Energy Recruitment Technology Increase Your Hiring Performance with the Ultimate Checklist

Transcription

1 Energy Recruitment Technology Increase Your Hiring Performance with the Ultimate Checklist

2 Energy recruiters and Human Resources professionals require unique strategies to meet their hiring needs. As demands for more streamlined and efficient processes increase, more and more energy companies are turning to technology to optimize and simplify their recruitment tasks. The biggest challenge is finding the best solution for your company. Challenges Faced by Energy Recruiters Sourcing Energy organizations require different styles of communication and interaction than most HR departments in other industries. The mobile working environment can make it difficult to define a process to manage the global and domestic candidates, especially when the candidates primary language is not English. Furthermore, the highly skilled and specialized talent pool is already diminutive, and attracting a younger workforce within that sector can be an overwhelming task. At this point, sourcing candidates sounds like an impossible feat; however, a recruitment technology can help overcome these challenges. Many recruitment technologies offer multilingual career sites where candidates can search for jobs and fill out applications in their native language. This ensures that all the information about the company and its jobs are understood correctly. In addition, a technology can also offer branded and personalized s to build relationships with skilled talent and save them into specialized talent pools. Applicant Tracking Because energy recruiters obtain applications and resumes across multiple locations and countries, it s difficult to track where candidates are within the application process. With a recruitment technology, you can ensure that resumes won t get lost in the shuffle and candidates won t slip through the cracks. Primary benefits of applicant tracking include eliminating duplicate records for improved candidate tracking as well as using application history to better determine candidate qualification. Within this organized process, recruiters can easily identify qualified candidates, while storing all key candidate data in one centralized location. Onboarding New Hires Automation should not stop at recruitment, but should continue after the candidate has accepted the job offer. Onboarding is an important part of fostering new hire productivity, and for energy organizations that are often overwhelmed with lengthy onboarding processes, new hire engagement and productivity can remain a challenge. Leaders in the energy industry are investing in onboarding programs that will ensure the retention of top talent, while decreasing new hire time-to-productivity. Speed up the new hire process by providing recruits with an onboarding website. This allows them to fill out electronic paperwork and read up on the company culture prior to day one. Furthermore, let new employees take control of the steering wheel by leveraging self-scheduling tools to organize training sessions more effectively. Utilizing recruitment software equipped with onboarding capabilities allows HR professionals to manage the entire candidate lifecycle within

3 one system. The Ultimate Recruitment Technology Checklist We ve identified the unique challenges within the energy industry and how a recruitment technology can help optimize your hiring performance. The following checklist includes important features that you should look for when choosing a recruitment technology. Support The most essential element in ensuring your company has an ideal customer experience is support. A superior vendor will offer a product expert to work directly with you to ensure that the first, critical phase (software implementation) is handled professionally, on time, and to your satisfaction. After implementation, a team member (accustomed to your company s unique business needs) should be readily available to oversee your account with a single goal in mind: 100% Customer Satisfaction. The final tier should include a support expert, available 24 hours a day Monday through Friday, to answer your questions and concerns. Whether it s through a toll-free 800 number or by , your vendor should guarantee direct access to a member of their team on the first call and in real time. Truly complete customer service should also consist of alternative sources for customer assistance including free training, weekly webinars, onsite training, video library training, and more. Furthermore, training offerings need also be not straight off-the-shelf, but rather should be tailored around each organization s unique needs and preferences. Ability to Grow One of the defining characteristics of any type business, is its likelihood to expand. Naturally, you would want your vendor of choice to do the same. The ability for your talent acquisition system to grow as your company expands is one of the most crucial decision making elements. Look for a Talent Platform that provides inherent scalability where you can easily enhance your platform without purchasing, implementing, or training users on additional or new systems. The right Talent Platform will not require you to buy additional modules, migrate to new databases, or pay premium prices for customer support if your business expands. Ease of Use Having a system that is easy to use is a cornerstone of all products. What good is a software solution if it s too difficult to use? Having an easy-to-use solution is key to user adoption. While it s easy for any vendor to claim that their platform is easy to use, take a look at some other indicators. Has the company won any awards for the ease of use of their platform? How s their customer satisfaction rating? What about their client retention rate? Many vendors will also include case studies featuring customer success stories. Take a look at these and see what other energy organizations are saying about the system. Speed and Security Talent Acquisition Software is only as effective as your ability to have 24/7/365 access to it. Find the system availability statistics on the vendor s website an ideal system will offer near perfect rates. Moreover, a recruitment technology should constantly enhance the way data is accessed and delivered to its end-

4 users, thus the vendor should be improving delivery options upon each new release. In addition, energy businesses can greatly benefit from a platform that operates via Software as a Service (SaaS). Advantages include no installations as well as the relief of numerous burdens including support, maintenance, and upgrades from the end-customer. Data security is a vital component to any successful outsourced application hosting service. Look for HR Software that securely stores information remotely as well as backs up all of its data daily as part of a protocol for disaster recovery. Value Value Value Single Platform Scalability & Configurability Customer Service When considering a recruitment technology, a crucial deciding factor can be the price to value ratio. With an automated process, users can obtain up to a 71% decrease in cost-per-hire and a 65% decrease in time-to-fill for critical positions. To ensure the best value, greatest ROI, and perfect fit for your company, it s critical to consider the importance of the following attributes: Choosing recruitment technology that operates on a single-platform is one of the most valuable, cost efficient decisions a company can make. A one-stop solution that enables the management of the entire talent life cycle through one singlesource solution eliminates the need for companies to ever purchase and maintain multiple recruitment solutions. Because businesses are constantly growing, a provider that doesn t require clients to buy additional modules or costly add-ons can offer a long term advantage. Look for scalable software that can be configured according to your company s unique hiring management processes as well as capable of accommodating your evolving needs as your organization expands or processes change. These attributes will ultimately provide a greater value to your companies needs. As we ve mentioned before, customer support is a key essential for Recruitment Software. When combined with the convenience of a single platform as well as the software s inherent scalability and configurability, it creates an overwhelming value for your company. Therefore, avoid software that offers its customer support at different levels for different prices. Your company should not be considered less than, nor should you have to pay premium price for customer support as your company expands. When these three fundamentals are offered from one vendor, they create an ultimate added value to a recruitment technology.

5 How icims Can Help icims is one of the fastest-growing vendors of Talent Acquisition Software, as well as a global leader of Human Resources technology. With more than 1,700 clients worldwide, icims has clients all industries and sizes, with the energy industry being one of our most targeted clientele groups. icims key differentiator is our commitment to customer service and the customer experience. We are extremely proud of our 4 year running 97% customer satisfaction and renewal rating. Our award-wining customer experience is a result of advanced support offerings, which include a multi-tiered customer support team, frequent virtual and on-site training, and our interactive Customer Care Site. When you choose icims, you can rest assured that our vast experience working with energy companies can benefit your company as well. Some of icims energy clients include The Peoples Natural Gas Company, EnCana Corporation, GenOn Energy, Inc., and TransAlta Corporation just to name a few. To learn more about the icims Talent Platform, call or take a look at our demo at: