Tailored Training on Your Turf: Why It Works

Everyone knows the mixed feelings that come with using new technology. Although there’s excitement for something new, it’s easy to stress about having to navigate an unknown platform, all while managing your day-to-day work.

In order for HR teams to hit the ground running and get the most out of their chosen recruitment system, they need comprehensive training that addresses the unique needs of their business.

Scout Talent is your recruitment partner, making your life easier. For us to achieve this, we don’t limit ourselves to training you via phone or video. We regularly visit clients to provide on-site training, across major cities, remote communities and overseas.

Here are some stories from Alex Hood, our Product Specialist, who has worked closely with clients to bring them the best results in the last six months.

Regional Tasmania

It’s not every day that you find yourself on a farm in the beautiful Tasmanian countryside.  I had the opportunity to travel to Cressy, just outside Launceston, to conduct HR user training with our client Emma Sutherland from Burlington Berries and the team (including the farm cat who decided to join in the training session).

Previously, Emma had been managing recruitment manually from her email inbox. With a rapidly expanding business, bringing in a candidate management system was a huge but necessary change.

By meeting with Emma on-site, I was able to facilitate an interactive session designed for a kinaesthetic learning style. Emma is very much a ‘hands on’ person having spent her life on a farm, so an online session would not have been as valuable. Meeting Emma face-to-face allowed me to extend Burlington Berries use of Scout Talent:Recruit to allow the Event Scheduling feature to be used to organise inductions for successful candidates.    

On-site training results in an instant return on investment for the client and it strengthens my relationship with clients on so many levels. Providing face-to-face support means I can get a true sense of how comfortable the user is with the technology at different stages throughout the training process. I can pick up on facial expression and body language to inform my training session in a way that just isn’t possible over the phone, and I can adjust my training session instantaneously.

In the positive feedback Emma gave after training, she shared with me her confidence in using the system and how it had already made their end-to-end recruitment process stress-free.

New Zealand

As a global service provider, the Scout Talent team understands all clients require a streamlined implementation and training process to get the most out of their software – no matter their location.

Our local government client in New Zealand was in the process of overhauling their entire recruitment process. Despite these huge changes, they were ready to go live and confidently run the system after only one day of on-site training.  

I always find that on-site training removes the client from their day-to-day distractions and places them into an environment and mindset where they can focus on using the new recruitment software package. It allows me to train HR team members to the point they can become the in-house Scout specialist within their organisation.  

By investing in on-site training, I was able to help the client to clarify their recruitment process, and significantly reduce their need for ongoing support.  This ultimately allowed them to save time and money when updating their system and removed the stress caused by the challenges that come with large-scale change.   

Northern Territory

A great benefit that I know on-site training gives, is the fantastic opportunity for organisations to bring their human resources team and hiring managers together.

I travelled close to 4000km to visit a client in the Northern Territory. I got to play a key role in assisting the HR team in obtaining buy-in from their hiring managers, all while undergoing change and expansion in several areas of their organisation.  

I really enjoyed working closely with the client to facilitate a brainstorming session to maximise how the team would easily and intuitively use the system. By being able to directly liaise with me to finalise their implementation, the client began using their new recruitment system quickly and confidently. On-site training removed the need for back and forward support from Scout Talent’s Brisbane-based client success team, saving the client time in the long run.

With the client experiencing a tremendous amount of change across several areas of their organisation, the on-site training session became a valuable workshop for the client to not only learn how to use Scout Talent:Recruit, but to brainstorm other changes to their recruitment process such as key roles and approval workflow.

At Scout Talent, we understand HR managers can feel apprehensive about the introduction of new recruitment software, which often goes hand in hand with changes taking place across their organisation.

I love meeting our clients. Taking a new user through the system and making them feel at ease with the functionality is what it’s all about. They always get a lot out of the training and it’s an opportunity to forget about the numerous distractions around them and focus on mastering a solution that will make their professional lives easier.
Editor’s Note: If you would like a recruitment software provider that goes (thousands of kilometres) above and beyond, partner with the team at Scout Talent.

The Silent Killer of Your Employer Brand: Inconsistency

Today’s candidates are doing their research and they’re not settling for second best. With the average job seeker using 16 different resources to analyse a potential employer, job hunting has become the new online shopping. And it’s up to you to be in the jobseeker’s checkout trolley.

But how do you get there? The answer lies in a strong employer brand underpinned by a consistent and positive recruitment experience.

At no other time will your employer brand be experienced as intimately than when a candidate undergoes your recruitment process. This means every point of communication with your candidates is a critical opportunity for you to shape a positive employer brand.

Inconsistency is an obvious flaw of an employer branding strategy, yet easy to get right. Use the following checklist to ensure your candidates experience a positive and consistent recruitment journey:

 

  1.  Job boards and recruitment web page branding

The visuals

All too often, organisations have different branding colour pallets for their job ad compared to their website careers page. It sounds simple, but inconsistent branding is confusing and simply looks unprofessional. Make sure all your logos are up to date if you’ve recently undergone a rebrand.

Messaging

Know your employee value proposition to keep your voice consistent across platforms. For example, it’s important to draw attention to the same key information on your job board as your careers website. If you emphasise flexibility, positive workplace culture and extra benefits on your job ad, don’t simply emphasise salary on your careers page. Be confident in what you bring to the table and showcase it powerfully and equally on both platforms.

And remember – don’t isolate your candidates by using industry jargon. Position language in way candidates will understand and define acronyms!

  1. Consistency across auto-responders, email templates and SMS.

Throughout the recruitment process, you communicate with candidates using a range of mediums, so ensure your communication platforms have the exact same look and feel as one another.

Auto-responders and emails

From the letterhead to embedded images and email signature, auto-responders and email templates should contain your branding only – no recruitment agency logos! There’s nothing worse for candidates than feeling like they’ve received one of a million emails sent by a recruitment agency.

Include branded placeholders and customise your messaging to target job seekers according to their interests. For example, if a candidate expresses strong leadership skills, direct them to information about your company’s leadership development programs. Scout Talent: Recruit allows recruiters to send personalised branded email templates on mass, free of agency branding.

SMS

Be sure to adopt the same style and tone as your auto-responders and email templates. Due to the nature of this platform, keep your messages short and professional, and personalise the messages as you would with emails. Make sure you avoid emojis and remember; schedule texts to be sent at reasonable hours; outside work hours for immediate engagement but not too late – a midnight text is unlikely to be well received. With Scout Talent: Recruit, hiring managers are able to contact with their talent pool instantly using SMS.

  1. An interview experience that exhibits your employer brand

When it comes to consistency in interviews, the question is – does your interview experience align with the employer branding collateral your candidate has experienced so far?

It’s recommended the hiring manager conducting the interview has been a part of the business for at least six months and is well briefed on the company’s employee value proposition. The interviewer represents the company in this situation and should identify strongly with your workplace culture and values.

Take the interview as an opportunity to offer your candidate physical employer branding collateral. Can you show them graduate brochures? It’s a great idea to take your candidate on a tour around your organisation. The candidate will recognise aspects of your workplace culture they learned online and through the recruitment journey, and you can hope a positive employer brand will take shape in their mind.  

Consistent branding throughout the recruitment process is a simple but critical way to shape a positive employer brand. Focus on uniform assets across your platforms; colours and logos, key messages, and an outstanding interview experience that lives up to your employer brand.

Editor’s note: Scout Talent has empowered thousands of organisations to efficiently communicate with candidates and deliver positive and a consistent employer branding experience. Sign up for a demo today and learn how Scout Talent can enhance your employer brand through your recruitment process.

10.5 reasons you need recruitment technology

You can revolutionise your recruitment efforts with the backing of technology.

The pain points that many HR professionals feel when managing recruitment are associated with the complex and tedious tasks that need to be delivered manually. There is however a cost-effective solution to streamline the process and reduce administrative duties while saving time and money in the form of recruitment technology.

Learn our reasons why you need to use it now.

 

Scout Talent Brand Story

How to Avoid Resume Spam

Done! You’ve nailed your job description and your job ad is live! Now it’s time to kick back and await the applications. The first emails are starting to roll in. One. Two. Three. Before long, your inbox is bombarded with emails. It’ll be hours before you’ll sort through this lot to determine your shortlist. You’re suffering ‘Resume Spam.’

Before online job boards of course, it was harder for candidates to apply for a job – they had to physically deliver their resume to your door. However, fewer applications meant it was easier for you to assess who was suitable. Now, job seekers can apply for a role at the touch of a button.

Although job ads on sites such as Seek and CareerOne attract a large pool of skilled applicants, these job listings encourage a plethora of unqualified applicants to apply for the sake of it. In other words, it’s become too easy for any job seeker to apply to a position – and this means more work for you. With applications left, right and centre, you need to open every email, download each resume and read every one. Sounds like a nightmare, doesn’t it?

Don’t be a victim of ‘Resume Spam’. Read on to learn how to streamline your recruitment process with leading recruitment software, Scout Talent: Recruit. The following cutting-edge tools ensure you secure the best talent – without the headaches of a flooded inbox!

Screening questions

  1. Determine both unfit and outstanding candidates

Screening questions allow you to automatically determine unfit candidates – before you even pick up their resume. These questions disqualify applicants who don’t meet essential criteria such as having an Australian working visa, full time availability, or a certain level of education or experience. Equally, screening questions can highlight outstanding candidates –those who are highly experienced, multi-lingual, hold a PhD or Masters, or have multiple working visas. With the most outstanding candidates on your radar at the start of your hiring process, you can set the bar high for your talent pool and arrive at your shortlist sooner.

  1. Compare apples with apples

With all candidates presented the same questions, you can clearly judge who puts in the effort and who can’t be bothered. Even small differences between answers can offer valuable insights into your candidates’ motivations.

  1. Get a snapshot of your candidate’s’ writing ability

With professional resumes being prepared by employment and training services, screening questions enable you to get a true understanding of your candidate’s written English, if this skill is essential for the role.

  1. Save time with automated emails

When auto-status detects unfit candidates, automatic emails can be triggered to communicate with unsuccessful applicants – and you wouldn’t have even read their resume. You can time emails to be sent a few days after you received the application, ensuring unsuccessful candidates feel their application was considered.

Auto-ratings and rankings

  1. Immediately gain candidate insights

Quickly gain extensive knowledge of your applicants by adding auto-ratings and rankings to closed screening questions. Assign different statuses to questions, and determine the percentage weighting for each answer. For example, you could give a higher percentage weighting to a candidate with more than ten years experience compared to someone who has less than two years.

  1. Determine your shortlist

Auto-ratings empower you with more options about how you will shortlist. For example, rather than skimming hundreds of responses to open questions to find excellent candidates, your shortlist could simply be the top ten per cent of candidates, as defined by points gained by auto-ratings.

Databases

Empower your hiring team with access to candidate information in one easy-to-use database with Scout Talent: Recruit. Search and edit candidate information, group applicants and craft unique candidate journeys. Stored in the Cloud, your candidate database is scalable, accessible from anywhere and is kept safe – with automatic backups every 15 minutes.

Talent Pooling

  1. Be prepared

Leverage your database to build unique talent pools that meet your future recruitment needs with Scout Talent: Engage. Keep candidates warm, save on advertising costs and improve your time to hire.

  1. Be informed

Export candidate data for a bird’s-eye view of your talent pool and learn more about the people who want to work with you. Use these insights to inform your recruitment marketing efforts and attract the right candidates to your business.

With Scout Talent’s cutting-edge recruitment, there’s no need to spend hours going through emails to find suitable candidates. Screening questions, auto-ratings and an efficient candidate database work together to effortlessly uncover your next hire sooner.

Editor’s note: To learn more about how Scout Talent can streamline your recruitment process and help you avoid resume spam, click to request a free Scout Talent demo. We provide easy-to-use, tailored recruitment technology to help organisations find the very best candidates efficiently.   

 

Tech savvy millennials in the marketplace, what can recruiters expect? 

Millennials will make up half of the global workforce by 2020, according to a 2016 PWC study. In order to reach this growing candidate demographic, hiring managers must keep up to date on how young applicants are searching for jobs. Now aged 17 to 35, millennials are tech-savvy and expect recruiters to deliver a streamlined candidate experience, made easy by modern technology.

Read on to learn how hiring managers can attract millennials in this digitally dynamic and competitive recruitment landscape.

Optimise.

Half of all job searches occur on a mobile device, according to a 2015 study by Indeed.com. A stagnant careers website, where job seekers must squint, scroll and zoom, is an easy way to turn off time-poor candidates and presents your organisation as lagging behind digitally. Ensure your website, and all your recruitment content, displays beautifully across all devices. Studies show job seekers use a variety of devices when job hunting – from PCs, to laptops, smart phones and tablets.

Advertise on social media.

Be where your talent is. According to a Vivid Social Media 2017 survey, almost 70 per cent of the Australian population use Facebook. A 2017 study conducted by Employment Office revealed that more than half of job seekers had applied for a role they had seen advertised on social media. Of those who had applied to a role they had seen on social media, half had applied to a role on LinkedIn and 30 per cent had responded to a job on Facebook.

Keep in mind the nature of the platform upon which you’re posting job advertisements. For example, job descriptions on Facebook should be visually captivating with a strong image and minimal text. Stick to keywords and highlight your EVP – what you offer employees in terms of career development and workplace culture. Interested job seekers will click to read more information – you don’t need to overwhelm them with too much detail as they scroll Facebook. On the other hand, job advertisements on LinkedIn can be more detailed as job seekers expect (and often search for) job listings. Don’t get left behind, a National Recruiter 2015 survey revealed 95 per cent of recruiters use LinkedIn.

Leverage the power of SMS

Today, you’ll be hard pressed to find someone who doesn’t use a smartphone (even the majority of baby boomers are using smartphones according to an E-Marker 2017 study). Frequent value-adding texts will keep candidates informed in real time of the recruitment process and significantly creates instant touch points with your talent pool to keep your organisation front of mind. Take advantage of this personal and instant mode of communication to build a relationship with your candidates from the get-go. 

Editor’s Note: Already using Scout Talent:Recruit? Speak to the Client Success Team to get SMS implemented!

Partner with a cutting-edge recruitment software provider.

Enjoy peace of mind knowing your candidates are receiving timely and informative communications across a variety of platforms. In a world where recruitment technology is inseparable from employer branding, the value of nurturing your talent pool with the latest recruitment technology cannot be underestimated.

Editor’s Note: Scout Talent is a leader in the recruitment software industry, helping organisations to deliver an outstanding candidate experience using the most up-to-date recruitment technology. Discover how we can streamline your candidate communication system here.

 

Primo Group Smallgoods Case Study

Primo Group is Australia’s largest Ham, Bacon, Salami and Deli Meats manufacturer, supplying the nation’s major retail groups. Primo employs over 4000 staff, operating production facilities and distribution centres across Australia and New Zealand and a chain of retail butcher shops.

The Problem

Primo’s internal recruitment team didn’t have a central reference point to store and search for applicants, which meant applicant replication was an ongoing challenge. Candidate communications weren’t tracked and it was impossible to pull together a candidate’s application history. There was no capability to manage the talent pool in an organised, accessible manner that was easy for Primo to maintain. Primo was also looking for an online alternative to their paper-based application system for manufacturing roles. The system was inefficient, requiring lots of time to be invested in saving candidate information to the computer system. Paper applications also failed to capture enough information for Primo to effectively compile a shortlist without conducting phone interviews with every candidate. Primo needed to streamline their recruitment process by integrating an online software solution to manage their talent pool and increase efficiency when screening candidates.

The Solution

Primo implemented Scout Talent software in 2014 and noticed the benefits of running a sophisticated and practical e-recruitment platform immediately. Scout Talent allowed Primo to launch an online application process to complement the existing paper-based application system for manufacturing roles, significantly reducing the time it takes to add candidates to the talent pool and process their application. The mandatory screening questions in Scout Talent’s online application form provide Primo with the necessary candidate information to effectively compile a shortlist quickly, without the need to conduct phone interviews with each candidate to determine suitability for a role. As manufacturing roles make up 80-90% of Primo’s workforce, the time saved in taking the application process to an online platform was significant.

Results

Scout Talent made it possible for Primo to dramatically improve the efficiency of their recruitment function, streamlining the application process and allowing the team to easily manage, track and shortlist candidates from one central location. With Scout Talent driving their recruitment activity, Primo is building a talent pool of high-calibre candidates to assist with the 300 new hires they make every year.

Scout Talent has not only allowed Primo to take control of their recruitment process with cutting-edge technology, it has provided the ability to evaluate the recruitment process through comprehensive reporting and smoothed the way for Primo to operate with best practice recruitment solutions.

“We considered other suppliers, but Scout Talent was the most attractive option for us. The capability and functionality is great, the software is user-friendly, looks professional and is very competitively priced. Scout Talent was miles ahead of the pack when it came to customer service – they have a really friendly team.” – Luke Clynick, Primo Group.

 

How Would You Rate Your Candidates’ Experience?

With applicant-tracking tools, candidate management systems and e-recruitment software becoming more widely used across small to medium sized companies, organisations are at risk of damaging their employer brand by failing to communicate effectively with candidates throughout the recruitment journey. In a competitive talent market, recruitment software has certainly assisted in reducing administration time, streamlining processes and improving time to hire, but sadly so many candidates have had lacklustre experiences with HRIS and Recruitment software systems that are designed to save the recruiter’s time, but don’t deliver a positive journey for candidates.

Some of the mistakes I’ve seen in recent years include:

  • Candidate sign up required prior to submitting an application.
  • High volumes of screening questions.
  • Platforms that aren’t optimized for mobile.
  • Plain application forms that don’t offer employers the opportunity to include visuals like branding, photos and videos.
  • Inconsistent branding, where communication templates show the branding of the software instead of the recruiting organisation.

Contrary to the beliefs of some employers, the aim of recruitment should not simply be to find your number one candidate. The hiring process is a key employer branding opportunity.

How then, do we improve communication with candidates when processing a high volume of applications?

Read on for my top tips for enhancing your candidate experience in a practical and cost effective way.

Ensure all your assets are on brand.

From your recruitment advertising to your recruitment webpage and email templates, all your assets should be telling the same story. Consistency is key throughout the candidate journey and these items should look and sound like your organisation’s employer brand. Use imagery, videos, employee stories and a friendly tone to engage all your candidates.

Rate and rank each applicant.

This way you can see easily which candidates are suitable to be shortlisted. Those that have lower ratings can be notified quickly that their application is unsuccessful so they’re not kept waiting.

Use a status workflow.

By updating a candidate’s status throughout their recruitment journey, you can personalise your recruitment content to suit. For example if a candidate has just been interviewed, you can change their status to “interview complete” and send them an email or SMS thanking them for their time and confirming the next steps. This is a quick and easy way to add a personal element and make the candidate feel valued.

Use Dynamic Content.

Create email templates that can be populated with auto-filled content such as names, job titles, company descriptions and locations. From here, consider segmenting candidates and delivering targeted information. For example, if you learn a candidate values flexible working hours, populate your email template with bite-sized information about flexible working arrangements you offer.

Leverage the power of SMS.

The immediacy of SMS will help you build relationships with your candidates early. However, many recruiters make the mistake of thinking SMS is a less formal mode of communication and as such, communicate less professionally. Emojis, slang, unnecessary exclamation marks and abbreviations may put off the right candidates and attract the wrong ones. Lastly, be aware of the time you text – keep it to business hours.

Get creative.

  • Take notes during the interview that are saved within your e-recruitment tool, so that you can refer back to comments made by applicants in future communications.
  • Give the power back to your candidates. If you have multiple group and individual interview slots available, allow candidates to select a time that best suits them.
  • Phone candidates to share great news. When candidates make it to the next stage, why not give them a call?
  • Personalise the experience for your talent pool. Send personalised job alerts according to your candidate’s’ area of interest.

After many years in the recruitment industry, I’ve come to appreciate the importance of treating each candidate as an individual. The better the candidate experience, the more likely outstanding applicants will re-apply, and share their positive experience with industry peers – giving you a larger and more robust talent pool in the future. It’s the little things that make all the difference.

Editor’s Note: Scout Talent provides a tailored, easy to use candidate management solution that accelerates your recruitment processes, from approval to advertising to shortlisting and selection. Request a Scout demo to learn how we can help you personalise your recruitment process.

Why Choose the Cloud for Recruitment Software

“Recruitment technology.” For many hiring managers, these words trigger nightmares of mass candidate data stored on complex and slow systems that are difficult to operate. But it doesn’t have to be that way.

Traditionally, hiring managers have relied on web-based recruitment software run on their in-house servers. However, since 2006 when Amazon introduced Cloud computing as we know it today, the landscape of the World Wide Web has transformed, along with the possibilities for candidate management.

With Cloud storage, recruitment software can be hosted across multiple servers and logical pools around the world, bringing a magnitude of benefits to both employers and job seekers. Hiring managers must now choose between the familiar in-house recruitment model and the modern alternative – the Cloud.

With many years in the recruitment industry, I know the issues our clients have encountered with internal web-based recruitment before updating to the Cloud model. A number of hiring managers have shared with me the frustration they experienced due to difficulties accessing their system, as well as their ability to capture and interpret mass candidate data.

Our recent client, a not-for-profit organisation STEPS Group Australia, came to us with such difficulties. We provided STEPS a candidate management software overhaul; welcoming the organisation into the world of cloud-based recruitment. Cheryl Johnstone from STEPS Group Australia said, “We love the simplicity of Scout. It looks and feels good which is really important. It’s very accessible and easy to use and we’re always well supported by the Scout team.”

Read on to learn why STEPS chose to invest in the Cloud for their recruitment needs.

 

  1. The Cloud is easy to access; recruiters can work from anywhere.

    The search for quality candidates can take hiring managers interstate and often across continents. Cloud-based software allows recruiters to be anywhere in the world with an Internet connection and access their recruitment system.

  1. The Cloud is safe, secure and fast.

    Cloud data backs-up as frequently as every 15 minutes, minimizing data-loss in the rare event data is compromised. With the power of multiple servers, your system is highly efficient, despite the huge amount of candidate data you’re likely to collect. Recruitment software hosted internally, on the other hand, can often slow down in response to mass data.  Further, Cloud-based computing enables organisations an increased data load and the ability to increase and decrease storage as required.

  1. Save money in the long run

    There’s no software or hardware to install, and all the physical storage is hosted on external servers, saving you money on power, cooling and space required by internal recruitment technology models.

For more information about how Scout Talent transformed STEPS’ recruitment model, read this case study.

Editors Note: To learn more about the benefits of using e-recruitment software that is hosted on the cloud, click to request a free Scout Talent demo. We provide tailored recruitment technology for internal recruitment teams – hosted on the Cloud.