Tag: Recruitment

The Human Element of Recruitment and Why It’s So Important Alongside Digital

The Human Element of Recruitment and Why It's So Important Alongside Digital

Recruitment has come a long way within the past couple of decades. As our technology within networking and computers has increased, recruitment has been following suit and adapting with the changes. Now recruitment is mainly done within the digital world. With candidates applying for potential positions within the comfort of their own homes. This has been a great transition and destination for recruitment overall; however, there are times where we can focus too heavily within the digital landscape of recruitment, and end up neglecting the main focal point of recruitment. Us as human beings. The human element of recruitment can be forgotten about within todays world. So we believe it’s within all of our best interests to focus on this today, and remind people about the human behind the CV.

This isn’t just the case for recruitment, but can be found in everyday life. The fact we’re able to reach out to one another from across the globe is astounding. However, this ease of communication has also left people apathetic to meeting in person. We are social creatures by nature, but communication from behind the screen has proven to not be enough to stimulate our social needs. What we really crave is face to face interactions with our peers. Now, by the time I’m writing this blog, face to face meetings are prohibited due to Covid-19 and the lockdown we in to keep us all safe. But this issue has been on the rise since before the pandemic surfaced.  

The positives of the digital world

Now of course, this goes both ways. Digital communication is a fantastic tool when meeting F2F isn’t strictly necessary. If there’s a meeting you need to attend across the country, digital communication can let you take part in this meeting from the comfort of your own home or office. Meaning you won’t need to needlessly waste money on potential traffic and hotel costs. It has made our quality of life increase dramatically; but of course it is a fine line we need to find and balance between digital and F2F. 

This also applies to recruitment. Digital recruitment has improved by leaps and bounds within the new millennium; allowing us to automate the vast majority of applications that come through, calculating various metrics behind the scenes, and generally cut off most of the fat built up by recruitment over the years. The efficiency of this process is remarkable, and it will only get more efficient with the new technologies that will inevitably be released. However, it is easy to get swept up in the current of productivity that digital recruitment brings to the table

The human element of recruitment

When recruiting, it is always important to remember the common, yet unique factor between the various applications you’ll receive. All your candidates will each have their own unique personalities, backgrounds, hobbies, loves, fears, regrets… The list goes on. Sometimes when dealing with recruitment we tackle it within a certain mindset that focuses on facts, figures, and data. But there’s plenty that this data can’t pick up on. It’s all well and good that digital recruitment can look into qualifications, past work experiences, relevant skills etc, but it can only give an estimation on how well a potential candidate will fit into your team. Whether their approach to work will cooperate in harmony with your current employees, or if it will sow discontent within your team. The only way to get a good sense of this is to conduct thorough interviews and chances to speak face to face. 

Using imployable to consider the human

Our company is aware to always keep the individual in mind when it comes to recruiting. That’s why we’ve implemented a video CV feature within our app. Letting any candidate record themselves, in a matter they see fit. Detailing about their qualifications, experiences, and personal lives. We’re proud of this feature as it allows our users to be much more creative, rather than just using a preformatted digital CV. It also makes the application much more personal. In a general sense, when you’re considering applications and checking CVs, you’re just reading faceless documents. These can create a complete disconnect from the applicant in question. When dealing with a video CV, you gain an insight on how this person presents themselves, how they communicate, their general mannerisms, and even perhaps their sense of humour. Which in turns gives you more insight on how they’ll fit in within your team. 

If you’re happy with a candidates application, and want to invite them for an interview; you can simply drag them to the ‘invite to interview’ section of your account. From there it’ll give them a notification and you can openly direct message each other, to gain a better understanding before the formal interview. We believe more dialogue should take place between the employers and employees before hiring. Then both parties can gain a small insight into the potential relationship of working with one another.

In conclusion

So despite all the benefits that come within the digital world, they can overshadow our needs as human beings. The new technology that’s being released day by day, is very exciting. However, when he fail to acknowledge our needs, it can have a negative effect on our overall mental health. So the main take away from this blog, would be to try to slow down when in the world of automation and recruitment. Try to build more of a chemistry between any potential recruits and keep communication open. That way they know they aren’t just enough number within the recruitment machine. That’s why we believe the human element of recruitment to be an increadibly important topic.

Covid-19 and its effect on Recruitment

Covid-19 and it's effect on Recruitment

The year 2020 proved to be an extremely tough year; with extreme political divides, violencedisasters causing mass destruction, and mass spread of misinformation. Though all these are eclipsed by the worldwide pandemic caused by the virus Covid-19. It is safe to say most of the world was unprepared to deal with a pandemic of this scale. Covid-19 shook the world to its core, with economies tanking globally and countless jobs being lost, it triggered a global recession that we as a whole are attempting to pull ourselves out of. 

From the moment our company was founded, our mantra has been to give the general public all the tools they need to achieve their dream career. From career mapping, training and volunteering opportunities to a jobs platform catered to the user, etc. Our philosophy has only become more resolute in the wake of this pandemic. However, we also have our sights set on the business end of recruitment. We want to trim down all the fat that has accumulated within recruitment, and present the most ideal candidates for our clients. 

Covid-19 and the furlough scheme

As Covid-19 started spreading throughout the world, our government made the right decision to put the country in a lockdown state. This state meant that we couldn’t leave our homes unless: it was to attend a job, wherein the company required you to be there; daily exercise; or to pick up groceries. It was requested that people would work from home if it was possible, to reduce the amount of people needlessly travelling and mixing with others not in their own ‘bubble’.

However, many businesses would, and at the time of writing this blog still are, temporarily shut; due to the fact that they wouldn’t be able to receive any business during the lockdown. Any employees in these businesses – and others who wished to opt in – would be placed on the furlough scheme; wherein they would refrain from working for the company, and the government would pay 80% of their wages. 

This furlough scheme was a great strategy for the employees and employers. However, as time went on and the issues surrounding Covid-19 were becoming more apparent; many businesses found themselves struggling financially. As there were many restrictions put into place, many businesses were not making enough money to stay afloat, and would eventually has to close their doors for good. Unfortunately, many employees would go under with the company, and find themselves unemployed. According to the Office of National Statistics, the unemployment rate went from 4.0% within Jan-Mar 2020, to 5.1% in Oct-Dec 2020. Meaning the employment rate increased by 1.1%. To put that in perspective, that meant 750,000 people suddenly found themselves without a job and an income.  

Covid-19 in the present day

Now we are slowly pulling ourselves out of the pandemic, we need to be quick to rectify this rising unemployment within our society. Our company has been working tirelessly with the Department of Work and Pensions to provide coaching sessions to job seekers. We’ve seen great success with our experienced coaches delivering support to these job seekers and as of writing this blog we have delivered our services to 611 clients, wherein 104 have found work following the coaching sessions. We are immensely proud of the work our coaches have been producing, and we plan on continually boosting those numbers. 

We now have an exit strategy for this lockdown we’re under. Eventually our lives will turn back to how it was. However, this trying time has proven that maybe there are some aspects of our career driven environments, that aren’t necessary.  

The benefits of remote working

This period has shown that a large majority of our white-collar jobs do not need to be performed within an office each day. It would be beneficial to find our own personal balance of working from the office and from our own homes. Although working from home has been tough due to us missing a lot of social interaction and not be able to meet colleagues/clients face to face, it has also come with many benefits, one being a decrease to our own travel costs and time spent travelling; which can be steep depending on the distance between our homes and our jobs.  

Another benefit being the roads will be clearer at peak times; reducing our carbon footprint as a whole within the country. In fact, the 2020 period has proven to be very beneficial for our country’s emissions. According to the BBC, emissions have dropped by 7% this year, the lowest it’s been since World War II. In a world where the threat of climate change is very real, this has been a silver lining on an otherwise large and terrible cloud.

An additional benefit would be if you had children who are too young to be attending school, or children on a school break. To be working from home would mean you wouldn’t have to find paid support to look after the children. Keeping an eye on them, and balancing your work around them, can really help ease your mind. We just hope they aren’t too distracting! 

Using imployable to kickstart your recruitment

Overall, this Covid-19 period has been an extremely tough time for many people across the world. However, we believe it’s important to learn from this and to perhaps consider some changes to how we work. This time has shown us that working remotely is possible for many of us, and may be beneficial in terms of efficiency depending on the employee and the job role. Although the unemployment rate has increased by a wide margin; now is the time to look at utilising the untapped potential within the many who have lost a job. 

If you are looking to build up your company; then be sure to look into our app to pinpoint the right candidates for any positions you may have. We offer various packages, all with their own tools. However, just by using our app, you have access to unlimited jobs postings; all completely free. We want to make the recruitment process as easy and streamlined as possible. So to best achieve that, we removed the ludicrous costs attached to recruitment. So we hope that you have coped well during these trying times, and if you need to hire additional help; our services are always here at no cost.

The Unconscious Bias of Diversity Within Recruitment

imployable Diversity

The term workplace diversity has become a very hot topic among the majority of companies. Particularly so within recruitment. In the present day, when many large companies are looking to recruit, they’ll try to find ways to diversify their workforce wherever possible. But why is this the case? And how can you implement it within your own company? 

Our country has been absorbing a vast array of various cultures and beliefs over the past half century, and that should translate into our workforce. Especially so as not everyone has had the same equal opportunities in the past; caused from any factors such as the colour of their skin, or the beliefs that they have held. This is an ugly side of history. But nowadays we want to change that, and make sure everyone has the same opportunities.

What is diversity?

So, what exactly is diversity? In the basic sense, it’s having a wide range of backgrounds within your workforce; through any of the various aspects of their being, such as:

  • race,
  • religion,
  • sexual orientation, 
  • gender identity,
  • social class, 
  • age
  • disability

The common consensus is that by having all of these varying backgrounds, you can get all manners of viewpoints and ideas, learned from the individual’s personal experiences or cultures. That way when tackling any potential tough issues, you can attack it from many different angles or thought processes. 

Now to face an ugly truth; our society still has a long way to go to be a completely fair community for all backgrounds. We’re improving but many prejudices can still be found, in both the general news and recruitment. At times these prejudices are acted upon intentionally, which is truly abhorrent and has no place within the world. But other times it may be acted upon unconsciously, an unfortunate heredity passed on from a bygone era. This is called unconscious bias, and it can still rear its head from time to time. 

What is unconscious bias?

In a brief description, unconscious bias is when you may gravitate towards candidates that share characteristics that you may also have or believe in. This could be anything from their physical appearance, religious or political beliefs, gender, social class, etc. At times an employer may experience this as they are unaware how best to interact and relate with someone who hasn’t had the same experiences as them. So they’ll look to hire someone who is similar and remain within their bubble. 

You may or may not be certain you hold no unconscious biases; however, it’s extremely important to be aware of it and to reflect if you may be acting upon it. Human beings are very prone to snap decisions, and making judgements on first impressions. So try to acknowledge this and slow down with your thought process. This will help you to really consider the candidates application, and their relevant qualifications and experiences. 

Using imployable to help beat unconscious bias

We’re proud that our app helps negate any unconscious bias that a potential employer may have. As our app fits candidates to jobs based on a percentage of their skills, qualifications, and experience; rather than any outlier factors that the candidates possess, which may skew an employer’s unconscious bias. Once that initial first impression has been set after an application has been considered; an employer would be harder to sway and act upon any unconscious bias they may hold. 

Though that’s not to say that it’s 100% fool proof. We’re all wired differently at the end of the day, and unfortunately some employers will act upon their unconscious bias more readily than others. In which case, there aren’t many external methods to fix that; the only course of action that could be taken is for the employer in question to explore their internal headspace, with some assistance, to pinpoint why they would act upon these biases, and then look to change them. 

Diversity within your company

So, the message that’s to be conveyed in this blog is to always consider the existence of unconscious bias, and to ponder on whether or not you may be acting upon it when recruiting. To have a diverse workforce will prove to be very beneficial in the long run, for both you and your employees. In both the various beliefs and thought processes that can guide your company through many issues, and the fact that other companies and institutes respect having a diverse range of employees. There are even statistics to support these claims. According to an article published by Forbes, ‘Inclusive teams make better business decisions up to 87% of the time.’. This proves that workplace diversity is beneficial to both parties involved. 

However, when acting upon these unconscious biases; you can prevent having these perks for your company, and instead just be locked within one thought process. Which may not always work for some situations. So always remember to consider the person as a whole, rather than specific attributes of their being.