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.

We list below the 3 most used and effective tests in identifying talent that can easily be adapted in your work environment and company culture!

Behavioral Tests

What it tests: Behavioral tests are created to give deep and predictable insights on how candidates can behave, react or what drives a candidate to do something specific in given situations. These tests are created to determine the compatibility between candidates and companies or to analyze how a candidate would operate under a certain set of circumstances.

How it helps the company: Behavioral tests ultimately help you as a recruiter identify which candidates would make a better cultural fit within a company, or points out which candidates demonstrate potential in roles that require high levels of concentration and drive. Behavioral tests also prove to be effective for companies that value internal and external relationship building or global businesses that seek open-minded, flexible candidates. Hiring candidates with gratifying behavioral test scores improve overall collaboration, communication, and unity amongst teams.

Skills Tests

What it tests: It’s no surprise that skills tests are ultimately given to test a candidate’s skills for a specific role or job requirement. Remembering from our previous post that mastering these specific skills are a must not only for today but especially for the future with the rise of technology. Skills tests not only offers your HR team a glimpse into candidate’s weaknesses and strengths, but also helps you determine how much training needs to be done so the candidate can successfully manage their job duties.

How it helps the company: If candidates are tested for their skills before landing a job, this will naturally help businesses decrease the costs involved in hiring, training and interviewing candidates. Hiring an unqualified candidate who needs further training or who will not perform the necessary skills required to excel in the position will only amount to preventable costs associated with unsuccessful hires.  

Cognitive Tests

What it tests: Cognitive tests will take a deeper dive in assessing a candidate’s ability to problem solve, reason, memorize and perceive situations when facing certain circumstances. It also indicates a candidate’s capability to grasp new concepts in the workplace and adapt quickly to changes within a fast-paced environment. Cognitive tests can ultimately point out which candidates will learn and understand better than others, and which ones have a higher chance of successfully working independently if needed.  

How it helps the company: According to the Predictive Index, psychologists highlight that finding and choosing a candidate with cognitive abilities that efficiently match with the job, is the single strongest predictor of job success and performance across all job levels and industries. The candidates who score highly in these tests will be strong team players who will most definitely contribute to a company’s growth and overall success.

Elaborate questionnaires according to the qualifications you are looking for in your candidates, and let Plooral evaluate and take care of the results. Flexible, customized to your liking, and with tools available to make your candidate’s experience more complete. We make it your very own test!

In conclusion,

There are many different types of assessment tests that you can give your candidates to further analyze the most important parts of their personality, abilities, skills, weaknesses, and strengths. Other tests not mentioned here are emotional intelligence tests, job-specific tests, simulation tests and more!

There are many possibilities. Use your creativity and let tools, like Plooral, help you along the way.

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Thanks to companies like LinkedIn, who study recruiting trends day and night, you can be constantly provided with the insights needed to modify your current companies’ processes, so they’re up to par with the rest of the world and have them be adjusted to your specific business needs to stay ahead of the game.

Below are the 3 most important trends you need to adopt to win the race:

1) More Diversity equates to more growth 

In today’s fast-paced globalized and diversified world,  gender, racial, ethnic and generational diversity in the workplace is mattering more than ever. Not only does it matter, according to Forbes, regulations have already been implemented that enforce more diversification in the workplace.  Talent professionals from all over the world are following these rules: 78% of hiring managers have said that diversity is the top trend impacting how they hire.

But there’s more to this story than following the rule book. Studies have shown that diverse teams bring an increase in productivity, innovation, and engagement to companies, resulting in an overall improvement in company culture and financial performance. So why don’t all companies diversify? Simply because, as hard as it is to find diversity, it’s hard to keep diversity. The solution has proven successful so far has been giving a voice to current diverse employees through Employee Resource Groups and most importantly giving CEO’s and other executive teams a lesson on the relevance of diversity, resulting in how they present their company missions and overall goals.

Some recruitment apps on the market have already adapted to this trend… such as Plooral.

Plooral can stimulate diversity and contribute to the growth of your company. Through your own customized assessment test you can create questions regarding diversity (for example) and filter candidates during your selection process based on their answers. This way you will have a big picture view of all the diverse candidates applying for your position!

2) Technology Tools, use them to your advantage

I’m sure you’ve heard of Artificial Intelligence or in other words A.I. But what the majority of recruiters and HR teams alike don’t know, is how A.I, along with a set of innovative tech tools, can not only make recruiting fun – but improve a recruiter’s chances of finding more qualified candidates in less time.

Don’t believe me? According to Social Talent’s Global Recruiting Survey, artificial technology, and other technologies have increased recruiter’s productivity by taking care of the tedious (but important) work such as: sourcing qualified candidates, filtering and matching up candidate skills, screening candidate’s before you even meet them, nurturing candidates and much more.

By completing these tasks in an efficient, accelerated and transparent way, recruiters have more time for what matters: building relationships, probing beyond the resumé, examining interpersonal skills and matching the right compensation to the candidate. But always find room for your creativity and start using A.I and tech tools for more than just the tedious tasks. Companies are interested more than ever in how a candidate can grow the company, and not just within their own role.

Qualifications attributed to decision making, problem-solving, curiosity, and emotional intelligence, are highly sought after, and with the help of technology, easy to recognize. Embrace A.I and tech tools, they’re here to help you.  

3) Spicing up your Interview Process

Confirmation bias is the current hairy monster all recruiters and companies want to fight against today. In summary, Confirmation Bias is “[…]  a tendency to search for, or interpret information in a way that confirms one’s preconceptions –  leading to statistical errors.” The bad news is that confirmation bias along with statistical errors were ever-so-present in our former traditional interview models. The good news is, we’re reinventing the system and getting our stats right.

By running away from traditional interview models and ultimately embracing new methodologies to evaluate candidate’s soft skills, weaknesses, problem-solving traits and a variety of other skill sets, HR managers can worry less about existing biases and lean more on the true numbers.

According to LinkedIn’s 2018 trend report the 5 techniques being embraced by hiring managers all over the world have been: online soft skills assessments, job auditions, casual interviews, virtual reality, and video interviews. These techniques not only showcase the candidates’ skills in a fair and unbiased way, but they also add fun to the candidate’s interview process and increase the chances of finding a qualified candidate in a pool of thousands.

An upcoming star example of a company using one of these trendy techniques is Citi Bank who has abandoned the old tactic of evaluating candidates by their college GPA’s,  and has instead adopted a 20-minute customized survey that not only measures and ranks candidates’ soft skills but also gives them a greater diversity pool (remember how important diversity is?).

Our platform Plooral is another example of a tool that’s helping fight the ‘Confirmation Bias’ monster.  So far is has adopted innovative interview techniques above: such as the online skills assessment, which can be customized for each job posting, and the video interview which is also 100% customized to the company’s liking! Not only can candidates be filtered and ranked based on their assessment results, members of the team can join in the process by giving candidate’s scores on performance. This way, multiple key holders can weigh in – decreasing chances for bias results.

To wrap it up.. 

Many articles and reports on trends have been bombarding the internet in 2018. Some of these trends are certainly more important than others.

This list includes the essential trends that should be adopted by you, your HR team and your company in order to stay ahead of the game in the recruiting industry.

Remember: embracing a diverse workplace, using technology tools to your advantage and finding innovative ways to interview your candidates, are most likely going to increase the chances of growing your company’s culture and success, finding the most qualified candidates in the least amount of time and of fighting against old-school trends such as bias and discrimination.

Stay on top of your recruiting game and lead your company into the wave of innovation.

Where to start? Create your company profile today at Plooral

How to stay in the loop? To receive more information on recruiting and HR topics follow our blog!

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