Organizing a round of recruitment can be demanding and expensive. But you don’t have to be the only person juggling every single segment of a recruitment. Myanmar is now a lot more open to HR technology and many employers in Myanmar have integrated tech-powered strategies into their recruiting routines to save the resources that can easily get exhausted with traditional recruiting methods. Listed below are four of the most popular technologies in use today that can dramatically eliminate your recruiting workloads and improve the efficiency of the hiring process.
Online Job Advertising
Job advertising is a major cost of recruiting for many employers. Television, radio, and newspaper advertising have traditionally been the realm of job advertising for a lot of companies. But these media methods prove to be quite expensive when used as advertising platforms. Trying to procure the right employees for your company doesn’t need to be that costly.
Online job advertising is one of the ways to reach out to potential candidates without having to bear the traditional advertising media cost. Facebook and LinkedIn are two prevalent and highly popular platforms for many employers to showcase the job opportunities they offer and get connected to the most potential talents in the employee market. And when hundreds of companies post thousands of jobs online either on their own website or to JobNet’s Facebook and LinkedIn pages, the power of the connected internet is at its strongest.
If managing these platforms is for whatever reason not possible for your job openings, you can elect to use a Recruitment Process Outsourcing (RPO) service which uses an agent a third party tool to do the job advertising for you. JobNet and Alote of course is one such service that can help your business grow with its vast network right here in Myanmar. Partnering with RPO agents like JobNet and Alote can raise numerous leads for your company’s required posts for very reasonable platform usage charges, eliminating the need for other expensive physical and digital marketing means.
Applicant Tracking Systems
As you probably already know, turning interested job seekers into potential applicants, and turning these applicants into actual job candidates, and then again, recruiting the most suitable handful possible employees of the lot is a long and taxing chain of processes for recruiters. Managing these applicants in their various stages of their job application process can be a complex task. Applicant tracking systems were invented for this very purpose and can help recruiters efficiently monitor their applicants and keep virtual track of them every step of the way.
Applicant tracking systems provide seamless candidate management services, accelerate and optimize the interaction between the applicants and their recruiters, and last but not least make comparisons among those applicants and execute the most informed screening processes. JobNet’s ATS is a specialized product for recruiters and HR practitioners who want to save time and trouble managing the applicants. It has all the functions the recruiters need to make digitally and statistically backed decisions, thus eliminating the need for otherwise manual tasks.
Virtual Job Interview Platforms
Every recruiter who has been interviewing job candidates for a long time might be aware of the time and cost it takes to interview multiple people just to acquire a few suited ones for the company’s openings. In addition, the level of bias involved increases as the number of interviewees rises and the decision making process becomes more complicated.
Virtual interviewing platforms are becoming much more popular in many industries today because of the time and money it can save during recruitment processes. There are many software and applications providing virtual interviewing services to improve the efficiency and accuracy of any recruitment process but you might have specific preferences for your choice of such a platform that can be found with a cursory search, each with its special niches to fit what you’re looking for.
Data-driven Decision Making
Decision making backed by data and statistics is the only way to render your recruitment process accurate and even ethical in today’s world. The good news is that you can do this by using any formula based computer (such as Microsoft Excel) application. MS Excel is an excellent tool to compile stacks of data, arrange them in an organized manner and generate formulated responses based on your input gathered from the recruitment process. Microsoft Access is also another office tool for database management that can make your data interpretation and decision making a lot faster.
Even if you’re able to use these tools competently, locating the data required for input is of the upmost importance and could pose a challenge for you, such as certain kinds of data not readily available on the internet. Fortunately, whether or not you know how to use the data analysis tools or how to retrieve reliable data on the Internet, JobNet’s CRM function allows you to create your own employee market based on your resources and the capacity of your company, making it possible to make decisions supported by the most reliable information without needing you to go through research hassles or monotonous data entry. JobNet’s CRM also exposes you to authentic online surveys and estimate the salary expectations of employees, making it easier to match you with the right candidates good for your budget.