A job interview should be a decisive moment to understand whether or not you would like to advance a candidate in your hiring process. When conducted correctly, it becomes a powerful screening tool. 

Effective interviews will tell you what you need to know about a candidate. It’s important for you to invest some time in preparing questions that make sense for the specific position, but also,  make the interviewee feel relaxed and welcomed. 

If you want to learn more about how to conduct an efficient job interview, we have some tips to share that can help you prepare! 

We’ll go over:

• The importance of a job interview 
• 6 Types of job interviews that you can conduct 
• How to make your job interview more efficient 

What is the importance of a job interview?

During your hiring process, applicants can undergo a series of screening steps in order for you to better understand if they’re qualified to work in the role they’ve applied to. The job interview should be conducted during this screening process, in the beginning, middle or end.  

It is up to you to decide on the best moment to interview your candidates. As a general rule of thumb, you don’t want to spend too much time interviewing unqualified candidates because that would slow down your time to hire. So it’s important to add a couple of screening steps to eliminate applicants who are not fit for the position, before you begin interviewing. 

However, do not leave job interviews out of your hiring process entirely because they do serve an important purpose.

Job interviews allow you to understand the following candidate attributes better: 

• Their past experiences, skills and professional interests 

• Their personality traits, posture, communication skills 

• Whether or not they’ll be a good fit for the role, team and organization overall 

Benefits of conducting a positive job interview 

To guarantee a smooth interview process, it’s important that your candidate walks away feeling like they were listened to. Depending on where you are in the hiring process, they should also be provided with the important information they need to make an informed decision about the role. The job interview should always be a positive experience for both parties.

 Even if interviews don’t result in hiring, which they won’t for many candidates, a thoughtfully designed process that is personalized for the position, can bring several benefits to both you and applicants. 

Some of these benefits are: 

• Interaction with your candidate
• More precise information about the professional’s profile
• Humanization of the R&S process
• Strengthening of your Employer Branding
• Increased NPS
• Reduced Turnover Rate

The 5 different types of job interview models

There are several types of ways that you can conduct your job interviews. You should choose a job interview type based on the type of role you’re hiring for, where you are in the hiring process  and what information you’d like to get from the interview. You may also mix these models into one interview as well.  Below, we have selected six types of job interview modes that you can use in your hiring processes: 

Technical Interviews 

The main goal of a Technical interview is to better understand if the candidate has the specific  hard skills required for the role.  In this type of interview you and your team can assess technical knowledge, problem solving skills and critical thinking abilities as needed for the position. In this model, the interview can play out like an exam, where candidates are expected to solve problems along with answering questions. Or the candidate might have done a technical assessment before the interview and you might use the interview to discuss their answers. This type of interview is best for the roles that demand certain hard skills as a prerequisite. 

Behavioral Interview

Behavioral interviews are essential to understand the candidate’s personality, posture and communication skills, regardless of the type of job they’re applying to. In a behavioral interview you may present day-to-day work situations and analyze how the candidate responds to them. It’s also a good opportunity to learn more about the candidate’s past experiences and ask them about their professional goals. 

Problem-solving Interview

The problem-solving  interview consists in working through a business scenario (real or fictitious) that may be related to the position. The idea is to allow the candidate to present a solution on how to solve an issue, make quick and accurate calculations and explore creative options on how to best reach an  outcome. 

Group Interview

The group interview model consists in assessing more than one candidate at a time.  This type of interview can reduce time, but most importantly, it can be used as a strategy to see your candidate’s teamwork in action. This format can provide unique insights on how your applicants behave with other work colleagues. 

Activity based Interview

Similar to the problem solving model, the idea behind the activity based interview is to propose a series of activities based on real situations. In this type of interview, you can use tools such as games and challenges, which may require some planning. The idea is to simulate a realistic scenario and determine how the  candidate will approach and navigate.   

How to make your job interviews more effective

To help you efficiently screen candidates in your recruitment process and hire the most qualified professional,  there are key questions that you can ask to help you better assess your candidates.  

To make your interview process more effective investigate the following topics below: 

• Experience
• Achievements
• Requirements

Experience

With the right questions, you can gain better insights about a candidate and what value they can bring to your team and role. By giving the candidate an opportunity to talk about their career path and experiences, you can evaluate how that helped shape them into a qualified professional for the position in question. 

When asking about experience, explore  particular achievements and failures in recent past roles.  Take notes of the answers you’d like to explore in the next questions.

Be sure to understand:

• Whether the candidate enjoys the kind of work they have done (or are expected to do).
• What motivates them in their day-to-day 
• The career path they’d like to pursue 
• If they have relevant experiences and applicable skills 

Data-Driven Achievements 

It’s also important to know what past performance results your candidate can share with you during an interview. Whatever measurable indicators or data your candidate can talk about, the better!  Your goal is to learn about previous achievements, to hire someone who is able to bring specific results.  

Cut straight to the chase and ask questions such as the following: 

• What accomplishments are you proud of and what results did you achieve? 
• How can you help our team improve XYZ?

Requirements

It’s also essential that you understand during an interview if your candidate meets all the requirements listed for the job. Go down your list of required qualifications for the role and ask unique questions or tell your candidate to give practical examples of how they’ve put these skills into practice. This will be critical in helping you assess if your applicant is qualified for the role. 

Use job interviews as a powerful screening tool and retrieve essential information about your candidate that will help you identify if they’re qualified for the role or not. Don’t forget to also assess culture-fit and align important expectations to make sure both parties are on the same page regarding benefits, roles and responsibilities, and eventually compensation. 

Want to start today? Join Plooral. 

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Defining your employer brand to transform your talent attraction strategy 

The first task on your checklist is to define your employer brand. Make sure that it’s clear, visible and easily accessible, and understood by applicants. Why do we do this? Because this is what makes your organization stand out from the rest. And, of course, transform your talent attraction strategy.

In today’s candidate-centric market, applicants should clearly understand why your organization exists. And also what it offers, and where it’s headed. So that they can better envision themselves being a part of the team.  

Vision, Mission, and Values

It’s not cliche – we promise. Firstly, every company was built around a set of visions, missions, and values for a good reason. It’s what keeps organizations grounded through the good and the bad, focusing primarily on why they exist. In other words, That’s a pretty important piece of information candidates should have in hand when searching for job opportunities.  

So let’s break it down: 

• Vision Statement:  The company’s desired future position for the business. 
• Mission Statement: The definition of a company’s current business state and objectives.
• Value Statements: Describe what your organization believes in and how it behaves. 

The mission statement truly supports the company’s vision and together, they communicate the company’s purpose. As statistics have shown us, employees are making purpose-driven decisions about their career choices.

Values are statements that describe what your organization believes in and how it behaves. Above all, they should be deeply ingrained principles that guide all of the company’s actions. And these can never be compromised. Values help define your organizational culture and environment, setting the tone for newcomers and maintaining company order.   

With all this in mind, your organization’s vision, mission, and values should be front in center in your hiring process.

Besides, being showcased on your company careers page, it can also be truly touched upon throughout your recruitment process, through videos, images, and more. 

Culture and workplace

The company’s culture refers to the attitudes and behaviors that your organization and its employees have. Like work environment, leadership style, attitudes, expectations, and goals.

In other words, your company most likely has its own culture that was originally founded around organizational values, but transformed itself naturally into what it is today.  

So,company culture may be hard to put in words. But can easily be seen when observing your workplace’s actions and behaviors. 

A good way to give your applicants a first-hand look at your company is to add employee testimonials on your careers page. This can be done with images or videos, depending on how much marketing support you have internally. 

How do you support your employees’ development and well-being? 

Firstly, businesses that can communicate the support they give their employees on both a professional and personal level take the lead when it comes to attracting talent. Think about the actions your company takes to help its employees. And, of course, bring these efforts to life throughout your application process. 

Here are examples of professional support that you may offer: 

• Employee-specific development plan 
• Learning and development offerings  
• Mentorship opportunities 
• Rotational Programs 

Here are examples of personal support that you may offer: 

• Well-being programs and incentives 
•  Flexible work program  
• Work-life balance benefits 
• Tuition / Student Loan assistant 

Benefits 

To remain competitive in today’s market you must offer smart benefits that are conducive to your future talent’s lifestyle. Many of these benefits are industry standard and expected by candidates, others not so much.

Having a mix of industry-standard benefits and ‘out-of-the-box ones is what will set your company apart from others. Don’t forget to display these benefits creatively, by listing the straightforward ones and highlighting the different ones! 

Industry Standard Benefits may include: 

• Health, Dental, vision insurance 
• Paid Time Off
• Work from home options 
• Paid Maternity/Paternity leave 

“Out-of-the-box” benefits may include: 

• Free gym membership / On-site gym 
• Free day-case services 
• Employee outings/team bonding events 
• Unlimited Vacation 

Development & Personal Benefits

Businesses that can communicate the support they give their employees on both a professional and personal level take the lead when it comes to attracting talent.

Think about the actions your company takes to help its employees. And also bring these efforts to life throughout your application process. 

Here are examples of professional support that you may offer: 

• Employee-specific development plan 
• Learning and development offerings  
• Mentorship opportunities 
• Rotational Programs 

Here are examples of personal support that you may offer: 

• Well-being programs and incentives 
•  Flexible work program  
• Work-life balance benefits 
• Tuition / Student Loan assistant 

Writing the perfect job description and improve your talent attraction strategy 

After that, the next step to this framework is to learn about the elements that make a job description your applicants won’t forget. 

The 5 main elements of an unforgettable job description 

1- Begin your description with a brief introduction:

By using 3-4 sentences, begin your job description by describing the position. And how it contributes to your company’s objective and mission.

2- When describing your job activities focus on purpose and impact: 

Use 5-7 bullet points to describe your position’s responsibilities and requirements in a way that is engaging to your candidate. The goal in this section of your description is to help applicants understand why these activities are important. And, clearly, how the role impacts the overall company mission. 

Here’s the magic formula to do this : 

Position Activity + Purpose 

Example: 

Instead of: Execute the strategic design for Europe teams  

Use: You’ll also build upon our company’s vision to conduct all of the strategic design efforts for our Europe teams. Expanding our mission to reach consumers worldwide. 

3- When describing job requirements, focus on cultural fit and improve your talent attraction strategy! 

Your job requirements should also be outlined in 5-7 bullet points. Be listed in a way that ties your candidate in with your company culture and workplace environment. 

Here’s the magic formula to do this : 

Position Requirement + Why your company needs this 

Example: 

Instead of: Leadership Experience 

Use: You have significant leadership, training, and management experience. With a design team that focuses on consumer products to delegate tasks appropriately and organize a design roadmap. 

4- List your benefits (yes, again!)

Then, even though you might have mentioned all the great benefits offered by your company on the careers page, on the other hand, many candidates may land on your job description without seeing anything beforehand. 

That’s why it’s important to make a list of all the benefits your company offers after you’ve outlined position requirements.  

5- End your description by convincing candidates that they’ll miss an amazing opportunity if they don’t apply! 

Your job description should end with a BAM! and leave your candidates excited about the job opportunity. Highlight your company culture, environment, and your future. In this closing conclusion, remind candidates what your mission is all about. 

Some companies use this moment to explain their recruitment process and align expectations with interested applicants. This is a great way to give candidates the transparency they deserve from the beginning of your process. And, of course, leave them engaged throughout the way. 

Spotify does an excellent job in doing this at the end of their job description and on their careers page. It’s worth taking a look and getting inspired. 

Using marketing tools to attract talent candidates 

To finish, the last tip is to invest in marketing tools to bring more visitors to the great careers page you’ve created. Wink wink!

Recruitment Marketing isn’t just used as a buzzword anymore. It’s an essential strategy to add to your talent attraction toolbox.

So, here are some important tips to get started in Recruitment Marketing:  

Make sure your ATS / Recruitment platform is posting your jobs on major job boards. Including on your company’s LinkedIn profile!

Create a referral program and other incentive programs with internal employees to fill positions.

 Integrate your recruitment platform with sourcing tools to also target passive candidates 

 Create nurture email campaigns for your talent pipelines

Finally, set a small budget aside for video creation, career page design/updates, job board sponsorships, and other action items. In fact, that will help you put this framework into action!  

We’re here to support you every step of the way! 

With so many blogs about talent attraction, we understand that it can be very overwhelming to decide which strategy is best for you.

Just remember that our team of specialists is here to help you by understanding your needs. In the same way, we can offer expert advice, tools or simply point you in the right direction. So you can reach your hiring goals. 

Want learn more? Reach out to our team! 

Follow us on LinkedIn and Instagram.  

O post 3 simple ways to transform your talent attraction strategy apareceu primeiro em Plooral Blog.

What is digital marketing?

To start our conversation, let’s understand what Digital Marketing is. Basically, we can define Digital Marketing as a set of information and actions that can be used to promote companies and products. In the recruitment market these are replaced by open reqs and your employer brand !

In total, there are six main elements of Digital Marketing that we need to understand. They are: 

How to add a sprinkle of digital marketing in your recruitment process

Search Engine Optimization (SEO): Contact your marketing team to understand how the company’s SEO is doing. Find out how well your company ranks and how easy it is to find your job page on the web. Because the better your SEO is, the easier it will be for candidates to find your job openings. Even though as a recruiter you may not have extensive marketing knowledge , it’s important to learn a bit more about SEO and  understand how it may  impact your job postings.

Pay Per Click Ads (PPC): This is your  time to shine! You can ask your marketing team for support and run targeted ads on top of your company’s open job opportunities. These campaigns can be run on Google, Linkedin, Instagram, job boards or anywhere else! This strategy usually brings a lot of visitors to your job opportunity. Plooral does offer this service to clients as well! 

Web Design: It is important to  understand that your company’s career page and website needs to be attractive, intuitive, and up-to-date, as it reflects your company’s essence and values to candidates. 

Content Marketing: You can create blogs, social media pieces, vídeos, TikToks (whatever floats your boat!) and otherimportant  content pieces that gives  insights into your brand, the company, day to day, your employees etc. Add achievements and differentials that can  attract your candidates from your competitors. Important: The more content you put on the web, the more your ranking in search results (SEO) will stand out, attracting both clients and applicants.

Social media marketing: Essential for promoting open job opportunities, sharing company brand  content, photos, and   to engage with potential candidates interested in joining your team. . 

Email Marketing: Have you ever thought of having a mini email marketing strategy to nurture interested candidates and engage with your talent pipeline? You can send company  newsletters, job opportunities and more. 

Most of these elements are quite simple to implement, however, it is very important to ask your marketing team to help you think of the best strategy to optimize and attract candidates in your process while using these marketing strategies!

If your job conversions are low and you need more applicants, here’s how we can help… 

Our team assists clients with two types of marketing services: Job Marketing Ads (Paid Media, PPC) and Linkedin Premium Job Marketing. 

Job Marketing Ads service: Our team of specialists analyze your job description and will create customized ads according to what you are looking for and want to attract. We also make sure that these ads are displayed in a segmented way, that is, to people who have the specific skills and abilities you’re after. 

Linkedin Premium Job Marketing: Our team sponsors your opportunities on the largest professional job board: Linkedin.  We guarantee that your job opportunity will be displayed to qualified professionals. Remember, Plooral already integrates your open positions with Linkedin automatically. These positions will appear in your company’s profile under “Jobs”, which is different from LinkedIn’s unique  job board!  

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It’s important to ask yourself a couple questions before investing. Is it really necessary to invest at this moment? What can you invest in?  

What about Recruitment?

Every company strives to become profitable one day, therefore eliminating unnecessary expenses is a mindset adopted by all teams within the business. 

Eliminating unnecessary expenses doesn’t always equivalent to letting employees go or changing the business model. It can be a strategy as simple as increasing work productivity in less time. Optimizing your team’s time means they can focus on the revenue generating projects and tasks that actually matter. 

So, let’s analyze a company’s recruitment process, from the time it takes to open a position to the moment of hiring.  

What some of the standard steps present in a selection process?

• Defining the candidate’s profile and position description/requirements;
• Job posting and marketing to attract the right candidates;
• Resume screening
• Candidate screening and evaluation;
• Scheduling interviews or quizzes/tests;
• Applying interviews and quizzes/tests;
• Candidate evaluation by the company’s team;
• Hiring.

What’s the reality today? 

Most companies still haven’t automated their recruiting process. Many companies for example, still receive resumes by email. 

Even if the company is organized and diligent with their emails, or has a team specifically dedicated for this task, it’s still an activity that demands a lot of time. Opening the email, downloading the pdf, organizing them in folders or Google Drive, classifying each email, getting in touch with the candidates, scheduling interviews/quizzes/tests, etc…).

How do you calculate your recruiting costs?

If companies open a job position,  they’ll share it in social media, job boards and invite candidates by email or with LinkedIn. How do you calculate how much time is being spent hiring a candidate for this position?

Let’s say it takes around 30 minutes to post a job and share it on social media.

So if a company received 300 resumes, but only analyzed 100, and it took only 30 seconds to evaluate one resume, you can take approximately one hour to review one third of candidates. 

Of the 100, you called only 8 which took 10 minutes each. However, you only applied a test with 5 of them. All the tests lasted for about 2 hours and 30 minutes.

 After reviewing the candidates and their tests, you schedule interviews with 4 of them lasting  4 hours in total. 

Out of these 4 candidates, only 2 of them advance to 1 hour in-person interviews with 3 different executives. There goes 6 more hours.   

Everything took about 21hrs, almost three full work days. 

How much time and money does a company spend with a manual recruiting process?

Let’s say that an HR Senior Recruiter and a Director were involved in this process. The Recruiter’s salary is approximately $70k and the Directors is US$90k per year. 

This means that their hourly rate is approximately $34 and $44. So in the end, the entire process costs approximately $1.638.

What changes will automation bring to my recruiting processes? 

In our next post we’ll dive deeply into all the benefits of using a recruiting platform will bring you!

 With Plooral you can automate every step of your recruiting process, spending less time (and money) with administrative and manual tasks! 

Use Plooral today!

O post How do you reduce recruitment costs? apareceu primeiro em Plooral Blog.

The world has become automated. From grocery store checkouts to voice command Amazon orders, it seems everyday life is becoming more machine than human.

In the world of recruiting, this is also very true. Chatbots, applicant tracking systems, automated messaging, online assessments, and video interviewing are just some of the technologies widely used these days. And they provide value by making the hiring process easier to manage, and in turn, make our lives a bit easier.

But, here comes the record scratch…does this also benefit candidates and your efforts to engage and hire them?

Probably not.

Just think about when you have to call a “helpline” of any sort. You go through the automated prompts (“press 1 for account issues, press 2 for support issues, etc.”) and start feeling your blood boil prompt after prompt. You are relentlessly pressing 0 to get to a real, live, human being you can talk to. This same frustration already exists within systems and tools for recruiting, and as automation continues to overtake the process, this frustration from candidates will only increase as they scream: “Can’t I just deal with a human being?!!”

Take a look at your social feeds after searching “recruiters.” Let’s just say it’s not good, and that a lot of what is really being said under all the frustration is one constant message: “Treat me like a human being!”

Case Study: Flexion’s Hiring Process

One such company doing this very well is Flexion Therapeutics (headquartered in Burlington, MA). As a small business ( about 300 employees), Flexion has to make itself stand out from the competition. Julie Green, vice president of human resources, says their efforts to be less robot and more human have helped them to do just that — and beat their competition and receive around 5,600 job applications annually. 

Here’s what they did to make this happen:

1. Defined who they were, what they stand for, and presented it honestly

“We put a lot of thought into defining our values and building our company culture, and we want candidates to know what we stand for,” says Julie. Because of that, they started sharing behind the scenes views of what life at Flexion is like on social media and via live conversations with their network:

Flexion Named 2018 BBJ Best Places to Work

They also added this video describing Flexion’s values to every external job description in order to give potential job applicants a better sense of what the company is all about:

Flexion = Best Place to Work!

In creating these videos, Flexion was careful to ensure that the employer brand they were putting out there was an honest depiction of what it’s like to work at Flexion. “It’s important that the employment brand match the actual culture,” says Julie. “The worst-case scenario is that a company creates a false impression that doesn’t align with reality.”

2. Created more personal responses for every single job application

As the candidate continues to progress through the process, their communications become much more frequent and personal. “We want them to know we appreciate the fact that they are choosing to spend time learning more about us,” says Julie. “There are many companies out there, and I know we can’t take that for granted.”

3. Began reaching out to candidates proactively throughout the process and providing personal contact info

The Flexion interview process focuses on the human aspects of hiring, keeping the candidate’s experience in mind throughout.

“I tell candidates right up front that we will be there with them throughout the process,” says Julie. “I’ve been in their shoes and wondered, ‘It’s only been 3 days…do I call?’ I don’t ever want candidates to feel that way. I tell them if they have a question or want to know what’s going on to call me or email me anytime. And I mean it. We’re not perfect, but we try to keep them informed at each step of the process.”

4. Took the time to make rejections more thoughtful and useful

The HR team at Flexion takes time to consider how they should interact with candidates every step of the process, and not just the successful candidates. They think about the tone and type of information they would want to receive if they were on the receiving end of a rejection letter.

“Whenever possible, I try to share specifics with people so they understand why we went in a different direction,” says Julie. “I take the time to be more personal, because it’s the golden rule — treat others how you want to be treated.”

Final thoughts: Making the effort to be more human has paid off for Flexion

“The results have been incredible,” says Julie. “I immediately saw my network explode. I was connected to more people, and more people learned what an amazing company Flexion really is. We saw our direct applications to our website go from 9% to almost 40% in less than a year. This is real ROI.”

A lot of companies forget that a big (and vital) part of their “employer brand” is the candidate experience. I don’t care how great your content is or how amazing your careers site is, if the candidate’s experience doesn’t match the messaging, you will lose 100% of the time — and that’s a fact.

No one wants to be treated as a “transaction” — especially when it’s someone’s career we are dealing with. Flexion has benefited greatly from its human-centric approach, especially in a job market where that is getting exceedingly rare. Taking the time to be human can impact your recruiting and help you win.

With Plooral you can enjoy the best of both worlds! We automate every step of the process so you can spend your time creating memorable, human experiences, with your candidates, rather than spending it analyzing a piece of paper. Try it for yourself!

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Imagine you’ve just spent months recruiting the perfect candidate. Their first day finally arrives … but they don’t. You’ve been ghosted. In case you’re not sure what “ghosting” means, Urban Dictionary has the answer:

And while it may sound like something that’s only relevant for dating or friendships, ghosting has crept into the employer/employee relationship as well. Companies across the United States are noticing promising candidates vanishing and employees walking out and never coming back. And this phenomenon is on the rise.

In the current talent market, candidates can afford to be picky about the opportunities they pursue, which means more work for you to make sure they show up on day one and stick around. 

But you needn’t be spooked by ghosts. To keep candidates engaged and interested at every stage of the hiring process, here are a few simple steps you can take:

1. The application process: keep candidates informed about where they stand to improve their experience

For candidates actively looking for a new job, there’s no shortage of opportunities out there right now. So if candidates apply to your company and don’t hear anything for weeks or months, chances are they’ll simply give up and look elsewhere.

Keeping candidates in the loop can be time-consuming, especially when you’ve got a lot of people to get back to. Luckily, you don’t have to write every response manually if you have an ATS. Sending automatic responses through your ATS is a simple fix to the application black hole. Even a short message lets candidates know their application has been received and you’re on the case. If possible, give them a rough time frame for the review process, inform them about next steps, and notify them if their application wasn’t successful. Even bad news is better than no news at all.

2. The initial outreach: if a candidate goes quiet, send a friendly, nonsalesy follow-up

If you’ve been courting a candidate through LinkedIn or email, you may be disappointed if, out of the blue, they stop replying. But don’t let their silence discourage you. The best candidates are fielding a lot of messages from recruiters, so it’s possible they’re swamped and they’ve just forgotten to respond.

Give them a reason to remember you. Sending a quick follow-up message never hurts, especially if it sounds friendly and organic. This isn’t the time for a pushy sales pitch.

3. The interview stage: shift the conversation from the company to the candidate’s goals

The interview is your best opportunity to find out if the candidate is a good fit for the role. But it’s also a chance for the candidate to decide if the role and company are a good fit for them. If they don’t have a feeling for that by the time you show them out, they may be less open to considering an offer.

By making your interviews less about the company’s goals and more about the candidate’s personal and professional development, you’re showing that you’re invested in their future. In turn, they’ll be more invested in your company, reducing the likelihood that they’ll leave the interview and never be heard from again.

4. The offer phase: establish a clear timeline to let candidates know when they’ll hear back from you

When the final interview is over, you’re faced with the task of choosing the best fit. After all that effort, this would be the worst time for your top candidate to ghost you.

The best way to avoid it is simple. Don’t ghost them first.

Establishing a clear timeline is vital at this stage. If you plan to have a final answer for your candidates within five days, tell them that immediately after the interview and then stay true to your word. If they’re invested in the role and know when they’ll hear back from you, they’re less likely to accept another offer first.

Candidates will appreciate knowing that you haven’t forgotten about them. If you just go silent, on the other hand, you can’t be surprised when candidates respond in kind when you finally reach out with an offer.

5. The first day and beyond: ensure your employer brand delivers on its promise

People sometimes ghost on jobs because it’s easier than having an awkward conversation about a change of heart. And often those second thoughts arise because the job or company didn’t live up to the expectations of the new hire.

Be honest about possible downsides of the job and tell candidates how your company is striving to improve. If your employer brand is transparent and accurate, your new hire will certainly be excited for their first day — and probably for most of the days that follow.

Ghosting goes both ways: keep candidates as informed as you want to be

Communication is a two-way street. While you’d never intentionally ghost a candidate, it is easy to do inadvertently when you’re busy. The more you communicate with candidates, the more they’ll communicate with you.

With Plooral you can keep an open channel of communication through our Email Campaigns and Direct Messages! The candidate receives and can keep track of everything through our Plooral App, making the communication instant and direct!

You can use these and many other advantages by including Plooral in your Recruiting Process. Facilitate and streamline your recruiting process!

O post Are your candidates not showing up? apareceu primeiro em Plooral Blog.

Marketing teams create engaging content with thoughtful messages in efforts to attract more customers. Recruiters should create engaging content with thoughtful messages in efforts to attract more candidates. 

Taking a digital marketing course will allow you to think of your recruitment function with the mindset of a marketer. It will allow you to trash the bad ideas faster, and double down on your good ideas.

Here are somethings you’ll be able to do better by learning the fundamentals of a digital marketing course. 

Candidate Journey

Marketers map out the customer’s journey to understand and improve their experience with the brand. Applied to recruitment, this can be a very effective way to understand your candidates better. That is, understanding how they hear about the company and how many times they interact with a brand before they complete the CTA (Call To Action). Candidates are doing a lot of research on companies before they actually take the time to apply. You need to think about how they are going to interact with your content, where they are interacting with it and ultimately how you’re going to convince them that you are worth their time. 

Storytelling 

Candidates aren’t reading your three-page job description. They are probably not watching all 10 minutes of that culture video either. Storytelling is so important in marketing. It’s equally as important when hiring. To tell your story effectively you’ll first need to figure out your Employee Value Proposition (EVP). You need to know what resonates with candidates and employees. Bringing someone into your company that specializes in this could be helpful, but if you don’t have the budget or resources you can take this project on yourself.

Landing Pages

When Marketing creates an advertisement for a product it doesn’t link to the homepage of their website, it directs to a landing page. The landing page is filled with very specific and targeted information designed to convince and convert the visitor to become a customer. These are separate pages on your career site that give specific information about a department, role, or even a location or committee/group. Before you go paying for ads on Facebook or LinkedIn, make sure you have the perfect place to drive that traffic.

Call To Action 

If you have a desired outcome then you need to have a clear call-to-action. If you want them to apply for a job, make sure it’s in the copy, with a link that brings them right to the application.  If you want them to join a talent community then don’t ask them to follow you on LinkedIn or Glassdoor, don’t ask them to apply, just give them the talent community form. 

Communication Channel

It’s mandatory to study and get to know your candidate’s profile, and part of this is identifying which communication channels are being used by most of them. Each channel has their own specific audience.

Our day-to-day is mostly digital, we go from app to app in the blink of an eye. That’s why, when creating your marketing strategy,  place all your bets in a single social media platform – or decide on the one you THINK is the most used.

To effectively make this decision, you have to run tests and analyze their results. Before this, there are essential questions to ask about your platform options:

What is the age range of Pinterest users? And of Facebook? Where are my competitors present? Do I have any competitors on Twitter? How are their interactions with their audience?

This is just the beginning! Have you ever heard of Recruitment Marketing? We published a piece on it recently, you can check it out and discover more reasons as to why you should start applying marketing strategies into your recruitment processes.

“Ok, but can Plooral help me with my marketing activities?”

Of course! We have tools to help you showcase your company’s brand and value. Our job board and platform is much more than a  “send us your resume and pray for an answer” option. Plooral lets your candidates know exactly what your company is all about, where they are in their application process and what expectations are required from them in their new position from the beginning.

Learn more about Plooral and explore your endless possibilities.

O post Recruiters need to learn about Digital Marketing? apareceu primeiro em Plooral Blog.

You probably know about customer experience and how it plays an important role in business growth. However, have you ever wondered how employee engagement affects client experience?

To ensure your team’s high performance and keep them committed to your company’s goals, it’s highly important to create an engaging and positive atmosphere for your employees.  Paying attention to how you give your employees this type of experience, this is a way to increase the quality of your business and services.

In this post you will understand more about employee experience and learn some tips on how to apply this strategy in your business.

• What is Employee Experience?

Employee Experience has a similar concept to Customer Experience. While CX focuses on providing memorable experiences to the consumer, EX takes a look inside your company and focuses on your employees.

Mainly, employee experience is based on the activities that happen throughout your employee’s journey inside your company. Its main goal is to create a better, more positive work environment that is optimal for professional growth.

• So what’s important about this strategy?

Your employee is the most important asset your company has. After all, the success of a business is a reflection of the work employees put into it.

That’s why a good employee experience has immediate and direct impact on your company results.

Some advantages of investing in employee experience:

• More input and participation from your employees;
• Favors Talent Attraction and Retention;
• Assists with the Onboarding Process;
• Improves Organizational Climate;
• Reduces the “discouragement” mood between workers;
• Boosts your workers productivity.

How to improve Employee Experience?

The idea is similar to Customer Experience. Just as you should know your customer very well to offer them tailored solutions, you should also get to know your employees if you wish to provide them a comfortable and ideal work environment, that matches their needs.

So, how to start? The first step is to run a study on the climate in your company and identify the factors that might be affecting its harmony. This can be made with internal company surveys or with the help of third party consultants. 

To improve employee experience successfully, it’s necessary to go beyond creating the trendy laid-back work environment that has become so popular today.  To achieve positive employee experience it’s important to pay attention to autonomy, recognition, training and development for personal and professional growth.

• Offer a nurturing and appreciative work environment

Salary isn’t the only indicator a candidate takes into consideration when choosing a company to work for. Nowadays, many candidates search for companies that value human capital and offer growth and developmental opportunities. Most employees leave companies when they’ve stopped learning, growing, lose purpose or stop being incentivized within their workplace.  

Creating a career plan, investing in partnerships with educational institutions and in strategies that benefit your employee, are all helpful tools that keep them happy and engaged.  In doing so, your employees will hone their skills, take more responsibilities in your company, and consequently contribute efficiently to your business, bringing positive results.  

Offering a Home Office workspace is another way to improve your employee’s experience. It allows your employees to have a more balanced personal and professional life, creating a tendency for more happiness and commitment in their job.

• Align your strategies between Employee Experience and Customer Experience (CX)

A business that sells technology, but provides inferior equipment to their employees seems a bit contradictory, right?

Your employees need to be the first to understand and experience your company’s values. This strengthens your company culture and brand Identity. For this reason, it’s essential to keep your strategies aligned making sure your employees also have a unique and special experience in their work space. 

• Think about the Employer’s Journey

The employer’s journey starts before they even join your company. The early interactions they have with your organization in the job seeking stage, the company presentation and in their hiring process are all a part of employee experience.

For this reason, your strategies need to encompass: the hiring process, the onboarding process, training programs, personal development and even the termination process.

After termination, what will an ex-employee say about their time in your company? Asking for  feedback before they leave is a great way to gather important information that can eventually turn into strategies to reduce employee turnover.

Employee Experience is a strategy used  to improve your employee’s experience during their time in your company. By having a visionary leader, professional growth and a laid-back and organized work environment you can make your employees more productive and start bringing new and improved results into your business.

Access Plooral!

O post Have you ever stopped to think about your employee’s experience? apareceu primeiro em Plooral Blog.

Does your HR lack technology?

Making use of technology is fundamental in today’s world, no matter what business you’re in. In the Human Resources sector, it’s almost a requirement in order to have a more strategic process and gain optimized results. However, the adoption of new  technologies is something most companies don’t pay attention to.

A recent research about the use of technology in HR with 2.618 participants – 68% from the Human Resources sector,  and the rest from IT, administration, sales, customer service – showed that 86% of professionals believe Human Resources is one of the most strategic industries. 96% of these participants believe that technology is either indispensable or a very important aspect to a successful recruitment process.

It  seems though, that companies are still not ready for this “tech change”. 52% answered that the companies they work for use very little automation; 18% say that they are not automated at all and only 29% embrace automation.

95% affirmed that Human Resources  lacks specific technologies for it’s area, meaning that they are aware of the necessity of technological growth within this industry.

Social Media

Social media still plays an important role in the recruitment process, according to this survey: 56% of companies use LinkedIn and 26% use Facebook to market their open positions and attract candidates.

A candidate’s profile on their social media page isn’t taken into account when they’re being recruiting, the resume, on the other hand,  is the main piece of information being analyzed according to 77% of the interviewed.

But how much trust  can we put in a resume? Could candidates possibly showcase their true potential through a piece of paper?

How can we invest in technology without giving up the human aspect of recruiting, or the use of social media?

Plooral has the technology your HR team needs to become even more efficient when recruiting, without losing touch with interpersonal relationships or giving up your companies core values.

With tools developed for your HR’s strategy and your team, Plooral works as a funnel, discarding candidates that are not qualified for your open positions. At the same time, it delivers candidates who meet your businesses’ expectations.

Plooral is an end-to-end platform, and that’s why it fits into so many categories:

• ATS (Application Tracking System);
• Job Board;
• Candidate Database;
• Job Position Marketing;
• Company brand strengthening;
• Exclusive App for direct communication with candidates;
• Tests and Questionnaires;
• Video Interview;
• Team evaluation;
• With many more useful features not stated above.

Technology can look scary and it may seem like a high cost investment for some companies, but not with Plooral. By paying $1 per candidate that is able to finish your application process, you can make use of all our tools. Without monthly fees, no implementation and with a pay-as-you-go system – Plooral  gives you more control of your processes.

Your cost is $1 per candidate that is able to complete  your customized application process. If they don’t finish it, you pay nothing.

An automated recruiting process, but with you in charge.

Take a look at Plooral

O post Is your HR missing technology? apareceu primeiro em Plooral Blog.

Everyone talks about the difference between passive and active job seekers. Passive job seekers are people who are not actively looking for jobs, but would be willing to accept a better offer. Remember, a better offer doesn’t necessarily mean more money. Often times, better offers include ability to learn and grow, flexibility and ability to innovate.

That can be flexible working time, education, opportunities to grow, benefits, cool projects, and many other. That being said, not being able to offer more money, doesn’t always justify your inability to hire best people.

But what does this stat mean for the world of Talent Acquisition?

Unlike passive job seekers, active ones constantly look for new opportunities. The only three possible reasons for that are: being jobless, hating their current job or just liking to change jobs often. Would you want to hire someone with these characteristics rather than someone who is successful, happy and rewarded at their current job?

So let’s take, as an example, the simplest and one of the oldest ways of recruiting.  This method is called “Post & pray” method with which you post a job to job boards and wait for candidates to apply. Which group of candidates, do you think, you reach with these job ads? Passive or active job seekers?

So the reason why this HR statistics is so important is because HR professionals need to understand that old recruiting methods mostly focus on active job seekers. Newer recruiting strategies such as Recruitment Marketing and Inbound Recruiting focus on attracting passive job seekers.

Top candidates are gone within 10 days!

According to research, top candidates stay available on the market for 10 days only. This is one of the HR statistics because of which Candidate Experience and Candidate Engagement emerged as innovative talent attraction strategies.

Being able to engage candidates prior to job opening gives you a huge competitive advantage. This way you can build relationship with candidates, fasten and ease the application process and deliver better candidate experience.

Take this statistic and think about what can you do to fasten your recruitment and selection process and improve candidate experience:

• Do you use an ATS to streamline and fasten your recruiting process?
• 3 simple rules to keep in mind when writing a job title
• How do you qualify your candidates efficiently?
• How beneficial is an efficient recruiting process?
• 3 Assessment Tests Candidates Can Take & How They’ll Help Your Company Grow

These are just a few examples of how you can engage candidates, provide exceptional candidate experience, build great talent pools and fasten your recruiting process.

Access Plooral to improve you recruitment process:

O post HR statistics for recruitment process apareceu primeiro em Plooral Blog.