Recruitment process in the new age

BusinessToday speaks to Andrew Fry, Whispr, Vice-President, Asia on how much the recruitment process has changed over the years.

How has the recruiting process changed over the years even before the Coronavirus outbreak?

With the increasing opportunity to leverage technology platforms and social networking, the recruitment process has become more data-driven and much more efficient.

New recruitment channels have opened up, there are now more ways to recruit candidates and personalisation has been enhanced, which naturally delivers superior results.

However, effectively leveraging this digital pivot requires an end-to-end strategy that can reduce friction along the process and close the distance between people to allow the service to be genuinely international. This is where cloud-communications come in.

How has it evolved digitally? What has enabled the recruitment process to evolve digitally?

Online SaaS platforms, automation, data insights and social connections have sped up the recruitment process and created a much more competitive landscape.

Jobs are predominantly marketing to candidates via mobile, the application process has been streamlined and all parties involved now have access to better information.

How has the Recruitment-as-a-Service been received by the clients you are working with? Perhaps you can share feedback or two by clients?

Due to the high profile nature of both the client organisations and recruits, we cannot disclose any identifying information. However, our model and recruitment process is receiving fantastic feedback and an influx in recruitment leads.Recruitment as a Service as a concept is still new on its current stage

Our pilot client has signed on for phase 2 and sees the service as a game-changer. We have also pitched to 20 companies and the majority of companies has pushed our proposition to the HQ talent acquisition team

Additionally, the Whispir communication platform is a tool that we have leveraged to deliver critical communications between al parties throughout much of the recruitment journey.

Our candidates really enjoy the communications experience and the digitally rich landing pages that the Whispir platform provides.

Which sectors/industries have been most open to your service and which sectors do you think would highly benefit from it?

We focused on the high-tech market of APJ (Asia Pacific & Japan) and we are planning to expand into other industries/sectors.

The sector that benefits the most would be disruptive unicorn companies. Such as leading-edge tech firms who seek to innovate and disrupt stagnant industry sectors through technology.

The majority of candidates, more often than not, seek disruptive and cutting edge unicorn companies arising in APJ.

Does it save companies cost-wise and if it does make a significant difference financially, how so?

Automated capability affords clients the advantage of increased speed to the job market in conjunction with accuracy in talent quality assurance.

Technology combined with effective communications means it takes less time to deliver better results. By efficiently connecting the right candidate with the right role, employers will be able to bring forward the value added by a new employee.

Automation removes time on the phone, leaving messages and manually setting up interviews, it allows recruiters and employers to concentrate on reviewing and assessing shortlisted candidates.

What do you think the recruitment process would look like in years to come and why is it important for companies to embrace the digital side of this process?

The future is digital, utilising two-way engaging communications channels/ tools that ensure genuine connection while allowing organisations to automate and operate recruitment procedures remotely.

What fundamental feature do recruiters and hiring managers need to master to effectively move into this digital/ remote RaaS space?

Recruitment and onboarding processes are undergoing radical changes in today’s organisational landscape with the rise of SaaS technologies bringing much-needed automation innovation to these processes.

The key to recruitment communication automation is to automate tasks and workflows so they can increase recruiter productivity, accelerate time-to-fill vacancies, reduce cost-per-hire and improve the overall talent profile within the organisation.

That is where cloud communications come into play.

Possessing a clear and concise communication strategy to manage every stakeholder involved in HR processes is the cornerstone to every effective business continuity plan. Leveraging SaaS technology to deliver automated, multi-channel, two-way communications means you can coordinate a rapid organisational response while keeping all key stakeholders informed and organised.

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