather than vice versa.

To ensure that you never miss another perfect match, the sourcing platform Wiggli uses a targeted algorithm to pre-qualify the most competent candidates for your job openings.

2) A Strengthened Employer Brand

One of the most frustrating experiences for candidates is not receiving a response after submitting an application. While it is a common oversight, it can significantly impact a company's image.

72% of individuals who have had a poor candidate experience share it either online or through word-of-mouth, according to an infographic created by LaSuperAgence.

With ATS software's guaranteed and detailed status tracking, recruiters can ensure that every candidate is promptly informed of their application status.

This level of communication not only provides a positive candidate experience but also enhances the company's employer brand. Candidates who feel valued and informed are more likely to hold a positive perception of the organization. They will be more inclined to share their positive experiences with others.

It's a virtuous cycle of reputation enhancement.

3) Enhanced Decision-Making Processes

Recruiting often involves multiple stakeholders within a company. At times, it can be difficult to gather everyone's opinions and come to a decision. 

This is where ATS comes into play as a collaborative tool that facilitates communication among all parties in the recruitment process.

With ATS software, tracking and managing applications on an individual basis becomes effortless. Recruiters are better equipped to make decisions and the risk of information loss decreases.

4) Simplified Personal Data Management

In the era of data privacy regulations such as the General Data Protection Regulation (GDPR), recruiting companies face increased scrutiny regarding how candidate data is managed.

ATS software provides robust data security measures, ensuring secure user access to sensitive information while centralizing its storage and management in a single location.

This streamlined approach not only enhances practicality but also ensures compliance with data protection regulations.

ATS Solutions: Tailored Software for Every Organization

Once considered exclusive to large corporations and recruiting agencies, ATS solutions now cater to businesses of all sizes.

Most recruiting software plans charge a tailored fee depending on the number of users and the features you choose. This means you only pay for what you use! Regardless of your company's scale, a suitable ATS solution exists to address your recruitment challenges.

In summary, ATS software represents an essential tool for anyone involved in the recruitment process. By cutting down on time spent doing non-value-added administrative tasks, recruiters can focus on their core responsibilities.

Incorporating ATS programs along with successful recruiting campaigns can provide your company with a substantial competitive advantage.

Together, ATS programs and recruiting are a tried-and-true, winning pair in business!

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