Hiring the right people for your team is a big challenge. This process, many times managed manually, can become extremely complicated. Without the right tools in hand, opening and closing a position can take days – or even weeks – of hard work. That’s where an Applicant Tracking System comes in. This software optimizes your hiring process by helping you automate tasks and screen candidates efficiently. 

In this article, we’ll learn more about ATSs: 

• What is an Applicant Tracking System?
• How does an ATS work?
• Benefits of applicant tracking systems
• How to choose the best ATS?
• Why is Plooral the best ATS platform?

​​What is an Applicant Tracking System?

ATS is a software that offers all the features your company needs to manage its entire hiring process. 

Applicant Tracking Systems are similar to a CRM (Customer Relationship Management) system, but it is tailored for HR teams and their recruiting needs. With an ATS, your team can consolidate all company hiring processes and applicant information in one place.  

How does an ATS work?

You will use your ATS in all the stages of your hiring process, from the moment you need to open a position to the moment you’ve hired your candidate. 

Many ATSs today will automatically publish your open positions on job boards or other sourcing channels as a way to attract more candidates to your jobs.  

When candidates apply to a position with your company, your ATS will most likely give you the opportunity to set a few qualification questions for your applicants to answer as they attach their resume. 

Once they apply and send in their resume, they will appear in your recruitment funnel. Your ATS will come into play in this phase of your hiring process as well.  Many ATS’s offer features that allow you to filter and screen candidates,  conduct interviews, apply tests and collaborate with your hiring team, within your application funnel.    

Applicant Tracking System – Benefits 

Investing in the right Applicant Tracking System (ATS) can give your team major benefits, such as automating your hiring processes and helping you find qualified candidates in less time. Many growing businesses are still hesitant to invest in these types of technologies, specifically for their recruitment needs.       

However, regardless of the number of positions you open a month or the size of your team, Applicant Tracking Systems can still bring amazing results to your hiring strategy and process. 

1. Helps increase team productivity

ATS’s help reduce, if not eliminate, manual operations, which can replaced by automated features. This allows your team more time to dedicate their brain power to other important tasks!  

2. Improves internal and external communication 

Most Applicant Tracking Systems integrate with your inbox, allowing you to communicate directly with candidates through your account. With Plooral, you can also speak to team members and hiring managers directly through the platform, tagging them in tasks or to view candidate resumes. We provide an email template feature and automatic communication triggers to promote end to end seamless communication strategies. 

3. Streamlines processes and gathers key analytics 

One of the main benefits ATSs provide is the ability to organize all of your open positions, candidates and processes in one place. You’ll be able to track key indicators and metrics that give you valuable insights on what’s working and what isn’t! 

The best way to understand how an Applicant Tracking System can help your team is by talking to other businesses who use these tools. 

    4. Speeds up your hiring process

 Applicant Tracking Systems offers features that automate your workflow and day to day tasks. It also provides intelligent filters to find qualified candidates easily in your funnel, ultimately speeding up your hiring process. 

How to choose an ATS thats right for your company?

Now that you know the importance of having an ATS, you need to decide which one out of the thousands that exist, is right for YOUR company! 

It’s  important to choose a system that meets your needs, gives you a good ROI and fits your budget. 

Don’t forget about candidate experience when choosing an Applicant Tracking System. It’s important that you provide applicants with a humanized process and you’re able to give everyone a fair chance to be screened and evaluated. 

It’s important to ask yourself the following questions when looking for an ATS: 

• How personalized do you want your recruitment process to be? 
• What does the candidate journey look like? 
• Do you want to automatically eliminate candidates without screening them first? 
• How many job portals would you like your ATS to connect to? 
• Which tasks do you need to automate? 
• Do your managers need to be involved in your recruitment process? Do they need different permissions? 
• Would you like to apply tests or ask your candidates questions? 

What makes Plooral stand out from other ATSs? 

Plooral is a modern and intuitive applicant tracking system that not only streamlines your recruitment process from beginning to end, but also delivers a fantastic candidate experience to your applicants. Count on Plooral to automate your workflow, involve your entire team, help you attract and screen candidates efficiently and much more. Plooral is very simple to navigate and use on a daily basis, offering  powerful features that allow you to make the most of your recruitment process. 

Plooral features include:

• Automatic job board integrations 
• Schedule and conduct online interviews 
• Collaborate with your entire team 
• Promote your company benefits and culture through vídeos 
• Track KPIs and Indicators
• Create and manage  talent pipelines
• KanBan board to organize processes 
• Apply screening and search filters 
• Apply assessment tests and video interviews 

And much more! 

Here’s what our clients had to say about Plooral in our newest survey: 

If you like what you see, speak to one of our team members!

Finding the right ATS for your organization  can be a difficult task! After you understand exactly what needs to be met in your hiring process, speak to other recruiters in your network and learn what ATSs have worked for them! Schedule demos and make sure to have at least three options to choose from when making your final decision!

O post What is an Applicant Tracking System? apareceu primeiro em Plooral Blog.

Top 3 reasons why building a communication strategy for hiring is essential today:

Talent market competitiveness: Companies today are  investing their focus on end-to-end candidate experience during the recruitment process, because in the competitive talent market that exists today, these humanized and personable actions make all the difference. Communication strategy plays a big role in this candidate-centric journey. 

Humanization is here to stay: With the growth of artificial intelligence and other  recruiting technologies, the need to humanize these overly “robotic” processes has also grown.  

Time to fill is decreasing:  Time to fill indicators have been decreasing for recruiters over the past year, as competition in the market grows. Communication strategies play an important role in helping you convert candidates through your hiring funnel in less time. If a candidate goes days without hearing back from  you, they will most likely join a competing company that offers faster turnarounds.   

In addition to the important points above, there’s more  data that shows how the lack of effective and humanized communication strategies can even harm your employer brand: 

• More than 84% of candidates expect to hear feedback at the beginning of the application  process 

• 72% of applicants  share their recruiting experiences with   the public – friends, family, or through social networks. 

•  84% of candidates believe that a negative application process experience directly affects the company’s reputation. 

Why do some many HR teams fail to create an effective communication strategy for their candidates?

The three main factors that hinder companies from having a good communication strategy with applicants are: Volume, Overload, Tasks and Time. The lack of balance between these three variants ends up generating an overload of roadblocks that results in poor communication with candidates. 

Volume: The high volume of candidates for a position ends up consuming a lot of the team’s time and requiring more work from the recruiter.

Overload: Without smart automations, the high volume can end up overloading the team, which needs to perform their tasks manually.

Tasks: Manual tasks with high volume applications are factors that can influence your process in a negative way.

Time: All these factors combined results in stretching your team out, ultimately affecting the implementation of an efficient and humanized communication strategy with your candidates.

All these issues stem from a lack of adoption in automation and innovative technologies that help your hiring process. At Plooral, we solve the communication strategy problem by providing innovative and automated features that streamline recruiting from beginning to end, while keeping it as humanized as possible for candidates. 

What do candidates expect from companies in a recruiting process?

Communication and feedback! Candidates today expect personable messages from recruiters once they begin an application process.  Communicating each stage of your hiring process, providing pre-established timelines of what is going to happen in the next weeks,  and establishing a real-time notification system, are different ways to approach the candidate with transparency, and cause a positive impact in their overall application experience. 

These communication strategies will also leverage your employer brand, increasing your popularity amongst great talent in the market.  

So how do you put together an awesome communication strategy? 

Plan which stages in your hiring funnel you should reach out to candidates: With Plooral, this whole process is automated! Just drag the candidate to their application stage  and a personalized message can be sent to them automatically. 

Plan on the type of updates you’d like to give your candidates: This may include application status changes, interview scheduling, feedback on hiring manager’s timelines etc.  

Maintain personable and uniform communication styles amongst all hiring teams: Make sure everyone who has direct contact with candidates maintains their messages as uniform and personable as possible. Don’t forget, personable does not mean unprofessional! Personal messages must include the candidate’s first or last name and unique  information regarding their application process.  

Disqualified candidates shouldn’t be left out:  Rejection messages should come with feedback on why the applicant wasn’t a great fit for the position. Make it extra special by adding  tips on how they can improve for next time. Always keep your doors open! 

Treat your candidates as clients!

Keep a client-focused mindset when it comes to communicating with candidates.  Your applicants deserve the same kind of respect, understanding and empathy that a paying client in your company receives. This means, keep consistency, efficiency and kindness in your communication strategies. 

Be available to  your candidates!

Candidates want to be recognized and heard and may have many questions for you while they go through your company’s application process. This is why it’s important to have an open and direct communication channel for your applicants. With Plooral, you can manage your own candidate inbox directly on the platform, or have it shared with your corporate inbox, making it easier to reply to and organize messages. In the platform you can also see when candidates have received, read or not read your messages, making messaging as transparent as possible.  

Lastly, don’t forget to keep your communication consistent with candidates!  

• Investigate what is and isn’t working in your communication strategy and what may be negatively impacting  your candidate’s experience. 
• Ask candidates for feedback during or after their application  process so that you can always improve your hiring strategies based on  your candidates’ experience.
• Use similar patterns and tones to create  message templates.  With Plooral, you can create unlimited message templates and activate them to different stages in your hiring funnel. 

How we can help: 

With Plooral, you can create automatic message templates, add communication triggers, tag hiring managers, manage your own inbox, organize all of your communications with our KanBan view and more! Contact one of our specialists to learn more about how we can help you build your own communication strategy. 

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O post How to create an effective communication strategy for your candidates apareceu primeiro em Plooral Blog.

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!

O post How to make your hiring process more human apareceu primeiro em Plooral Blog.

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.

Listing a job position may be one of the key factors in your hiring process. It’s where you will describe everything the candidate needs to know about your job, and whether he fits your profile or not. This is where you can “convince” them to apply, because after all, without candidates, there is no one to hire.

So how do you find the perfect candidate? Let’s start with the easiest one, or at least it should be, right? Check out these tips:

• Job Title

By looking at the title, candidates will decide if they open your listing or not, to then check the description and then determine if their interested.

How to avoid curious candidates from applying? 

Be straight to the point and use short titles. The description comes after the title, so don’t worry about the details just yet… Also try to avoid superficial titles, or titles that are not clear for the position.

Want an example? Take a look:

Wrong: Editor/Reporter for Newspaper and Website

Correct: Editor

Wrong:Performance Analyst III

Correct: Senior PHP Developer

• Job Description

What do you need to do to describe a position? Only what is necessary! It’s crucial to instigate your candidate’s interest, so they can finish your entire hiring process, but it’s also important to expose them to your company right away.

Make it more than just a job listing, the candidate is your client now.

1.  Be brief:

Be brief while explaining the position tasks, however don’t take too long explaining, otherwise your candidates will apply without reading them, or will get scared with the amount of responsibilities.

       2. Be honest:

Don’t try to disguise your listing, the only way you can guarantee you’ll hire your ideal candidate is by being honest with him.

Wrong: Likes to work hard

Correct: Might have to travel for work

• What’s a requirement or not?

1. Requirements you can ask: These are the most important characteristics you need from your candidates. Be aware of requirements that are discriminatory and illegal to list down such as gender, age, race, religion, disability, sexual preference, political opinion, nationality, social class, or credit scores.
2. Requirements are just the first screening filters: They are the minimal acceptable responsibilities needed to effectively fill out a position. It shouldn’t be the description of the perfect candidate. At this point you’re not trying to decide who to hire, but defining the basic skills needed to proceed with the application process.
3. Candidate personality: Personalities aren’t quite a requisite: It’s very common to come across requirements that list a type of personality needed. Example “Required to be a positive and outgoing professional.” These types of requirements tell your applicants what type of person your company is looking for, but it doesn’t mean that if they’re not outgoing they won’t be a qualified match for the position. Be careful about accidentally eliminating qualified candidates based on personality traits or other ‘non-essential’ requirements.
4. Don’t create unrealistic requirements: Avoid listing unrealistic skills or experience. Example: A Java Developer who is fluent in 5 languages, has a masters in Programming, has more than 10 years of experience in the industry, that knows how to manage finances, volunteers on the side and plays the piano – probably isn’t a profile that’s as easy to find. Also, make sure your requirements make sense together. If you’re looking for someone for an entry level position, don’t require your candidates to have 10+ years of experience to apply for the job.

A quiz for your candidate?

What if you have a more skilled job position and need a more thorough hiring process?

That’s not a problem when using Plooral. With our platform, you can apply tests for your candidates and evaluate their soft & hard skills. You can even apply questionnaires and quizzes, this way you optimize your time and filter your candidates more effectively. You also discard the unqualified ones, or those who don’t have the abilities or experience necessary for the job.

Our platform also offers a candidate video-presentation step for the application process. This way you learn things about them that wouldn’t be possible learning with only a resumé.

• Company

What about marketing your company? The candidates are definitely going to “Google” you, after all, no one decides to work for a company that they know nothing about or that they might not have heard of.

Expose your brand:

This is the perfect opportunity to show your candidates that your company is unique and to share some of it’s values and culture. Demonstrate why your candidates must choose you instead of the competition.

What makes your company stand out? Prove it!

Where? How?

With Plooral it can be easy, fast and even fun! Check it out!

O post How to create the perfect position for the perfect candidate? apareceu primeiro em Plooral Blog.