(241,'Digital Employee Onboarding: 2026 Seamless Guide','<div class=\"tldr\">\r\n<p>Digital employee onboarding is the process of using digital tools, automation, e-signatures, learning platforms, communication apps, and HR analytics to welcome, train, and integrate new hires into an organisation. It helps HR teams deliver a consistent onboarding experience whether employees join onsite, remotely, or in a hybrid setup.</p>\r\n<p>In 2026, digital employee onboarding is no longer just about replacing paperwork with online forms. It is about creating a seamless, personalised, and engaging journey from pre-boarding to the first 90 days. With AI-powered onboarding platforms, remote employee onboarding workflows, employee engagement tools, learning management systems, and e-signature solutions, companies can help new hires become productive faster while improving retention and satisfaction.</p>\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Digital employee onboarding in 2026 is essential for engaging, connecting, and preparing new hires across remote, hybrid, and global teams.</li>\r\n<li>Modern platforms use AI personalisation, automation, and interactive learning to accelerate time-to-productivity and improve retention.</li>\r\n<li>Best practices include starting onboarding pre-day one, using dedicated platforms, blending digital and human interaction, and tracking progress with analytics tools.</li>\r\n<li>Key tools include iSmartRecruit, BambooHR, DocuSign, Slack, and Culture Amp to streamline workflows, compliance, communication, and feedback.</li>\r\n</ul>\r\n</div>\r\n<h2>Why Digital Employee Onboarding Matters More Than Ever</h2>\r\n<p>Employees who rated their onboarding experience as \"highly effective\" were 18 times more likely to feel highly committed to their organisation. Modern onboarding platforms allow businesses to streamline compliance, provide consistent training, and enhance company culture-all in a digital-first environment.</p>\r\n<p>In competitive talent markets, a well-executed onboarding journey can mean the difference between a loyal, high-performing employee and an early resignation. In fact, companies that retain top talent through onboarding see a <a href=\"https://www.yomly.com/employee-onboarding-statistics/\" target=\"_blank\" rel=\"noopener\">60% increase in revenue per full-time employee</a>, highlighting just how critical effective onboarding is to both employee success and business performance.</p>\r\n<p><img src=\"https://www.ismartrecruit.com/upload/blog/REC_Labour_Market_Tracker_Survey_(1).png.png\" alt=\"\" width=\"1260\" height=\"750\"></p>\r\n<h2>Key Benefits of Digital Employee Onboarding in 2026</h2>\r\n<p>In 2026, digital employee onboarding has evolved far beyond being a convenient HR task - it\'s now a key driver of <a href=\"https://www.ismartrecruit.com/recruitment-glossary/employee-engagement-term\">employee engagement</a>, productivity, and long-term retention. With organisations increasingly operating across remote, hybrid, and global teams, a well-structured digital employee onboarding programme has become essential for helping new hires feel connected, confident, and ready to contribute from day one.</p>\r\n<h3>1. Faster Time-to-Productivity</h3>\r\n<p>Automated workflows, self-service portals, and pre-boarding access mean new hires can start learning and contributing before their official start date.</p>\r\n<h3>2. Personalised Employee Journeys</h3>\r\n<p>Modern AI-powered onboarding tools create personalised learning journeys, provide relevant resources, and arrange introductions based on each new hire\'s role, location, and skill set - ensuring they receive the right support from day one.</p>\r\n<h3>3. Consistency Across Locations</h3>\r\n<p>Whether your team is in London, Manchester, or working remotely overseas, digital onboarding ensures consistent delivery of policies, compliance requirements, and cultural messaging.</p>\r\n<h3>4. Higher Engagement from Day One</h3>\r\n<p>Interactive training modules, welcome videos, and virtual meet-and-greets help employees feel part of the team, even if they haven\'t stepped into the office.</p>\r\n<h3>5. Data-Driven Improvement</h3>\r\n<p>Modern onboarding platforms monitor progress, measure engagement, and track how quickly new hires reach full productivity, giving HR teams valuable insights to improve and fine-tune the <a href=\"https://www.ismartrecruit.com/blog-guide-employee-onboarding-plan\">onboarding process</a> over time.</p>\r\n<p>Put simply, digital onboarding is far more than a set of tasks - it\'s the starting point for creating confident, engaged employees who feel prepared and motivated to succeed from their very first day.</p>\r\n<h2>Best Practices for a Seamless Digital Employee Onboarding Programme</h2>\r\n<p>A well-planned digital employee onboarding programme can transform how new employees experience their first days, whether they\'re in the office, remote, or hybrid. In 2026, it\'s not enough to simply digitise paperwork - onboarding must be interactive, personalised, and culture-driven. Here\'s how to get it right.</p>\r\n<h3>1. Start Before Day One</h3>\r\n<p>Pre-boarding is now a standard best practice. Send new hires their login credentials, welcome messages from team members, and access to a digital portal with introductory resources before their first day. This early engagement builds excitement and reduces first-day overwhelm.</p>\r\n<h3>2. Use a Dedicated Onboarding Platform</h3>\r\n<p>Modern onboarding software, such as <a href=\"https://www.ismartrecruit.com/features-on-boarding-recruitment\">iSmartRecruit</a>, <a href=\"https://www.ismartrecruit.com/tools/bamboohr\">BambooHR</a>, Sapling, or Workday, offers automated workflows, compliance tracking, and integration with collaboration tools like Slack or Microsoft Teams. This ensures that every new hire has a consistent, well-organised experience.</p>\r\n<h3>3. Personalise the Journey</h3>\r\n<p>AI-powered onboarding platforms can now tailor content to the employee\'s role, location, and career path. For example, a sales hire might receive product training videos, while an engineer gets access to development environments and coding standards.</p>\r\n<h3>4. Blend Digital and Human Interaction</h3>\r\n<p>While technology handles the administration, don\'t overlook the human touch. Virtual coffee chats, \"buddy\" programmes, and live Q&A sessions help new hires feel welcomed and supported.</p>\r\n<h3>5. Provide Clear Role Expectations</h3>\r\n<p>From the first week, ensure employees understand their responsibilities, performance metrics, and growth opportunities. Clear expectations reduce uncertainty and improve early productivity.</p>\r\n<h3>6. Track and Improve</h3>\r\n<p>Use analytics to measure completion rates, time-to-productivity, and engagement scores. Collect feedback from new hires and adapt the process to meet evolving needs.</p>\r\n<p>In essence, an effective onboarding programme combines proactive planning, smart technology, and a human touch. By providing the right tools, guidance, and support, organisations can ensure new employees feel confident, appreciated, and inspired to perform from their very first day.</p>\r\n<h2>Essential Digital Employee Onboarding Tools and Software Solutions</h2>\r\n<p>Creating a seamless onboarding experience starts with the right digital tools. Let\'s explore some of the major platforms that make onboarding smoother, more engaging, and personalised:</p>\r\n<h3>1. iSmartRecruit</h3>\r\n<p>A complete onboarding platform that centralises recruitment workflows. It helps automate forms, track progress, and tailor learning paths for each role, ensuring every new hire has a clear roadmap from day one.</p>\r\n<h3>2. BambooHR</h3>\r\n<p>Known for its intuitive interface, BambooHR simplifies document management, pre-boarding activities, and compliance tracking. HR teams can keep everything organised while employees feel guided and supported.</p>\r\n<h3>3. Personio</h3>\r\n<p>Perfect for growing organisations, Personio combines onboarding with employee data management. It streamlines administrative tasks, from contracts to training schedules, freeing HR to focus on meaningful interactions.</p>\r\n<h3>4. Deel</h3>\r\n<p>Ideal for global or remote teams, Deel ensures new hires worldwide can complete onboarding efficiently. Its platform supports contracts, payments, and compliance across countries, making remote onboarding frictionless.<br><br><span data-olk-copy-source=\"MessageBody\">By leveraging a <a href=\"https://nachonacho.com/product/deel\" target=\"_blank\" rel=\"noopener\">Deel discount</a>, growing startups and established enterprises alike can scale their international hiring operations while optimising their software spend.</span></p>\r\n<h3>5. DocuSign & Adobe Sign</h3>\r\n<p>E-signature tools remove paperwork bottlenecks. Contracts, policies, and forms are signed digitally, instantly and securely, so employees can start without delays.</p>\r\n<h3>6. TalentLMS & 360Learning</h3>\r\n<p>Learning management systems bring training online. Employees access interactive courses, quizzes, and progress tracking, learning at their own pace while staying engaged and motivated.</p>\r\n<h3>7. Slack, Microsoft Teams & Zoom</h3>\r\n<p>Communication platforms connect employees instantly with teams and managers. From virtual introductions to ongoing collaboration, they make remote or hybrid onboarding feel personal and connected.</p>\r\n<h3>8. Culture Amp & Officevibe</h3>\r\n<p>Feedback and analytics tools help HR capture real-time insights. Tracking engagement and satisfaction allows organisations to continually refine the onboarding experience.</p>\r\n<p>By leveraging these platforms, companies can create an onboarding journey that feels seamless, welcoming, and inspiring, turning first-day nerves into confidence and motivation.</p>\r\n<h2>Challenges in Digital Employee Onboarding and How to Overcome Them</h2>\r\n<p>While digital onboarding offers efficiency and scalability, organisations often face challenges that can impact the new hire experience. Here\'s a look at common hurdles and how to address them:</p>\r\n<h3>1. Lack of Personal Connection</h3>\r\n<p>Remote onboarding can feel impersonal, leaving employees disconnected.</p>\r\n<p><strong>Solution:</strong> Combine technology with human interaction through virtual coffee chats, mentorship programs, and live Q&A sessions to build rapport from day one.</p>\r\n<h3>2. Overwhelming Information</h3>\r\n<p>New hires can feel overwhelmed by the numerous forms, policies, and training content.</p>\r\n<p><strong>Solution:</strong> Break onboarding into digestible modules, prioritising essential information first and leveraging AI-powered personalised journeys to deliver relevant content.</p>\r\n<h3>3. Technology Overload</h3>\r\n<p>Using multiple platforms can confuse employees and slow progress.</p>\r\n<p><strong>Solution:</strong> Choose integrated onboarding solutions like iSmartRecruit or BambooHR that centralise workflows, documents, and training in one dashboard.</p>\r\n<h3>4. Inconsistent Experiences Across Teams</h3>\r\n<p>Remote or multi-location teams may receive uneven onboarding.</p>\r\n<p><strong>Solution:</strong> Standardise processes and content across locations while allowing for role-specific customisations to maintain consistency and relevance.</p>\r\n<h3>5. Limited Feedback and Analytics</h3>\r\n<p>Without insights, it\'s hard to know if onboarding is effective.</p>\r\n<p><strong>Solution:</strong> Use HR analytics tools like Culture Amp or Officevibe to track engagement, completion rates, and time-to-productivity, and adapt programs based on real-time feedback.</p>\r\n<h3>6. Resistance to Digital Adoption</h3>\r\n<p>Some employees or managers may struggle with new tools.</p>\r\n<p><strong>Solution:</strong> Provide guided tutorials, onboarding champions, and support channels to ensure everyone can navigate the digital platforms confidently.</p>\r\n<p>By recognising these challenges and implementing practical solutions, organisations can turn digital onboarding into a smooth, engaging, and productive experience that sets new hires up for long-term success.</p>\r\n<h2>Trends Shaping Digital Employee Onboarding in 2026</h2>\r\n<p>Digital employee onboarding in 2026 is no longer a simple administrative process - it\'s a strategic experience that blends technology with human connection. Businesses are using advanced tools not just to speed things up, but to make new hires feel valued, supported, and ready to perform from day one. Here are the key trends driving this transformation:</p>\r\n<h3>AI-Driven Personalisation</h3>\r\n<p>Onboarding content, training modules, and team introductions are tailored to the new hire\'s role, skills, and location, making the process more relevant and engaging.</p>\r\n<h3>Automation of Administrative Tasks</h3>\r\n<p>Routine steps such as compliance checks, document collection, and <a href=\"https://www.ismartrecruit.com/blog-top-ways-esignatures-can-speed-up-the-hiring-process\">e-signatures</a> are handled automatically, freeing HR teams to focus on building relationships.</p>\r\n<h3>Immersive Learning with VR and AR</h3>\r\n<p>Virtual and augmented reality tools are creating realistic office tours, safety training, and role simulations - ideal for remote and hybrid employees.</p>\r\n<h3>Gamification for Engagement</h3>\r\n<p>Points, badges, progress trackers, and challenges make learning enjoyable and help new hires retain key information.</p>\r\n<h3>Integration with Collaboration Tools</h3>\r\n<p>Onboarding platforms now connect seamlessly with systems like Microsoft Teams, Slack, and Asana, keeping communication and resources in one place.</p>\r\n<p>These innovations are making new hire onboarding faster, more personalised, and more memorable, helping companies <a href=\"https://www.ismartrecruit.com/blogs/employee-retention-tips-to-prevent-top-talent-from-walking-out\">improve retention</a>, strengthen culture, and get employees contributing sooner.</p>\r\n<h2>Conclusion</h2>\r\n<p>In 2026, digital employee onboarding is far more than an administrative requirement-it’s the foundation of a successful employee journey. A well-designed onboarding process sets the tone for engagement, productivity, and long-term retention, helping new hires feel confident, connected, and motivated from day one. By leveraging AI-powered platforms, collaborative tools, and interactive learning experiences, organisations can personalise each employee’s journey while maintaining consistency across teams and locations.</p>\r\n<p>However, technology alone isn’t enough. Combining digital efficiency with human interaction through mentorship, virtual coffee chats, and regular feedback ensures employees feel valued and supported. This balance accelerates time-to-productivity, strengthens company culture, and ultimately drives business success.</p>\r\n<p>Investing in strategic onboarding with solutions like iSmartRecruit is more than a first step; it’s a long-term commitment to your people and your organisation. Done right, digital onboarding transforms first-day nerves into confidence, engagement, and lasting loyalty, making every new hire’s journey a story of growth and achievement.</p>\r\n<h2><a href=\"https://www.ismartrecruit.com/request-demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/Demo_CTA_(1).webp.dat\" alt=\"\" width=\"1260\" height=\"300\"></a>Frequently asked questions (FAQs)</h2>\r\n<h3>1. What is digital employee onboarding?</h3>\r\n<p>It\'s the use of technology to welcome, train, and integrate new hires into a company, often remotely or in hybrid settings.</p>\r\n<h3>2. How long should digital onboarding take?</h3>\r\n<p>Typically 2–4 weeks, depending on role complexity and company processes.</p>\r\n<h3>3. What tools are best for digital employee onboarding?</h3>\r\n<p>Platforms like iSmartRecruit, BambooHR, Sapling, and Workday are popular for their automation and integration features.</p>\r\n<h3>4. Can digital employee onboarding replace in-person onboarding?</h3>\r\n<p>It can replace most administrative and training steps, but works best when paired with human interactions.</p>\r\n<h3>5. How do you measure onboarding success?</h3>\r\n<p>By tracking time-to-productivity, engagement scores, and completion rates of onboarding tasks.</p>','','RECRUITING','Smart_Employee_Onboarding_Platform.webp','digital-employee-onboarding','Digital Employee Onboarding: 2026 Seamless Guide','Learn digital employee onboarding best practices, tools, AI platforms, and strategies to improve engagement, retention, and productivity in 2026.','Digital Employee Onboarding, Employee Onboarding 2026,  AI-Powered Onboarding Platforms, Remote Employee Onboarding, Onboarding Software Solutions, Pre-boarding Strategies, Employee Engagement Tools, Learning Management Systems, E-Signature Solutions, HR Analytics for Onboarding','{\r\n    \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"What is digital employee onboarding?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"It\'s the use of technology to welcome, train, and integrate new hires into a company, often remotely or in hybrid settings.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"How long should digital onboarding take?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Typically 2–4 weeks, depending on role complexity and company processes.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"What tools are best for digital employee onboarding?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Platforms like iSmartRecruit, BambooHR, Sapling, and Workday are popular for their automation and integration features.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"Can digital employee onboarding replace in-person onboarding?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"It can replace most administrative and training steps, but works best when paired with human interactions.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"How do you measure onboarding success?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"By tracking time-to-productivity, engagement scores, and completion rates of onboarding tasks.\"\r\n    }\r\n  }]\r\n}',NULL,0,23,0,1,1,1,9,'','','','',0,'0.46','2021-03-23','2021-03-23 09:41:39','2026-06-04 10:17:54','shreevatsa@marketing.com','deep@ikraftsolutions.com','','',0,0),(242,'Everything You Need to Know About Remote Work Productivity!','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>Remote work reduces overhead costs and opens new growth opportunities for businesses.</li>\n    <li>It enhances productivity by eliminating commute times and providing a comfortable work environment.</li>\n    <li>Employers can access a wider pool of skilled employees when hiring remotely.</li>\n    <li>Proper training and setting clear expectations are essential for successful remote work productivity.</li>\n  </ul>\n</div>\n<p dir=\"ltr\">Working remotely has been a common occurrence due to several reasons. And businesses have often had to deal with issues stemming from it. These issues come from the distance and lack of supervision that you have over your employees. Despite these issues, did you know that remote working can actually be used to vastly <strong>improve your productivity?</strong></p>\n<h2>The Advantages of Working Remotely</h2>\n<p dir=\"ltr\">Before we take a look at how you can utilize remote work to improve your business\'s ability to create results, we\'re going to take a look at how much of an advantage remote working truly is for your business. Simply put, the advantages <a href=\"https://www.ismartrecruit.com/blog-boost-employee-productivity\">can be a major boost</a> for your business as long as you manage your employees properly.</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/The_Advantages_of_Working_Remotely.webp.dat\" alt=\"The Advantages of Working Remotely\" width=\"1260\" height=\"709\"></pre>\n<h3>Lower overhead costs</h3>\n<p dir=\"ltr\">One of the biggest <a href=\"https://www.ismartrecruit.com/blog-top-5-ways-to-hire-remote-employees-effectively-for-your-firm\">advantages that working remotely</a> brings to the table is the fact that you will have much lower overhead costs. Your overhead costs are often the result of your employees having to come in each day. These include electricity, cleaning costs, rent, and many others. However, working remotely often means that you can often avoid having to pay excessive amounts of overhead for your business to function.</p>\n<p dir=\"ltr\">For example, having even half of your employees working from home means that you don\'t have lower electricity bills. In this same situation, you can also afford to look for a smaller and cheaper office to rent.</p>\n<h3 dir=\"ltr\">It opens new avenues of growth for your business</h3>\n<p dir=\"ltr\">Whenever a business transitions employees to work remotely, there is often a certain amount of training and preparation involved.<a href=\"https://www.ismartrecruit.com/blog-best-recruiting-strategies-for-recruiters\"> The training will get your employees ready</a> to handle the new demands of their work. But did you know that the training that you give them can also be used as a way to teach them new techniques to create sales?</p>\n<p dir=\"ltr\">Now that they are working remotely, they will have wider access to the internet and <a href=\"https://www.fylehq.com/blog/remote-collaboration-tools-small-businesses\" target=\"_blank\" rel=\"noopener\">new tools</a> that can only work effectively in a remote work environment. These can be used to the advantage of your business to help it grow more effectively than it ever has.</p>\n<h3 dir=\"ltr\">Working remotely minimizes the risk to you, your employees, and your customers</h3>\n<p dir=\"ltr\">One of the main reasons why you\'re encouraged to utilize <a href=\"https://www.blackpiano.co.uk/post/what-is-remote-working\" target=\"_blank\" rel=\"noopener\">remote working</a> at the moment is due to the current state of the world right now. The more employees come into your physical establishment, the higher the risk that your business is in. Customers will be wary of high-risk establishments that could put them at risk. So the biggest advantage that remote working brings is to minimize the risk associated with it.</p>\n<p dir=\"ltr\">Letting even just half of your workforce do their jobs remotely means that you\'re having the risk associated with an employee bringing unwanted pathogens into your business. To ensure secure remote access, businesses can take advantage of <a href=\"https://surfshark.com/vpn-free-trial\" target=\"_blank\" rel=\"noopener\">vpn free month</a> trials, allowing employees to work safely while protecting sensitive company data.</p>\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blog-hr-management-tips?utm_source=image&utm_medium=cta&utm_campaign=sh\"><img src=\"https://www.ismartrecruit.com/upload/blog/CTA___iSmartRecruit_CRM_blog2.png\" alt=\"iSmartRecruit CRM blog\" width=\"778\" height=\"96\"></a></p>\n<h3 dir=\"ltr\">Easier access to new skilled employees</h3>\n<p dir=\"ltr\">Employees are always going to be needed in your business. Regardless of whether you\'re working on-site or remotely. However, remote working can net you skilled employees from a much wider array of applicants. The main reason for this is due to how the demands of remote work employees are more lenient compared to on-site employees. </p>\n<p dir=\"ltr\">For example, hiring an <a href=\"https://www.ismartrecruit.com/blog-how-soft-skills-can-be-developed-at-the-workplace\">extremely skilled employee</a> from the other side of the world to work on-site would be impractical, expensive, or both. However, if that same employee were to be hired for an on-site</p>\n<h3 dir=\"ltr\">Remote work can be more productive</h3>\n<p dir=\"ltr\">The biggest advantage that remote work brings to the table is the fact that it can make you and your employees more productive than ever before. Working remotely means that your employees don\'t have to devote time and energy going to and from a physical office. In addition to this, remote employees also have better access to the comforts of their homes, which means that they are more relaxed and stress-free whenever they log in to work on their computers. </p>\n<p dir=\"ltr\">The productivity increase will vary between industries, but the <a href=\"https://www.airtasker.com/blog/the-benefits-of-working-from-home/\" target=\"_blank\" rel=\"noopener nofollow\">increase in productivity</a> is almost always significant enough to consider. </p>\n<h2 dir=\"ltr\">How You Can Improve Remote Work Productivity?</h2>\n<p dir=\"ltr\">We\'ve previously gone over how remote work is a great boost to businesses looking to<a href=\"https://www.ismartrecruit.com/blog-boost-employee-productivity\"> increase their productivity</a>. The benefits of remote working are vast and can easily save you thousands of dollars each year. However, you need to make sure that you know how to take advantage of the advantages that remote work brings. Otherwise, you might just be wasting the potential of your remote workers without even knowing it.</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/How_You_Can_Improve_Remote_Work_Productivity.webp.dat\" alt=\"How You Can Improve Remote Work Productivity\" width=\"1260\" height=\"709\"></pre>\n<h3 dir=\"ltr\">Adjust your interviews to gauge a candidate\'s ability to work remotely</h3>\n<p dir=\"ltr\">Improving your employees\' <a href=\"https://scalefusion.com/mobile-device-management\" target=\"_blank\" rel=\"noopener\">remote work productivity</a> starts from the very beginning. In the case of every business, it starts at the interview stage. Interviews are essential to finding the best available employees for your business. It is also where you can start gauging an employee\'s ability to work remotely.</p>\n<p dir=\"ltr\">Since employees will have varying skills and capabilities, it makes sense to start gauging their work remote capabilities during your interview. Weave in questions in questions that can reveal just how good of a remote worker the candidate is. Once you start doing this for any position that allows remote work, then you will have an easier time identifying employees that can take on the challenges of working remotely.</p>\n<h3 dir=\"ltr\">Set Expectations As Early as Possible</h3>\n<p dir=\"ltr\">Now that you\'ve started using interviews that can identify employees that can effectively work remotely, the next step is to make sure that you take a look at employees already employed at your business. You need to make sure that your tenured employees know what to expect when you transition your business to focus on <a href=\"https://42floors.com/news/best-us-metros-culture-remote-workers-2022/\" target=\"_blank\" rel=\"noopener\">remote work</a>. Doing this will mean that the <a href=\"https://www.ismartrecruit.com/blog-5-reasons-employer-should-stay-connected-with-the-former-employees\">transition will go much smoother</a>.</p>\n<h3 dir=\"ltr\">Train pre-existing staff to handle the demands of working remotely</h3>\n<p dir=\"ltr\">Working remotely is an entirely different beast when compared to working in an office. No physical contact with co-workers, lack of direct access to superiors, and fluctuating schedules are all part of the remote working experience. This is why employees need to be trained to handle the new demands of their work environment</p>\n<p dir=\"ltr\">You need to make sure that you formulate new strategies to train your employees to ensure that they stay productive while working remotely. These may involve having your employees take new training courses from a <a href=\"https://goodasgoldtraining.com/\" target=\"_blank\" rel=\"noopener nofollow\">professional trainer</a>, or create a new training regimen yourself. Either option should be always be considered when making sure that your employees are ready to handle working remotely.</p>\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/request-demo?utm_source=image&utm_medium=cta&utm_campaign=sh\"><img src=\"https://www.ismartrecruit.com/upload/blog/iSmartRecruit_CTA_Demo_Button.png.png\" alt=\"iSmartRecruit CTA Demo Button\" width=\"778\" height=\"96\"></a></p>\n<h3 dir=\"ltr\">Use observation software like time trackers</h3>\n<p dir=\"ltr\">Let\'s be honest. Not everyone will be able to avoid distractions when working remotely. This includes<a href=\"https://www.ismartrecruit.com/blog-how-to-optimise-social-media-for-staffing-agencies\"><strong> social media</strong></a> and other devices that the employee may have at home. This can be an issue as their productivity is affected. Luckily there are a few ways to avoid this issue.</p>\n<p dir=\"ltr\">The first is self-discipline on the employee\'s part, however, not all employees can discipline themselves to avoid distractions. A great alternative to relying on an employee\'s self-discipline is to utilize various types of observation software available. Time trackers are a great example of this.</p>\n<p dir=\"ltr\">Time trackers give you an idea of what your employee is doing during their work hours. It registers the applications that your employees are using. Some time trackers even have the option of taking screenshots of your employee\'s screens when it is observing them. It gives you an idea of who is really pulling their weight in your business and which ones are slacking off so you can reprimand them.</p>\n<h3 dir=\"ltr\">Secure your data</h3>\n<p dir=\"ltr\">One of the biggest issues that a business can run into when employees are allowed to work remotely is that your data is less secure. Your data will often be carried by your employees\' devices and they are much easier to compromise than an onsite database that you may have in your physical storefront. So you need to make sure that employees are equipped to keep your data out of the hands of thieves. </p>\n<p dir=\"ltr\">There are a few effective ways to keep your data secure, and most of them will be worth using even on your on-site database. For example, <a href=\"https://backlightblog.com/how-to-upload-photos-to-icloud-from-your-iphone-mac-or-pc\" target=\"_blank\" rel=\"noopener\">utilizing cloud storage</a> is a great alternative to simply storing your data on physical hardware. Any data breach in a cloud storage database will mean that the company in question will have to compensate you and any other business whose data was compromised. To avoid such breaches, conducting a regular <a href=\"https://www.goworkwize.com/blog/cybersecurity-audit-checklist\" target=\"_blank\" rel=\"noopener\">cybersecurity audit</a> can help identify vulnerabilities and improve security measures. This is why cloud storage is often heavily protected by the company that hosts it. They have round-the-clock protective measures active to keep your data safe.</p>\n<p dir=\"ltr\"><a href=\"https://blog.pics.io/choose-the-right-cloud-storage-for-your-team-7235d0c22148/\" target=\"_blank\" rel=\"noopener\">Cloud storage</a> is just one of the options available to you, and there are many more that you can certainly take advantage of like various protective software that can detect data breaches, or even paid versions of <a href=\"https://mackeeper.com/mac-antivirus/\" target=\"_blank\" rel=\"noopener\">antivirus programs for Mac</a> or Windows PC.</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Secure_Your_Data.webp.dat\" alt=\"Secure Your Data\" width=\"1260\" height=\"709\"></pre>\n<h2 dir=\"ltr\">Final Takeaways on Remote Working</h2>\n<p dir=\"ltr\">The changing global climate has pushed many businesses to adopt working remotely as their go-to option. However, many think that it is a detriment to their success. What they don\'t realize is that remote working has a large number of advantages that it brings to the table as long as you know how to utilize it.</p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>How can remote work improve employee productivity?</h3>\n  <p>Remote work reduces commuting time and allows employees to work in comfortable environments, leading to less stress and better focus. Tools like iSmartRecruit help manage and track productivity efficiently. This combination often boosts overall output.</p>\n  <h3>What are some ways to ensure data security when employees work remotely?</h3>\n  <p>Using cloud storage with strong protections and conducting regular cybersecurity audits are key. Employees should also be trained on security protocols. Platforms like iSmartRecruit provide solutions to help safeguard sensitive company data.</p>\n  <h3>How does remote work affect hiring skilled employees?</h3>\n  <p>Remote work widens the talent pool since location is less of a barrier. This allows businesses to hire skilled professionals from various regions easily. Managing such teams is easier with tools like iSmartRecruit designed for remote environments.</p>\n  <h3>What training is necessary for employees transitioning to remote work?</h3>\n  <p>Employees need training on time management, use of remote tools, and communication skills. Providing structured courses or professional training ensures staff remain productive and engaged while working remotely.</p>\n  <h3>How can managers monitor productivity without micromanaging remote employees?</h3>\n  <p>Using observation software such as time trackers offers insights into work habits without excessive oversight. iSmartRecruit integrates tools that provide balanced monitoring, allowing trust and accountability to coexist effectively.</p>\n</div>','','RECRUITING','Everything_You_Need_to_Know_About_Remote_Work_Productivity.webp','blog-remote-work-productivity','Everything You Need to Know About Remote Work Productivity!','Remote working has numerous advantages that can be beneficial if you know how to use them. Find out how to increase remote work productivity.','remote work meaning, remote work from home, remote work definition, remote work policy, remote work best practices','',NULL,0,18,0,1,1,1,6,'','','','',0,'0.46','2021-03-31','2021-03-31 10:48:45','2025-11-03 10:28:50','shreevatsa@marketing.com','cyril@ikraftsolutions.com','','',0,0),(243,'Actionable Secrets To Manage Your Remote Employee Engagement','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>Remote work has become the norm and requires new ways to manage employee engagement.</li>\n    <li>Use technology like activity monitoring software and communication tools to stay connected.</li>\n    <li>Encourage social interactions to combat loneliness and improve team morale.</li>\n    <li>Set clear goals and deadlines to keep remote employees focused and accountable.</li>\n    <li>Offer flexibility to promote trust and increase productivity among remote workers.</li>\n  </ul>\n</div>\n<p dir=\"ltr\">Are you looking for ideas to improve Your Remote Employee Engagement? Then, read this blog and know Actionable Secrets To Manage Your Remote Employee Engagement.</p>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">The pandemic has completely changed the way the workforce communicates and runs the business. Earlier <strong>remote work</strong> was offered to a very small number of employees depending on their requirements and skill and now it has become the norm for most companies. </span></p>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Remote work is on the rise since pandemic and is not a privilege anymore- and it will continue to grow this way. <strong>Work teams</strong> have completely changed and are communicating in a new way to manage remote working. As companies and employees sort out into this new working method, many are realizing the <a href=\"https://www.aalpha.net/blog/effective-tips-for-working-with-virtual-assistants/\" target=\"_blank\" rel=\"noopener\">benefits of virtual work</a>.</span></p>\n<pre dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"><img src=\"https://www.ismartrecruit.com/upload/blog/Work_teams_have_completely_changed.webp.dat\" alt=\"Work teams have completely changed\" width=\"1260\" height=\"709\"></span></pre>\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">How to Define Remote Employee Engagement?</span></h2>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Remote work has radically changed the way employees communicate with the <a href=\"https://www.ismartrecruit.com/blog-ats-system-fill-gaps\"><strong>manager and their team members</strong></a>. This is why businesses set up additional virtual check-in to maintain remote employee engagement high so that employees do not feel disconnected. Companies that offer remote work and flexibility have observed huge increases in the productivity and engagement level amongst employees. There is no doubt, the more connections that managers can build with their team, the higher will be the performance.</span></p>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">But the truth is managing a remote workforce is not easy, it is particularly hectic and challenging for the <a href=\"https://www.ismartrecruit.com/blog-daily-routine-of-a-human-resource-manager\"><strong>managers who have to manage</strong></a> a virtual team. Remote employee engagement is the miracle medicine that every manager wants to achieve to increase employee productivity and decrease employee turnover.&nbsp;</span></p>\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Top Best Practices for Managing Remote Employee Engagement</span></h2>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">To make it manageable to communicate and engage with your remote employees, we\'ve gathered top</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> best practices</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> for making remote work easy for you.<br></span></p>\n<h3 dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">1. Employee activity & behavior analysis software</span></h3>\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Employee productivity is the key concern for those who are offering flexible working hours for remote employees. Here comes the concern of knowing how to check employee behavior analysis to smoothen workflow. The concern of </span><a href=\"https://www.m2sys.com/clouddesk-remote-employee-monitoring-software/\" target=\"_blank\" rel=\"noopener nofollow\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">monitoring activity & behavior analysis o</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">f</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> employees</span></a> <span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">through software like </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">CloudDesk</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> is legitimate as that is the only measurable key through which you can actually measure the performance of an employee without any guessing game.</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"><br></span></p>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">This tool will help managers to know every granular detail of the employee during their work hours. The <a href=\"https://www.ismartrecruit.com/blog-top-pre-employment-assessment-tools\"><strong>tool will provide crystal clear data</strong></a> of each employee activity and employees will also know what to really do to perform better. The goal of the manager while using this tool should be to track employee performance, productivity level and to increase the trust between both sides.<br></span></p>\n<h3 dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">2. Stay connected through technology</span></h3>\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Team build activities play a vital role in remote employee engagement levels. When a team is working remotely a video conferencing call can go a long way to encourage your team. For example, you can use<a href=\"https://www.ismartrecruit.com/blog-how-to-optimise-social-media-for-staffing-agencies\"><strong> communication tools</strong></a> like Skype, Slack, Zoom, or Google Hangouts to streamline communication between team members. It will help the whole virtual team to be on the same page.</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"><br></span></p>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">You can further plan out virtual get-togethers for some non-work-related chats once or twice a month. Having a chit-chat will reduce stress and will create a comfortable atmosphere for everyone. Additionally, always remind each employee that your door is always virtually open for any discussion regardless it is a professional or personal matter. Make it clear that besides group chats, you are also available for one-to-one chats, care to listen, and will take action accordingly.</span></p>\n<pre dir=\"ltr\"><a title=\"Boost Employee Productivity With These 10 strategies CTA\" href=\"https://www.ismartrecruit.com/blog-best-employee-referral-program-complete-guide?utm_source=image&utm_medium=cta&utm_campaign=sh\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"><img src=\"https://www.ismartrecruit.com/upload/blog/Boost_Employee_Productivity_With_These_10_Strategies.webp.dat\" alt=\"Boost Employee Productivity With These 10 strategies CTA\" width=\"750\" height=\"214\"></span></a></pre>\n<h3 dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">3. Foster personal interaction through social interaction</span></h3>\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Despite the </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">benefits of remote works, it is also true that at times employees feel lonely. You can again take the help of technology to measure remote employee engagement by simply adding them to a private corporate social network for Employee Wellness programs. You can use </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">a</span><a href=\"https://www.mycirclecare.com/corporate-social-media-platform-for-business/\" target=\"_blank\" rel=\"noopener\"> <span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">corporate </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">social media app</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> like </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">CircleCare </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">and encourage employees to do physical exercise daily. The platform will allow you to create flexible health contests between your virtual </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">team. You can consider throwing tasks to your employees like running for \"x\" kms in a week to boost their mental and physical health. </span></p>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">You can track your employee\'s progress in a health campaign and gather vital data about their health status. These activities will help to create a healthy and engaged workforce.<br></span></p>\n<h3 dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">4. Clearly define goals and deadlines</span></h3>\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">With remote teams without a <a href=\"https://www.ismartrecruit.com/blog-14-work-from-home-pros-and-cons\"><strong>fixed work hour and fixed workplace</strong></a>, it is very important that you define goals and deadlines in order to set them up for success. Each employee should know about their duties and responsibilities and remind them their performance is being monitored and continually measured to check their progress. When you set this up properly, employees will meet all your expectations timely meaning they have been optimally engaged during their given time.</span> <span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"><br></span></p>\n<pre dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"><br></span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"><img src=\"https://www.ismartrecruit.com/upload/blog/Clearly_define_goals_and_deadlines.webp.dat\" alt=\"Clearly define goals and deadlines\" width=\"1260\" height=\"709\"></span></pre>\n<h3 dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">5. Be flexible</span></h3>\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">The reason why companies are shifting to remote work is due to the </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">increase in <a href=\"https://www.ismartrecruit.com/blog-boost-employee-productivity\"><strong>productivity increase</strong></a> in employees. It only happened because of the flexibility employees are offered by their companies. Although your professional requirement is your first priority, still don\'t forget to allow your employers to have some coffee breaks, to attend to their kids, or just some time for their own relaxation. Let them know that they can take breaks but you want them to get the job done within the given time frame. Building trust between you and your team is crucial for remote <a href=\"https://www.emexmag.com/top-5-employee-engagement-books-for-your-reading-list/\" target=\"_blank\" rel=\"noopener\">employee engagement</a> and satisfaction. This flexibility will allow employees to have </span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">peace of mind and they can develop a working cycle that works best for them to produce the best result for your company.</span></p>\n<h2 dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Manage Remote Employee Engagement Effectively!!</span></h2>\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Greater employee productivity means higher profitability for the company. Remote employee engagement is proven to drive employee, partnership, and business success. The <a href=\"https://www.ismartrecruit.com/blog-7-best-practices-for-effective-team-building\"><strong>team-building practice</strong></a> that we have suggested will help you to fill the gap and bring your remote employee nearer.</span></p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>What is remote employee engagement?</h3>\n  <p>Remote employee engagement is the connection and involvement that employees feel towards their work and company while working from a remote location. High engagement leads to better productivity and job satisfaction with tools like iSmartRecruit supporting smooth communication.</p>\n  <h3>How can I track the productivity of remote workers?</h3>\n  <p>You can use software such as CloudDesk to monitor activity and behaviour analysis during work hours. This helps managers gain clear insights into employee performance, promoting transparency and trust within remote teams supported by solutions like iSmartRecruit.</p>\n  <h3>Why is flexibility important for remote employees?</h3>\n  <p>Flexibility allows employees to balance work with personal needs, reducing stress and increasing productivity. Companies offering flexible schedules build trust and satisfaction among remote workers, helping them perform at their best with tools like iSmartRecruit enhancing collaboration.</p>\n  <h3>How do virtual team-building activities help?</h3>\n  <p>Virtual team-building fosters personal and social interaction despite physical distance. Activities such as video calls and social platform engagement create a comfortable environment, boosting morale and reducing loneliness among remote employees with support from iSmartRecruit.</p>\n  <h3>What are the best practices to manage remote employee engagement?</h3>\n  <p>Best practices include defining clear goals, staying connected through technology, fostering social interaction, analysing behaviour with appropriate tools, and maintaining flexibility. iSmartRecruit offers helpful features that support these strategies effectively.</p>\n</div>','','HR_AND_PEOPLE','Actionable_Secrets_To_Manage_Your_Remote_Employee_Engagement.webp','blog-manage-remote-employee','Actionable Secrets To Manage Your Remote Employee Engagement','Are you looking for ways to improve remote employee engagement? Then read this blog to learn actionable secrets to managing your virtual employee engagement.','how to make remote employees feel connected, fun employee engagement activities, remote employee engagement, virtual employee engagement activities ideas, remote employee engagement secrets, Actionable Secrets To Manage Your Remote Employee Engagement',NULL,NULL,0,13,0,1,1,1,5,'','',NULL,NULL,0,'','2021-04-02','2021-04-02 11:29:04','2025-11-03 10:31:52','shreevatsa@marketing.com','dimple@ikraftsolutions.com','','',0,0),(244,'10 Best Recruitment Practices To Hire Top Talent','<h1 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Recruiting or recruitment analytics are an essential part of the hiring process. These analytics are data-driven that lead to finding, choosing, and hiring the right candidates. A much-needed solution to prevent bad hire costs!</span></h1>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Technology optimizes everything and discoveries keep increasing with time. Recruitment too has jumped on the bandwagon. Now, recruiters use data and analytics technology to reach the best candidates. We can say that the experts at analyzing recruitment data are surely going to rule the future.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Having said this, using analytics for recruitment is not a smooth process. If you\'re looking for a complete guide to optimize recruitment, you\'ve landed on the right page.</span></p>\r\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">What is recruitment analytics? </span></h2>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">It is important to understand what recruitment analytics is to go any further. Recruitment analytics is the interpretation of past data and patterns in the recruitment process. This data is studied carefully to understand the connections between variables. This analysis helps in making decisions for improvements in the recruitment process. Organizations that do not have expert analysts hire data analytics recruitment agencies for this job.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> </span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">So, what are the recruitment data and their roots?</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> </span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Well, data are the figures and statistics gathered from recruitment activities. These activities include candidate sourcing techniques, channels to find candidates, onboarding practices, etc. It can mainly be obtained from sources like,</span></p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><strong><a href=\"https://www.ismartrecruit.com/blog-hris-vs-ats\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Applicant Tracking Systems (ATS)</span></a></strong></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><strong><a href=\"https://www.ismartrecruit.com/blog-hris-vs-ats\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Human Resource Information Systems (HRIS)</span></a></strong></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Satisfaction survey forms etc.</span></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><a href=\"https://www.creatio.com/page/what-is-crm\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Customer Relationship Management Software (CRMS)</span></a></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Advertising websites to study click-through and </span><a href=\"https://www.nextwavehire.com/blog/explaining-conversion-rates-in-hr-what-they-are-and-why-they-matter#:~:text=Conversion Rate is simply the,have a 15% conversion rate.\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">conversion rates</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">.</span></p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">However, the data collected from these sources are raw. But, when the data is analyzed, recruitment data analytics are formed. Studying those recruitment analytics, HR makes decisions about any required changes.</span></p>\r\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">What is in it for you?</span></h2>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">As an employer, you know qualified candidates do not remain jobless for long. But tracking the right candidates is a challenge. It is where recruitment analytics plays a game-changing role.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Recruitment analytics tools facilitate in answering all the surfacing questions such as</span></p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">What are the common traits of qualified candidates?</span></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Which is the best channel for candidate sourcing?</span></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">What is Cost-per-hire?</span></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Which HR software gathers better results?</span></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\" data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">\r\n<p dir=\"ltr\" role=\"presentation\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">What is the common failing phase of the candidates?</span></p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Recruitment analytics give an organized answer to these questions. So, the next time you\'re stuck in managing recruitment, use the data to overcome confusion.</span></p>\r\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Key metrics in recruitment analytics</span></h2>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">We now know the usefulness of recruitment analytics. Next, we will discuss some of the key metrics in recruitment analytics. These metrics are studied to form the predictive analytics that directs your recruitment actions.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Time-to-hire</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Time to hire begins the day you know an employee is about to leave and ends when you fill the vacancy. Time-to-hire data tells how long it takes to hire employees that indicate your effectiveness at talent acquisition. According to </span><a href=\"https://www.slideshare.net/pedrooolito/linkedin-global-recruiting-trends-report-2017\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">LinkedIn</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">, the time to hire ranges from a few days to four months depending on different industries.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Cost-per-hire</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">This indicates the costs incurred for hiring each candidate. No employee is hired without spending money. Recruiting software, advertisements, travel costs, and interviewee accommodations are some of the costs that your company bears. This data helps you in budgeting and taking actions to increase </span><a href=\"https://builtin.com/recruiting/employee-retention-rate\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">employee retention rates</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Source of candidates</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">There are multiple sources that you receive CVs from such as your website, social media, walk-ins, etc. But, how can you figure out which is the best source of hire? You can know it by learning the source of the candidate\'s data. It tells about the most useful platforms of candidate origin so you could utilize them better and drop the rest. Stats tell that </span><a href=\"https://socialmeep.com/blog/infographic-the-social-recruiting-pocket-guide/\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">89% of recruiters found potential candidates via LinkedIn</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> surpassing Facebook and Twitter.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Number of applications per position</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">For each job position, you receive multiple applications. This metric tells the exact number of applications you get for each job. Sometimes you receive more applications for a certain vacancy while other times you receive less. This metric will help you tweak your job descriptions for higher click-through rates. Did you know? Corporates on average receive</span><a href=\"https://www.glassdoor.com/employers/blog/50-hr-recruiting-stats-make-think/\" target=\"_blank\" rel=\"noopener\"> <span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">250 resumes per job opening</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Number of clicks on a job advertisement</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">It indicates the number of candidates who were attracted to your advertisement and clicked through. It helps in applying the </span><a href=\"https://www.smartinsights.com/traffic-building-strategy/offer-and-message-development/aida-model/\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">AIDA model</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> more effectively to your job ads so more qualified applicants reach out to you.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Application completion rate</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">This indicates the candidates\' rate of completing the job applications. If there is a high completion rate you\'re safe but this might turn low too. A low completion rate indicates that not every applicant who started off completed the whole process. Did you know? The </span><a href=\"https://www.recruiter.com/i/transform-your-recruiting-strategy-by-taking-a-look-at-the-numbers/\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">average application completion rate is 10.6%</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> which drops further if it takes more than 15 minutes to complete the process. There could be reasons such as technical fault, unethical questions, slow loading issue, mobile-unfriendly browsing, etc. Analyzing this metric will help you fix the bug.</span></p>\r\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Levels of recruitment analytics</span></h2>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Recruitment analytics consists of three stages where you comprehend the scattered data. No, HR recruitment analytics is not as simple as it looks but requires operational reporting, advanced reporting, and predictive analysis.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Stage 1: Operational reporting</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Remember the metrics we mentioned above? Here are where they come in handy. The metrics such as time-to-hire, cost-per-hire, source of candidates, etc. come from recruitment analytics software like ATS. You then describe and report the data. It is a basic and easy-to-go step without extra complications.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Stage 2: Advanced reporting</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">In this stage, you use multiple sources to extract the data. For instance, if you need to know about the recruitment costs you will observe cost-per-hire, source of hiring that is expensive and useless, etc.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">By studying different data sources, you support the findings by facts resulting in minimum chances of errors.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Stage 3: Predictive Analytics</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">In this stage, you analyze the data you gather that represents predictive and strategic analysis in recruitment. Studying the data, you formulate strategies that help in improving the outcomes. Similarly, predictive analysis helps in predicting future requirements and planning accordingly.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> </span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">NOTE:</span><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> The recruitment analytics may give a good sense of how things function but are not cent percent reliable. It may be affected by uncertain scenarios. You need to plan carefully and form backup plans for unpredictable outcomes.</span></p>\r\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">How can you use recruitment analytics to optimize candidate experience?</span></h2>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Candidate experience is formed through multiple dimensions. Hence, you need to focus on different factors as they are what determine your future productivity. Recruitment analytics plays a huge role in optimizing the candidate experience by giving a clear picture of how the candidates interact with your organization.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">When the data is summarized you know your strengths and weaknesses. It is better to retain your strong points for a competitive edge.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">However, data analysis is one thing but how you respond to the surfacing issues in recruitment is what makes the process efficient.</span></p>\r\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Focus points in recruitment analytics to optimize the candidate experience</span></h2>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">We know that there are multiple factors in recruitment analytics and it is not easy to focus on the details as they might distract you from your path. But, some factors will help you cover all the facets. These are as follows.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">The success of your job advertisements</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Your ad insights tell you about your advertisements\' reach to the potential applicants. These analytics give you a clear view of how your candidates process your job ads. These insights tell you about the click-through rates, bounce rates, completion rates, etc.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">You can then make changes to your job ads by including what the candidates are looking for and excluding the unwanted details.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Performance of your career page</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">If you have a good brand name it means applicants regularly check your career page for any vacancies. Even if not, the career page is the doorbell to your organization. If it is working well the candidates will stay otherwise they would jump to the next organization. Additionally, </span><a href=\"https://www.glassdoor.com/employers/blog/salary-benefits-survey/\" target=\"_blank\" rel=\"noopener\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Glassdoor reports</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">, 35% of job seekers visit your career page to look for job openings.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">You need to keep track of the site speed, application process, mobile-friendliness, etc. of your career page. Recruitment analytics will tell you everything in detail. Make sure your career page is performing well so you get quality applications in less time.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Your candidates</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Knowing who your candidates are is very important. Where are they coming from? Which sites are they using the most? Which device are they using to apply? All these details in the recruitment analytics will help you adapt well to your applicants\' needs.</span></p>\r\n<h3 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">The best source of applicants</span></h3>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">When you know the sites that most of your candidates are coming from your job becomes easy. So, give more attention to those sites. For instance, if your recruitment analytics tell that most candidates reach you through Facebook, you then need to </span><a href=\"https://adespresso.com/blog/facebook-job-postings-guide/\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">make attractive job posts</span></a><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\"> accordingly.</span></p>\r\n<h2 dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Recruitment analytics in brief</span></h2>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">To sum it up, recruitment analytics is your road map to attain your organizational goals. It helps you examine and analyze key metrics that tell how well your recruitment process is functioning. Furthermore, you get to know your recruiting strengths and weaknesses that help improve the recruitment process leading to quality hiring.</span></p>\r\n<p dir=\"ltr\"><span data-darkreader-inline-color=\"\" data-darkreader-inline-bgcolor=\"\">Constantly track your recruitment analytics to leave no stone unturned in making your organization productive. You just cannot skip any stage if you want the best outcomes. Yes, it takes time and effort but it is worth it. Don\'t hesitate, just use recruitment analytics and see the benefits yourself.</span></p>','','RECRUITING','Recruitment_Analytics__Complete_Guide_to_Optimize_Recruiting.jpg','blog-recruitment-analytics-guide-optimize-recruiting','Recruitment Analytics: Complete Guide to Optimize Recruiting!','Recruitment analytics are an essential part of the hiring process. What is recruitment analytics? Key metrics in recruitment analytics. Check in this blog!','Recruitment Analytics, analytics for recruitment, recruitment data analytics, hr recruitment analytics, data analytics recruitment agencies, recruitment predictive analytics recruitment analytics software, recruitment analytics tools.',NULL,NULL,1,13,0,1,1,1,6,NULL,NULL,NULL,NULL,0,'','2021-04-07','2021-04-07 09:19:11','2024-11-25 05:57:23','shreevatsa@marketing.com','dimple@ikraftsolutions.com','','',0,0),(245,'Recruitment Analytics: A Guide to Data-Driven Hiring','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Recruitment analytics uses data to enhance hiring efficiency and quality by identifying key metrics and trends.</li>\r\n<li>Top benefits include hiring quality candidates, improving decision-making, increasing efficiency, and enhancing candidate experience.</li>\r\n<li>Important metrics to track are time to hire, cost per hire, quality of hire, sourcing channel efficiency, and retention rate.</li>\r\n<li>Recruitment analytics progresses through operational reporting, advanced reporting, and predictive analytics stages.</li>\r\n<li>Common challenges include data integration issues, resistance to change, privacy concerns, tech barriers, and data accuracy.</li>\r\n<li>Best practices recommend setting clear goals, collecting quality data, using suitable analytics software, and acknowledging data limitations.</li>\r\n<li>iSmartRecruit provides an AI-powered ATS platform offering customised dashboards, advanced reporting, automated and compliant recruitment analytics.</li>\r\n</ul>\r\n</div>\r\n<p dir=\"ltr\">The recruitment landscape is ever-growing, and the phrase “Data is power” becomes true and more relevant to stay competitive in the hiring market. </p>\r\n<p dir=\"ltr\">Those traditional recruitment days are over when hiring decisions are made just based on human intuition.</p>\r\n<p dir=\"ltr\">Modern-day recruiters and HRs harness the power of data-driven information to make informed decisions that align with their organisation’s long-term goals, reduce hiring costs, and improve the quality of hires. </p>\r\n<p dir=\"ltr\">According to LinkedIn, recruiting professionals believe analysing data to make hiring decisions will become an indispensable part of recruitment over the next five years. </p>\r\n<p dir=\"ltr\">So, are you looking for ways to create the best recruitment strategies? Do you want to find out the inefficiencies and bottlenecks of your recruitment workflow? No worries because we have a solution in just one word to all of your questions. The word is “Recruitment Analytics.” But wait, how? </p>\r\n<p dir=\"ltr\">Let’s dive together into this guide to leverage the revolutionary potential of hiring analytics and why it is important. </p>\r\n<h2 dir=\"ltr\">What is Recruitment Analytics?</h2>\r\n<p dir=\"ltr\">Recruitment analytics is real-time data you collect and organise during the hiring process to understand its efficiency and find potential loopholes. In the recruitment industry, recruitment analytics is also known as hiring analytics, recruitment channel analytics, and talent acquisition analytics. The names are different, but they all mean the same thing. </p>\r\n<p dir=\"ltr\">Hiring managers, HRs, and recruiters to track, manage, and analyse all the metrics relating to your hiring process. It is also called talent acquisition metrics.  </p>\r\n<p dir=\"ltr\">Basically, it is about identifying and understanding meaningful patterns for <a href=\"https://www.ismartrecruit.com/blog-ways-recruiters-source-the-candidates\">candidate sourcing</a>, selecting, and hiring. Recruitment analytics helps hiring teams calculate their recruitment efforts and improve their strategy purely based on hard-core data, not just instinct.</p>\r\n<p dir=\"ltr\">Before we move further, let’s understand why hiring analytics is crucial for recruitment professionals. </p>\r\n<h2 dir=\"ltr\">Why does Recruitment Analytics Matter in 2026?</h2>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Candidate_experience_(1).webp.dat\" alt=\"TA Teams leverage mature recruitment analytics to improve hiring efforts \" width=\"1260\" height=\"750\"></pre>\r\n<p dir=\"ltr\">Before understanding the vitality of recruitment metrics, we have to look into the more fundamental question: Why has data-driven recruitment become the talk of the town recently? </p>\r\n<p dir=\"ltr\">The answer is way too simple! Data-backed decisions are taken based on past evidence of what has worked and what should be avoided. This way, recruiters identify the traits of successful recruitment and enhance the efficiency of the process. </p>\r\n<p dir=\"ltr\">So, data is imperative, and to use it effectively, you need recruitment analytics, which lets you observe the hiring data in the simplest manner. A survey done by LinkedIn found that hiring teams with mature recruitment analytics are 2x more likely to improve their recruiting efforts. </p>\r\n<p dir=\"ltr\">By using recruiting analytics in the right way, recruiters and HR can make informed decisions, boost efficiency,<a href=\"https://www.ismartrecruit.com/blog-proven-ways-to-improve-hiring-process\"> streamline hiring workflow</a>, stay ahead in the competitive talent market, and anticipate future hiring needs and trends. </p>\r\n<p dir=\"ltr\">Let’s explore in detail the key benefits talent acquisition professionals will get from recruitment analytics. </p>\r\n<h2 dir=\"ltr\">Top 6 Benefits of Recruitment Analytics </h2>\r\n<p dir=\"ltr\">Analysing and tracking the analytics in recruitment offers numerous fruitful benefits. Here are some of the key advantages of hiring analytics.  </p>\r\n<h3 dir=\"ltr\">1. Hire Quality Candidates Only </h3>\r\n<p dir=\"ltr\">Recruitment analytics helps you identify the most effective channels for attracting top talent. </p>\r\n<p dir=\"ltr\">So, you can invest more in sources by tracking where your best hires come from (job boards, social media, employee referrals). </p>\r\n<p dir=\"ltr\">It also shows which parts of your<a href=\"https://www.ismartrecruit.com/blog-what-is-job-description-how-to-write-it-effectively\"> job descriptions</a> and interview process resonate with strong candidates.</p>\r\n<p dir=\"ltr\">Also, recruitment analytics help identify which keywords in the job description attract the right candidates. This allows you to tailor your recruitment strategy to attract individuals who are a great fit for the role and your company culture.</p>\r\n<p dir=\"ltr\"><a href=\"https://www.linkedin.com/business/talent/blog/talent-strategy/predictions-on-how-recruiting-will-be-different-in-2025\" target=\"_blank\" rel=\"noopener\"><img src=\"https://www.ismartrecruit.com/upload/blog/Quality_of_hire.webp.dat\" alt=\"Quality of hire is viatl metric in recruitment analytics\" width=\"1260\" height=\"750\"></a></p>\r\n<h3 dir=\"ltr\">2. Precision in Decision-Making</h3>\r\n<p dir=\"ltr\">Hiring managers can make informed and data-backed hiring decisions. It provides a wealth of metrics like time-to-hire, cost-per-hire, and offer acceptance rates.</p>\r\n<p dir=\"ltr\">Analysing this analytics data helps you identify bottlenecks in your hiring process and areas for improvement.</p>\r\n<p dir=\"ltr\">Imagine having data to show which interview questions are the best predictors of success in a particular role. This would be more accurate as it would not be based on gut feeling but on evidence-based insights.</p>\r\n<h3 dir=\"ltr\">3. Gain Higher Recruitment Efficiency </h3>\r\n<p dir=\"ltr\">Recruitment analytics can streamline your hiring process by highlighting inefficiencies and bottlenecks. </p>\r\n<p dir=\"ltr\">For example, you might discover that a particular stage in your hiring process takes an unusually long time. By analysing the data, you can identify the cause of the delay and take steps to address it. </p>\r\n<p dir=\"ltr\">Then, you can use AI recruitment software to automate those manual tasks, which will ultimately increase recruitment efficiency.</p>\r\n<h3 dir=\"ltr\">4. Provide Positive Candidate Experience</h3>\r\n<p dir=\"ltr\">Candidates form an impression of your company based on their experience during the recruitment process. </p>\r\n<p dir=\"ltr\">It can help you identify areas where the <a href=\"https://www.ismartrecruit.com/blog-candidate-experience\">candidate\'s experience</a> can be improved. </p>\r\n<p dir=\"ltr\">For instance, you might see a high drop-off rate at a particular stage in your application process. </p>\r\n<p dir=\"ltr\">By investigating the reasons behind that, you can identify and remove any unnecessary hurdles that could discourage qualified candidates.</p>\r\n<h3 dir=\"ltr\">5. Achieve Higher Retention Rates</h3>\r\n<p dir=\"ltr\">Hiring the right person from the start is crucial for reducing turnover. Recruitment analytics can help you assess the effectiveness of your onboarding process.</p>\r\n<p dir=\"ltr\">It also helps you understand the factors that contribute to employee turnover, such as poor job fit or lack of career development opportunities. </p>\r\n<p dir=\"ltr\">By addressing these issues, you can improve your <a href=\"https://www.ismartrecruit.com/blogs/employee-retention-tips-to-prevent-top-talent-from-walking-out\">employee retention</a> rates and reduce the costs associated with turnover.</p>\r\n<h3 dir=\"ltr\">6. Craft Targeted Recruitment Strategies</h3>\r\n<p dir=\"ltr\">Recruitment analytics makes you smarter with your recruitment approach by eliminating guesswork. It helps you to gain a deeper understanding of your ideal candidate profile. </p>\r\n<p dir=\"ltr\">By analysing data on your top performers, you can identify the skills, experience, and qualifications that are most successful in your company.</p>\r\n<p dir=\"ltr\">This information can then be used to create targeted job descriptions, interview questions, and recruitment campaigns.</p>\r\n<p dir=\"ltr\">The more targeted your <a href=\"https://www.ismartrecruit.com/blog-best-recruiting-strategies-for-recruiters\">recruitment strategy</a>, the better your chances of attracting the perfect fit for your open positions.</p>\r\n<h2 dir=\"ltr\">Most Important Metrics in Recruitment Analytics </h2>\r\n<p dir=\"ltr\">Do you want to shift from a mediocre hiring process to an outstanding one? </p>\r\n<p dir=\"ltr\">Then, you need to track and analyse crucial hiring and <a href=\"https://www.ismartrecruit.com/blog-recruitment-metrics-measure-recruitment-performance\">recruitment metrics</a>, which are as follows. </p>\r\n<h3 dir=\"ltr\">1. Time to hire</h3>\r\n<p class=\"border\" dir=\"ltr\"><strong>Time to Hire = <span class=\"OYPEnA text-decoration-none text-strikethrough-none\">The day they accept the job - the day the recruiter reaches the </span></strong><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">candidate</span></strong></p>\r\n<p dir=\"ltr\">Hiring time is a frequently utilised metric by hiring and HR managers to assess the required time to hire the most suitable talent. They calculate the time it takes from when a recruiter opens a job opening until a candidate accepts the job offer. The time-to-hire metric is crucial to assess the overall recruitment efficiency.  </p>\r\n<h3 dir=\"ltr\">2. Cost per Hire</h3>\r\n<p><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Cost Per Hire = Internal recruiting costs + external recruiting costs / total number of hires</span></strong></p>\r\n<p dir=\"ltr\">Recruiters will get the total amount spent to fill an open position, which includes <a href=\"https://www.ismartrecruit.com/blog-job-advertisement-the-big-door-to-your-organization\">job advertising</a>, recruitment software subscription charges, recruiter fees, and staff time. Keeping this number in check ensures that the recruitment process is cost-effective.</p>\r\n<h3 dir=\"ltr\">3. Quality of Hire </h3>\r\n<p dir=\"ltr\">Do you want to measure the first-year performance of new hires? Do you want to review their progression and their impact on the team? Then, this recruitment metric will give insight into how well the <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">recruitment process</a> is identifying top talent. </p>\r\n<p dir=\"ltr\">The LinkedIn survey found that <strong>40%</strong> of companies believe that the quality of hire metric is their top priority.</p>\r\n<p dir=\"ltr\">The metric can be efficiently calculated by dividing it into two parts. </p>\r\n<ol>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Pre-hire quality </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Post-hire quality </p>\r\n</li>\r\n</ol>\r\n<p dir=\"ltr\"><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Pre-hire quality = No. of managers who are very satisfied with a talent pool / total number of surveys filled out</span></strong></p>\r\n<p dir=\"ltr\">Pre-hire quality metric measures the quality of the pre-screening part, with the aim of <a href=\"https://www.ismartrecruit.com/blog-recruiting-secrets-boost-talent-attraction-retention\">attracting the candidates</a> who are most likely to thrive in the open role. </p>\r\n<p dir=\"ltr\"><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Post-hire Quality = No. of workers who leave within a year of hire date / total No. of workers who leave during the same period</span></strong></p>\r\n<p dir=\"ltr\">Whereas the post-hire quality metric reviews the quality of new hires and their contribution to the organisation’s progress. </p>\r\n<h3 dir=\"ltr\">4. Sourcing Channel Efficiency  </h3>\r\n<p dir=\"ltr\"><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Sourcing Channel </span><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Efficiency = </span><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">total number of hires via the channel / total number of applications via channel x 100</span></strong></p>\r\n<p dir=\"ltr\">Identifying the best sourcing channel to hire talented candidates for a particular open role is way too tough and time-consuming. But, with this recruitment metric, recruiters can know exactly which channel delivers the best candidates for a specific position. </p>\r\n<h3 dir=\"ltr\">5. Applicant-to-Hire Ratio </h3>\r\n<p><strong>Applicant to Hire = <span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Total number of applications / Total number of hires</span></strong></p>\r\n<p dir=\"ltr\">Recruiters track this metric to calculate the number of total submitted candidate applications compared to the number of applicants who are actually hired. It helps to understand the effectiveness of your recruiting process. </p>\r\n<h3 dir=\"ltr\">6. Offer Acceptance Rate</h3>\r\n<p><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Offer Acceptance Rate = Number of accepted job offers / Number of all offers x 100</span></strong></p>\r\n<p dir=\"ltr\">Want to know the exact percentage of offers accepted by the selected candidates? Then, this crucial metric will be a perfect solution to give you a total number of candidates presented with a job offer versus the number of candidates who actually accepted it. </p>\r\n<h3 dir=\"ltr\">7. Retention Rate </h3>\r\n<p dir=\"ltr\"><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Retention Rate = <span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Total employees still employed at the end of a specific period / Total employees at the start of the same period</span></span></strong></p>\r\n<p dir=\"ltr\">How was your onboarding process? Was the training efficient or not? How engaged are new employees? Want to know the answers to all of these questions? </p>\r\n<p dir=\"ltr\">In a recruitment context, the retention ratio gives the percentage of employees who remain with a company for a given period of time. The metric can be calculated by dividing the number of workers who have stayed by the original number of workers and then multiplying by 100. </p>\r\n<p dir=\"ltr\">Usually, high retention rates indicate the company has a <a href=\"https://www.ismartrecruit.com/blog-company-culture-and-its-important\">healthy company culture </a>and an effective hiring and onboarding process. </p>\r\n<h2 dir=\"ltr\">3 Stages of Recruitment Analytics </h2>\r\n<p dir=\"ltr\">Hiring managers, HRs, and recruiters need to consider three stages of recruitment analytics, which are operational reporting, advanced reporting and predictive analytics. Let’s understand each of them in a bit of detail. </p>\r\n<h3 dir=\"ltr\">1. Operational Reporting </h3>\r\n<p dir=\"ltr\">Operational reporting is the initial <a href=\"https://www.ismartrecruit.com/blog-full-life-cycle-recruitment-stages\">stage of the recruitment process</a> and offers a base of more details about your recruiting workflow. </p>\r\n<p dir=\"ltr\">This first stage of recruitment analytics is all about analysing the day-to-day recruitment functions to make sure that the activities align with the long-term goals and strategic objectives of the organisation. </p>\r\n<p dir=\"ltr\">It includes real-time data and different key metrics such as: </p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Time to hire</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Cost of recruiting </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Time to fill</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">No. of applications per job opening</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">No. of interviews conducted</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Selection ratio</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Hiring manager satisfaction rate </p>\r\n</li>\r\n</ul>\r\n<p><a href=\"https://yello.co/blog/recruitment-operations-statistics/\" target=\"_blank\" rel=\"noopener\"><img src=\"https://www.ismartrecruit.com/upload/blog/Most_Tracked_Metrics.webp.dat\" alt=\"Most tracked metrics in recruitment analytics \" width=\"1260\" height=\"750\"></a></p>\r\n<p dir=\"ltr\">Well, tracking the mentioned metrics above doesn’t need any particular software solution or tools to measure. This can be done by opening your career page dashboard or manually adding and counting the number of total candidate applications you receive. </p>\r\n<p dir=\"ltr\">However, it will consume a lot of time for your recruiters as they have to go through a lot of calculation work manually, which can be quickly and efficiently done by AI recruitment software. Recruitment professionals can build a rigid foundation of more specific and direct insights from the other two stages. </p>\r\n<h3 dir=\"ltr\">2. Advanced Reporting </h3>\r\n<p dir=\"ltr\">Moving further comes the second stage, which is <a href=\"https://www.ismartrecruit.com/reporting-and-compliance\">advanced reporting</a> that provides core insights. It offers much more specific information. Recruiters can dive deep to look at how the recruitment processes are executed by tracking vital metrics such as: </p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Recruitment channels cost </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Analysis of recruitment sources</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\"><a href=\"https://www.ismartrecruit.com/blog-recruitment-funnel-recruiters-need-know\">Recruitment funnel </a>conversions </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Minimum slate </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Onboarding effectiveness</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Candidate attrition rates</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Skills gap analysis</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\"><a href=\"https://www.ismartrecruit.com/blog-employer-branding-strategies\">Employer branding</a></p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\">Advanced reporting helps recruiters address current <a href=\"https://www.ismartrecruit.com/blog-recruitment-challenges-faced-by-recruiters\">recruitment challenges</a> and build effective recruitment strategies to mitigate the bottlenecks one faces in conducting recruitment. This way, the process of talent acquisition will be seamless. </p>\r\n<h3 dir=\"ltr\">3. Predictive Data Analytics in Recruitment </h3>\r\n<p dir=\"ltr\">Do you want to predict future <a href=\"https://www.ismartrecruit.com/blog-create-solid-recruitment-plan\">recruitment plans</a> and hiring needs accordingly? </p>\r\n<p dir=\"ltr\">Then, this final phase of your recruitment analytics process is the answer for you. It involves using historical recruitment analytics data to predict the likelihood of future outcomes. </p>\r\n<p dir=\"ltr\">It enables recruitment professionals to make hiring decisions backed by past recruitment data and reinforces a smart hiring process. </p>\r\n<p dir=\"ltr\">In this process of recruitment analytics, recruiters gather large volumes of recruitment data from a variety of platforms and analyse it using methods like machine learning, statistics, and modelling techniques to forecast what could happen if they take certain actions under particular scenarios. </p>\r\n<p dir=\"ltr\">Predictive data analytics can be tracked by using <a href=\"https://www.ismartrecruit.com/blog-recruitment-technology-to-improve-hiring-workflow\">recruitment technology</a> and your data inputs to identify recruitment trends and key indicators of future outcomes and behaviour. </p>\r\n<p dir=\"ltr\">So, use an AI-powered <a href=\"https://www.ismartrecruit.com/blog-applicant-tracking-system-guide-for-recruiters\">Applicant Tracking System</a> like iSmartRecruit that applies predictive algorithms to forecast future results from various ranges of external candidate data inputs you collected from different sources, including resumes, cover letters, <a href=\"https://www.ismartrecruit.com/blog-screening-in-recruitment-for-recruiters\">screening processes</a>, and social media profiles. </p>\r\n<p dir=\"ltr\">You can execute the whole predictive analytics lifecycle using the <a href=\"https://www.ismartrecruit.com/blog-talent-acquisition-software-guide-for-recruiters\">talent acquisition software.</a> This is how the end-to-end cycle of predictive recruitment analytics happens. </p>\r\n<ol>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Gathering the hiring data</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Filtering data</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Deciding the type of analysis </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Train the <a href=\"https://plat.ai/blog/predictive-modeling/\" target=\"_blank\" rel=\"noopener\">predictive modelling</a></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Predictions performing </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Take action on outcome insights </p>\r\n</li>\r\n</ol>\r\n<p dir=\"ltr\">This last stage is an ongoing process of change and incremental improvement. Hence, constantly tracking and measuring your success is vital. </p>\r\n<h2 dir=\"ltr\">Challenges in Implementing Recruitment Analytics</h2>\r\n<p dir=\"ltr\">Every change is a challenge. When any transformation occurs, it inevitably brings challenges along with it. Implementing recruitment analytics is no exception and comes with its own set of challenges. Here is a list of potential challenges you might face in the future.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">1. Data Integration Issues</h3>\r\n<p dir=\"ltr\" role=\"presentation\">One of the biggest challenges you can face is the integration of data from various sources. In a typical hiring process, data comes from multiple platforms like ATS, CRM, job boards, and even social media. So, now you have a large amount of data, but how will you manage it and merge this data into a cohesive and accurate dataset? This can be quite a task. It often requires technical know-how and a deep understanding of each system to ensure the data flows seamlessly without losing its integrity.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">2. Resistance to Change</h3>\r\n<p dir=\"ltr\" role=\"presentation\">Change is never easy, especially when it involves adopting new technologies or methodologies. You and your teams will be sceptical about a shift from traditional recruitment methods to a data-driven approach.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">3. Data Privacy Concerns</h3>\r\n<p dir=\"ltr\" role=\"presentation\">With the rise of data analytics, data privacy has become a major concern. Handling candidate data responsibly is not just a legal requirement but also a matter of trust. Focusing on robust data protection and compliance with regulations like GDPR is very important. Balancing data with privacy can be challenging, but it’s a challenge that must be met to protect both the organisation and the candidates.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">4. Overcoming Technological Barriers</h3>\r\n<p dir=\"ltr\" role=\"presentation\">Technology is at the heart of recruitment analytics, but not every organisation is equipped with the latest tools and systems. You might struggle with outdated software or limited IT infrastructure. This can negatively affect the implementation of recruitment analytics. So, invest in the best tech.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">5. Ensuring Data Quality and Accuracy</h3>\r\n<p dir=\"ltr\" role=\"presentation\">Finally, ensuring the quality and accuracy of the data is most important. If the data isn’t accurate, the insights you draw from it will be flawed, leading to poor decision-making. This means you should do regular data audits, cleansing, and validation to maintain high data quality. </p>\r\n<p dir=\"ltr\">By addressing these challenges head-on, we can harness the true potential of recruitment analytics and make more informed, data-driven hiring decisions.</p>\r\n<h2 dir=\"ltr\">5 Best Practices for Recruitment Analytics </h2>\r\n<p dir=\"ltr\">Recruitment analytics can help you build your dream team by making data-driven decisions. However, you might face some of these Barriers during analytics, such as messy Data quality and headaches associated with keeping information organised across different systems. </p>\r\n<p dir=\"ltr\">Even if you have the data, some recruiters might not be familiar with analysing it, and convincing everyone on board with this new approach might take some explaining. </p>\r\n<p dir=\"ltr\">Don\'t worry; by implementing these best practices, you can easily tackle the challenges.</p>\r\n<h3 dir=\"ltr\">1. Set Clear Recruitment Goals </h3>\r\n<p dir=\"ltr\">Hiring managers must have clarity on what they want to achieve by using recruitment analytics. Here are some good examples of the questions they can ask themselves to decide which metrics they want to track: <strong> </strong></p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Do I want to improve the quality of hire? </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Is my goal to reduce the time to hire? </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">How can we decrease the cost per hire? </p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">What are the parameters I need to consider to <a href=\"https://www.ismartrecruit.com/blog-ways-to-improve-diversity-in-recruitment-for-recruiters\">increase diversity in recruitment</a>? <strong> </strong></p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\">Based on the goals you decide for your organisation, you will get a clear idea of which metrics to track. <strong> </strong></p>\r\n<h3 dir=\"ltr\">2. Collect Relevant Data and Review Its Quality </h3>\r\n<p dir=\"ltr\">You have a crystal clear idea of which metrics to analyse to measure the efficiency of your recruitment process. Now, the second step is to gather relevant data from various sources like social media,<a href=\"https://www.ismartrecruit.com/blog-job-boards-for-employers\"> job boards</a>, and your internal candidate databases to get a proper understanding. <strong> </strong></p>\r\n<p dir=\"ltr\">It can be overwhelming to analyse a huge set of data to interpret what’s working and what’s not, right? So, once you collect all the data, it is time for the filtering and validation process that will give you surety of the right data you are analysing. <strong> </strong></p>\r\n<h3 dir=\"ltr\">3. Use the Right Recruitment Analytics Software </h3>\r\n<p dir=\"ltr\">Choosing the right recruitment analytics software is incredibly important to enhance your hiring process and gain valuable insights to improve your recruitment strategy. If your ATS or <a href=\"https://www.ismartrecruit.com/hiring-platform\">hiring software</a> does not provide easy-to-analyse user navigation for the recruitment analytics feature, then there is no point in using one. <strong> </strong></p>\r\n<p dir=\"ltr\">For example, <a href=\"https://www.ismartrecruit.com/\">AI Recruitment Software</a> like iSmartRecruit helps you collect distinct data inputs from resumes, cover letters, pre-screens and social media, then store and segment them into your database. <strong> </strong></p>\r\n<p dir=\"ltr\">Then, the system provides a user-friendly <a href=\"https://www.ismartrecruit.com/blog-recruitment-dashboard-guide-for-recruiters\">recruitment dashboard </a>that enables your hiring managers and recruiters to track the most vital metrics which are valuable to your organisation and implement the right actions to improve recruitment faster. <strong> </strong></p>\r\n<h3 dir=\"ltr\">4. Use Analytics to Optimise Your Hiring Constantly</h3>\r\n<p dir=\"ltr\">Do you truly want to make the maximum use of recruitment analytics? If yes, then start putting data into perspective. To do that, your recruitment team needs to track your hiring improvement over time. <strong> </strong></p>\r\n<p dir=\"ltr\">Make sure that you are tracking recruitment progress on a monthly basis. This simple practice will let you know your stand against the hiring goals you have set for your organisation and compare them to a recruitment industry benchmark. <strong> </strong></p>\r\n<p dir=\"ltr\">Analysing recruitment metrics vital to you will give you meaningful changes you can implement to achieve a higher standard of the hiring process. One thing you need to keep in mind is that change won’t happen overnight; it will take time. Don’t see it as a sprint because it is not; it is a marathon and a long-term game of continuously improving and evolving. <strong> </strong></p>\r\n<h3 dir=\"ltr\">5. Acknowledge the Data Limitations </h3>\r\n<p dir=\"ltr\">You must recognise the limitations of the data and need to know that, alone, collecting plain data will not be sufficient to give you any relevant insight. So, simply looking at <a href=\"https://www.ismartrecruit.com/blog-recruiting-kpis-for-recruiters\">recruitment KPIs </a>and metrics will not work. You have to dig deeper into recruitment analytics to identify meaningful patterns.  <strong> </strong></p>\r\n<p dir=\"ltr\">Go beyond just numbers and review internal and external factors impacting metrics that you are tracking and analysing. Observe the current changes happening in the hiring market. Do not miss out on the <a href=\"https://www.ismartrecruit.com/blog-latest-recruiting-trends-for-hr\">latest recruitment trends</a> that you need to adapt in order to enhance your hiring workflow. <strong> </strong></p>\r\n<p dir=\"ltr\">These factors might affect the metrics you are analysing and demand change to make the process smoother and more efficient. So, be proactive to take the insight you get and put it into action. Do not make the mistake of relying solely on data. Know that other parameters affect the way you recruit.</p>\r\n<h2 dir=\"ltr\">How iSmartRecruit Supports Recruitment Analytics</h2>\r\n<p dir=\"ltr\">Hope you get all the relevant information regarding recruitment analytics and its necessity. So, now it is time to tell you why recruitment professionals and staffing agencies all over the world choose iSmartRecruit to not only track crucial metrics easily and effectively but also streamline your end-to-end recruitment process. </p>\r\n<p dir=\"ltr\">Here are some of the crucial recruitment analytics features you will get in iSmartRecruit. </p>\r\n<p dir=\"ltr\"><strong>1. Customisable Dashboards</strong></p>\r\n<p dir=\"ltr\">Create recruitment analytics dashboards that are tailored to your hiring needs and display key metrics at a glance, allowing your recruiters to observe distinct parameters of your recruitment process.</p>\r\n<p dir=\"ltr\"><strong>2. Advanced Reporting </strong></p>\r\n<p dir=\"ltr\">Get detailed reports to track each candidate’s progress throughout the hiring process. Figure out both successful and unsuccessful hiring strategies and determine improvement points to enhance your talent acquisition process. </p>\r\n<p dir=\"ltr\"><strong>3. Export Reports </strong></p>\r\n<p dir=\"ltr\">Share reports of recruitment metrics and data in both PDF and Excel formats to accommodate different stakeholder preferences. Not only does it enhance internal team communication, but it also supports compliance with reporting requirements and performance monitoring.</p>\r\n<p dir=\"ltr\"><strong>4. Compliance Tracking and Management </strong></p>\r\n<p dir=\"ltr\">Make sure that your recruitment process adheres to various legal, regulatory, labour laws and anti-discrimination legislation. </p>\r\n<p dir=\"ltr\"><strong>5. Automated Reporting</strong></p>\r\n<p dir=\"ltr\">Generate various reports automatically that save time and give regular updates to your teams on key recruitment metrics.</p>\r\n<p dir=\"ltr\"><strong>6. Seamless Integration Capabilities</strong></p>\r\n<p dir=\"ltr\">Easily integrate with various HR technologies,  job boards, social media channels, background check services, and third-party applications for data synchronisation across platforms and improvement of the recruitment ecosystem. </p>\r\n<h2 class=\"text-text-100 mt-3 -mb-1 text-[1.125rem] font-bold\">Conclusion</h2>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Recruitment analytics is not a future investment. It is a current necessity for any team serious about improving their hiring outcomes. The organisations using data most effectively in 2026 are building stronger pipelines, making faster decisions, and retaining more of the people they hire.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Start by identifying the two or three metrics most relevant to your current hiring goals, build a consistent tracking process around them, and expand your analytics practice from there. The return on that investment compounds over time as your data set grows and your insights become more precise.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">To see how iSmartRecruit\'s analytics and reporting features can support your team\'s data-driven hiring goals, book a free demo today.</p>\r\n<p dir=\"ltr\"><a title=\"Make Data-backed Hiring Decisions with iSmartRecruit Now! \" href=\"https://www.ismartrecruit.com/request-demo?utm_source=blog&utm_medium=blog_cta_image&utm_campaign=cta_demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/Recruitment_Analytics_CTA.webp.dat\" alt=\"Optimise hiring with recruitment analytics \" width=\"1260\" height=\"300\"></a></p>\r\n<h2 dir=\"ltr\">Frequently Asked Questions (FAQs)</h2>\r\n<h3>1. What is Analytical Recruitment?</h3>\r\n<p>Using data and statistical analysis to enhance the hiring process is known as analytical recruitment, or recruitment analytics. Organisations can make better decisions and maximise their hiring strategies by using it to understand trends in their recruitment activities, from sourcing candidates to onboarding new hires.</p>\r\n<h3>2. Can small businesses benefit from Recruitment Analytics?</h3>\r\n<p>Yes, when you are just starting out, recruitment analytics can be very beneficial. You can find the source of your best talent and improve your candidate quality. This ultimately leads to better hiring decisions, saving time and money.</p>\r\n<h3>3. What role does AI play in Recruitment Analytics?</h3>\r\n<p>AI in recruitment analytics helps identify the best candidates by quickly analysing large amounts of data, such as resumes and job descriptions. It can also help spot patterns and predict candidate success, making the hiring process more efficient and unbiased.</p>\r\n<h3>4. Why do recruiters need predictive data analytics?</h3>\r\n<p>Recruiters use predictive data analytics to identify the best candidates quickly and accurately by analysing patterns and trends from past hiring data. This helps them make informed decisions, saving time and improving hiring success.</p>\r\n<h3>5. How to measure the ROI of recruitment analytics?<strong><br></strong></h3>\r\n<p>To measure the ROI of recruitment analytics, compare the cost savings and revenue gains from improved hiring decisions against the investment in analytics tools and resources. Track metrics like reduced time-to-hire, improved candidate quality, and lower turnover rates to quantify the benefits. The formula for ROI is (Benefits - Costs) / Costs x 100%.</p>','','RECRUITING','Banner_Designs_(5).webp','blog-recruitment-analytics-guide-to-optimize-recruiting','Recruitment Analytics: A Guide to Data-Driven Hiring','Discover what recruitment analytics is, which metrics matter most, and how data-driven hiring helps teams improve candidate quality and reduce cost per hire.','recruitment data analysis, talent acquisition reporting and analytics, what is recruitment analytics, big data analytics in recruitment, analytics recruitment, ai recruitment analytics, data driven recruitment, recruitment analytics dashboard, recruitment marketing analytics, analytics recruiting, key metrics for talent acquisition, recruiting analytics software, hiring analytics software, recruitment channel analytics, advanced analytics recruitment, recruitment analytics meaning, hiring metrics to track, analytics in recruitment, recruitment analytics, hr analytics in recruitment, recruitment metrics and analytics, data analytics in recruitment, recruitment analytics tools, recruiting data analytics, hiring analytics, recruitment analytics metrics, talent acquisition metrics, key recruiting metrics, recruitment analytics examples, predictive analytics in recruitment, recruitment analysis, recruitment analytics report, data analysis for recruitment, recruiter analytics, talent acquisition analytics, best recruiting metrics, recruitment analytics software tools, hiring process analytics, recruitment analytics software, recruitment and selection analytics, predictive data analytics, talent acquisition data analytics, predictive analytics recruitment, recruitment data analytics, candidate sourcing analytics, recruitment metrics, recruitment process analytics, data analytics recruitment, recruitment analytics platform','{\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"Can small businesses benefit from Recruitment Analytics?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Yes, when you are just starting out, recruitment analytics can be very beneficial. You can find the source of your best talent and improve your candidate quality. This ultimately leads to better hiring decisions, saving time and money.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"What is Analytical Recruitment?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Using data and statistical analysis to enhance the hiring process is known as analytical recruitment, or recruitment analytics. Organisations can make better decisions and maximise their hiring strategies by using it to understand trends in their recruitment activities, from sourcing candidates to onboarding new hires.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"What role does AI play in Recruitment Analytics?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"AI in recruitment analytics helps identify the best candidates by quickly analysing large amounts of data, such as resumes and job descriptions. It can also help spot patterns and predict candidate success, making the hiring process more efficient and unbiased.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"Why do recruiters need predictive data analytics?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Recruiters use predictive data analytics to identify the best candidates quickly and accurately by analysing patterns and trends from past hiring data. This helps them make informed decisions, saving time and improving hiring success.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"How to measure the ROI of recruitment analytics?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"To measure the ROI of recruitment analytics, compare the cost savings and revenue gains from improved hiring decisions against the investment in analytics tools and resources. Track metrics like reduced time-to-hire, improved candidate quality, and lower turnover rates to quantify the benefits. The formula for ROI is (Benefits - Costs) / Costs x 100%.\"\r\n    }\r\n  }]\r\n}',NULL,0,8,0,1,1,1,8,'Ready to Drive Data-driven Hiring? ','Optimise your hiring strategy with the Recruitment Analytics feature in ATS and Make smarter hiring decisions. ','','',0,'0.55','2021-04-08','2021-04-08 04:24:55','2026-05-21 16:58:11','shreevatsa@marketing.com','anand@ikraftsolutions.com','','',0,0),(246,'10 Best Recruitment Practices To Hire Top Talent','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Top recruitment practices include nurturing employer branding, enhancing recruitment marketing, and creating engaging visual content.</li>\r\n<li>Leveraging social media and investing in HR technology streamline recruitment and broaden candidate reach.</li>\r\n<li>Flexibility in work arrangements and skill tests improve candidate fit and satisfaction.</li>\r\n<li>Target passive candidates and continuously update your talent pool for better hiring options.</li>\r\n<li>Implement practical steps like assessing processes, setting goals, incorporating technology, training staff, and measuring progress.</li>\r\n<li>Adopting these best practices helps organisations hire top talent faster and manage recruitment efficiently.</li>\r\n</ul>\r\n</div>\r\n<p dir=\"ltr\">The current job market is incredibly competitive. Also, it is candidate-centric. As a result, recruiters are finding the best recruitment practices to hire top talent faster than their competitors. </p>\r\n<p dir=\"ltr\">Also, hiring practices are not just about acquiring the best candidates quickly, but they also help recruiters and hiring managers to smoothly manage the recruitment workflow and provide the best candidate experience. </p>\r\n<p dir=\"ltr\">In addition, the tumultuous times created new trends, practices, and expectations. Organisations had to invest in <a href=\"https://www.ismartrecruit.com/blog-hr-tools-for-startups\">HR tools & technology</a> and learn how to leverage advanced tech solutions. Besides, telework proved to be beneficial for both companies and employees, allowing organisations to <a href=\"https://remote.com/blog/hiring-internationally\" target=\"_blank\" rel=\"noopener\">hire international talent</a> more easily. That emerged doubts about whether the best recruitment practices have changed.</p>\r\n<p dir=\"ltr\">Currently, companies get to <a href=\"https://dealhub.io/glossary/cost-reduction/\" target=\"_blank\" rel=\"noopener\">reduce business expenses</a> by allowing their employees to work remotely. <strong>65%</strong> of workers said that working from home makes them more productive, and <strong>53%</strong> would like to continue working remotely. Virtual offices provide<a href=\"https://www.oberlo.com/blog/remote-work-statistics\"> flexibility</a>,<a href=\"https://www.fingerprintforsuccess.com/blog/work-life-balance-stats\" target=\"_blank\" rel=\"noopener\"> improved work-life balance</a>, and<a href=\"https://www.flexjobs.com/blog/post/remote-work-statistics/\" target=\"_blank\" rel=\"noopener\"> less time spent commuting</a>.</p>\r\n<p dir=\"ltr\">This new normal means you have to upgrade your hiring process. You also have to consider what the best recruitment practices are. </p>\r\n<p dir=\"ltr\">So, let’s look at the top 10 recruitment practices recruiters and HRs can implement to stay on top of the hiring game.</p>\r\n<h2 dir=\"ltr\">10 Best Recruitment Practices to Attract and Recruit Top Talent Faster </h2>\r\n<p id=\"docs-internal-guid-ddd97c1f-7fff-3e86-04b5-f3c3571b8081\" dir=\"ltr\">When developing recruitment marketing strategies, you should be comprehensive and cover all elements, including company culture, marketing, and candidate needs. Failing to implement one crucial procedure could affect the quality of hires and how well they fit into the workplace. Hence, get creative, pay attention to details, and keep the job applicants\' interests focused.</p>\r\n<p>Here are some of the best hiring practices for recruiting top talent.</p>\r\n<h3 id=\"docs-internal-guid-4f4fd77b-7fff-7c30-2786-8d1bb9ab1180\" dir=\"ltr\">1. Nurture Your Employer\'s Branding & Company Culture</h3>\r\n<p dir=\"ltr\">Job seekers want to work in an organization with a stellar reputation, and most of them would reject a job offer otherwise. <a href=\"https://www.ismartrecruit.com/blog-employer-branding-strategies\">Strong employer branding</a> tells candidates that you are a professional and take your business and employees seriously.</p>\r\n<p dir=\"ltr\">If job applicants read company reviews and find out you don\'t pay out regularly or don\'t treat your staff well, they will move on to another employer. Also, it is vital for increasing the effectiveness of your recruitment marketing efforts. </p>\r\n<p dir=\"ltr\">Besides, your <a href=\"https://www.ismartrecruit.com/blog-company-culture-and-its-important\">company culture</a> should be clear, visible, and understandable. Otherwise, you could attract people who don\'t align with the core values of your business. Employees feel more productive and welcome in a company culture that\'s compatible with their sensibility and goals.</p>\r\n<p dir=\"ltr\">Use your social media handles to share visual content and stories of your staff (use a simple <a href=\"https://picsart.com/photo-editor\" target=\"_blank\" rel=\"noopener nofollow\">photo editing tool</a> to make your pictures look great on social media). Additionally, using tools to <a href=\"https://depositphotos.com/upscaler.html\" target=\"_blank\" rel=\"noopener\">upscale pictures</a> can significantly enhance the quality of your visual content, making it more appealing and professional for your audience. Job seekers should see how it is to work in your company. Write what matters to your business and what kind of employees you would love to hire.</p>\r\n<p dir=\"ltr\">Show that you\'re a human-centric workplace that cares about its staff. Ensure you are consistent and that you highlight the most significant elements of your culture.</p>\r\n<h3 id=\"docs-internal-guid-6a3d0ef3-7fff-0ba4-39db-4bd0d5d1c46b\" dir=\"ltr\">2. Work on Your Recruitment Marketing efforts</h3>\r\n<p dir=\"ltr\">When applying for a job, candidates have to sell themselves to the employer. But the same goes the other way around. Job applicants typically send their resumes to more than one company. It is why it\'s essential to remember you also have to sell your workplace to the most compatible candidate. If you want them to choose you over other employers, show them why they should do so.</p>\r\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Recruitment_marketing_efforts.webp.dat\" alt=\"Recruitment marketing efforts statistics \" width=\"1260\" height=\"750\"></pre>\r\n<p>That requires boosting your <a href=\"https://www.ismartrecruit.com/blog-recruitment-marketing-guide\">recruitment marketing</a> efforts. Try to avoid focusing on sales only. Build and nurture your business with a candidate in mind. Tailor your recruiting process to their needs. All company-related content should be consistent and candidate-centric. It is what HRs call a recruitment mindset. It means you should convince job applicants you can provide them with the best workplace they could have.</p>\r\n<p id=\"docs-internal-guid-41a3585f-7fff-08cd-cd0a-78250c669bbb\" dir=\"ltr\">Also, don\'t forget to be engaging. Share experiences and testimonials of your employees and alumni. Ask job seekers questions on social media. Find out directly from them what it is that they appreciate in a company and workplace.</p>\r\n<h3 id=\"docs-internal-guid-2527d72d-7fff-2a9c-e153-e5c3e3abbfc7\" dir=\"ltr\">3. Create Engaging Visual Content </h3>\r\n<p id=\"docs-internal-guid-6ba6bdf2-7fff-4ecd-ac47-3a4d3ceeb65d\" dir=\"ltr\">Generation Z and millennials prefer visual content and short information. They are the two increasingly dominant generations in the workplace. You should include their needs in your recruitment process. Hence, create a lot of engaging visual content and videos to <a href=\"https://www.ismartrecruit.com/blog-boost-online-recruitment-with-content-marketing\">boost online recruitment with content marketing</a> efforts. </p>\r\n<p dir=\"ltr\">Even though you don\'t need an expensive camera, it is recommended to invest in digital tech to make the best content. Similarly, leveraging <a href=\"https://skylum.com/luminar/noiseless-ai\" target=\"_blank\" rel=\"noopener\">ai image denoiser</a> technology can significantly improve the quality of visual content in recruitment, making your company\'s presentation more appealing to potential top talent. On the other side, you can choose the more affordable option that\'s also simple to use, like an <a href=\"https://picsart.com/ai-image-generator/\" target=\"_blank\" rel=\"noopener nofollow\">AI image generation tool</a>. Create explainer videos or infographics to engage the audience and job seekers. </p>\r\n<p dir=\"ltr\">There are all kinds of visuals you can use to boost your visibility and relevance. Share industry-specific information and news, survey results, updates, and employee insights. Whatever you choose, ensure candidates will perceive it as relevant, useful, and immersive.</p>\r\n<h3 id=\"docs-internal-guid-870984aa-7fff-c0c9-3d4b-0a85bc1e6c47\" dir=\"ltr\">4. Leverage social media for recruitment </h3>\r\n<p id=\"docs-internal-guid-c9d212b3-7fff-1e9c-1aee-7a09b690d779\" dir=\"ltr\">Social media handles are one of the essential tools in virtual hiring. It is an opportunity for <a href=\"https://www.ismartrecruit.com/blog-ways-recruiters-source-the-candidates\">candidate sourcing</a> and finding qualified and like-minded job applicants. If you have an <a href=\"https://www.ismartrecruit.com/blog-applicant-tracking-system-guide-for-recruiters\">Applicant Tracking System (ATS)</a> or other recruiting software, you can connect it to your social media.</p>\r\n<p dir=\"ltr\"><a title=\"Explore Social Media Recruitment Guide\" href=\"https://www.ismartrecruit.com/blog-social-media-recruitment-guide\"><img src=\"https://www.ismartrecruit.com/upload/blog/social_media_recruitment_guide.webp.dat\" alt=\"Explore Social Media Recruitment Guide\" width=\"1260\" height=\"300\"></a></p>\r\n<p dir=\"ltr\">That way, you can share your job ads and invite candidates directly from <a href=\"https://www.ismartrecruit.com/blog-how-to-hire-on-linkedin-strategies-for-recruiters\">LinkedIn</a>. Also, recruiters nowadays use <a href=\"https://www.ismartrecruit.com/blog-how-to-hire-candidates-from-facebook\">Facebook recruiting</a> to find and recruiting talent. Besides, social media are great for company highlights and sharing workplace benefits and perks. Thanks to that, you stay relevant and may attract job seekers even if you have no open vacancies at the moment. It is how you can grow your talent pool and increase your outreach.</p>\r\n<h3 id=\"docs-internal-guid-94cb28dd-7fff-7340-a0da-dc1e100aa277\" dir=\"ltr\">5. Invest in HR & recruitment technology</h3>\r\n<p id=\"docs-internal-guid-0003861f-7fff-c126-580c-47a3c30e1a72\" dir=\"ltr\">One of the best recruitment practices in 2026 is investing in advanced HR and <a href=\"https://www.ismartrecruit.com/blog-recruitment-technology-to-improve-hiring-workflow\">recruiting technology</a>. Nowadays, recruiting and work are mostly digital, meaning that you\'ll heavily rely on digital tech. It is essential to keep up with time and provide the best virtual experience to the candidates.</p>\r\n<p dir=\"ltr\">Find software or a system that can help you <a href=\"https://www.ismartrecruit.com/blog-guide-recruiting-automation\">automate recruitment processes</a> and accelerate recruiting. HR technology allows you to eliminate redundant and time-consuming tasks. Instead, you can focus on what genuinely matters: talent management. Leave the administrative issues to technology. </p>\r\n<p dir=\"ltr\">Various tech platforms are all-encompassing and include a <a href=\"https://www.ismartrecruit.com/blog-understand-resume-parsing\">resume parser,</a> payroll management, and background screening. Find the one that compliments your business goals, needs, and size.</p>\r\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Very-useful-software-for-recruit-management.webp2.dat\" alt=\"\" width=\"1200\" height=\"627\"></pre>\r\n<h3 id=\"docs-internal-guid-adc1051a-7fff-8131-364f-f929c2c5a147\" dir=\"ltr\">6. Answer the need for flexibility</h3>\r\n<p id=\"docs-internal-guid-22aa9a26-7fff-ad0d-31ff-22d91f4a670c\" dir=\"ltr\">Job seekers and employees increasingly want flexibility and the ability to choose between remote and office work. To have the best recruitment practices, consider allowing hires to work both from home and company. Keep up with time and ensure you can provide the candidates with a remote-friendly workplace.</p>\r\n<p dir=\"ltr\">You don\'t have to opt for a fully remote office. For instance, employees can work three days in physical spaces and two remotely. Whatever works for your business, ensure you share that possibility in your <a href=\"https://www.ismartrecruit.com/blog-job-advertisement-the-big-door-to-your-organization\">job advertisement</a> and website. Job seekers should know that you understand their need for flexibility and allow telework.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-b848a919-7fff-ceb6-2b8f-edbc867dadd7\">7. Introduce skill tests</span></h3>\r\n<p id=\"docs-internal-guid-51c2eb9c-7fff-9aab-6e80-32d49d669341\" dir=\"ltr\">The rise in unemployment means there are a lot of candidates looking for work. Many will take a job that\'s not compatible with their goals and skills to ensure security and pay the bills. Even though talent abundance can be beneficial because it lets you choose, it can also be a trap. Job seekers can apply to work in your company even if they don\'t have the necessary qualifications. </p>\r\n<p dir=\"ltr\">Hence, if you don\'t weed out incompatible candidates early, you could waste both your and their time. Besides evaluating resumes and cover letters, consider introducing a skill test. These can help you uncover which candidates genuinely match the job role and have the required abilities. </p>\r\n<p dir=\"ltr\">Choose the right skill test to eliminate job applicants that are under-qualified and not what your company needs. They shouldn\'t be too long (e.g., no more than 20 questions,) and you should use them as the initial step.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-8f6007d3-7fff-d783-cc06-34fd3cba21a3\">8. Enhance your job ads</span></h3>\r\n<p id=\"docs-internal-guid-bbcdde46-7fff-2e3f-c033-65905c7ae6dc\" dir=\"ltr\">Avoid receiving a bundle of job applications from incompatible candidates by ensuring you\'re conveying the right message in your <a href=\"https://www.ismartrecruit.com/blog-what-is-job-description-how-to-write-it-effectively\">job descriptions</a>. Be as serious as possible and create an ad that accurately represents the job role title, responsibilities, expectations, and benefits. Job seekers shouldn\'t have any doubts or questions when reading your job ad.</p>\r\n<p dir=\"ltr\">Besides, ensure you use inclusive language and that you speak to your target audience. For example, use a tool that checks your job description and whether it consists of bias.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-10495e80-7fff-52b4-3275-63c1e510492c\">9. Target passive candidates </span></h3>\r\n<p id=\"docs-internal-guid-0f421237-7fff-c9f5-e0ac-f3937422c900\" dir=\"ltr\">Try to also focus on candidates who are not actively looking for a job or are doing it elsewhere. The COVID-19 pandemic makes many people cling to their current work desperately, even though they would be open to talking with a recruiter.</p>\r\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Passive_talent.webp.dat\" alt=\"70% of the global workforce is passive talent.\" width=\"1260\" height=\"750\"></pre>\r\n<p dir=\"ltr\">Your ideal candidate could already be hired, but that doesn\'t stop you from reaching out with an offer. One of the best <a href=\"https://www.ismartrecruit.com/blog-passive-recruiting-definition-strategy-benefits\">recruitment practices to target passive candidates</a> is to contact them on LinkedIn and industry-relevant social media platforms.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-fed4ea02-7fff-14d3-64f5-68aec96a581a\">10. Keep updating your talent pool</span></h3>\r\n<p id=\"docs-internal-guid-bf57071e-7fff-512f-b432-67df54cf50f7\" dir=\"ltr\">Sometimes, it\'s a challenge to decide between two short-listed candidates, both qualified, capable, and compatible with the job role. Yet, you have to decide: hire one and let the other go or stay in your <a href=\"https://www.ismartrecruit.com/blog-challenges-building-talent-pool\">talent pool</a>. Think about those kinds of job applicants when opening a new vacancy. Could there be someone from the past who would be an ideal employer for the company this time?</p>\r\n<p dir=\"ltr\">They might still be looking for a job or are open to working in your company. Contact them. There is nothing to lose. Instead, you could find out that an old candidate is an answer to what you\'re currently looking for, and they\'re still interested. That would shorten your <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">recruitment process</a> and also save money and resources.</p>\r\n<h2 dir=\"ltr\">Practical Steps to Implement These Recruitment Practices</h2>\r\n<p dir=\"ltr\">When it comes to putting these recruitment practices into action, it’s all about breaking them down into manageable steps. Here’s how I would recommend going about it:</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">1. Assess Your Current Recruitment Process</h3>\r\n<p dir=\"ltr\" role=\"presentation\">Take a step back and review what you’re currently doing. What’s working well, and where are the bottlenecks? Look at your employer brand, the channels you’re using to recruit, and how you’re engaging candidates. This gives you a clear picture of where improvements are needed.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">2. Set Clear Goals</h3>\r\n<p dir=\"ltr\" role=\"presentation\">Once you’ve assessed your process, set specific goals. Do you want to reduce your time-to-hire, attract more passive candidates, or improve the diversity of your hires? Having clear objectives will guide you in prioritising what changes to make first.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">3. Incorporate Technology</h3>\r\n<p dir=\"ltr\" role=\"presentation\">If you’re not already using HR tech like an applicant tracking system (ATS) or recruitment marketing tools, now’s the time to consider it. These tools can automate repetitive tasks, streamline communication, and help you track important recruitment metrics.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">4. Train Your Team</h3>\r\n<p dir=\"ltr\" role=\"presentation\">Ensure your recruitment team understands the new practices and tools you’re putting in place. Run workshops or training sessions to get everyone on the same page. When the team is comfortable with the changes, the process runs smoother.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">5. Measure and Adjust</h3>\r\n<p dir=\"ltr\" role=\"presentation\">Finally, track your progress. Whether it’s through <a href=\"https://www.ismartrecruit.com/blog-recruitment-metrics-measure-recruitment-performance\">hiring metrics</a> or feedback from candidates and hiring managers, keep an eye on what’s working and what’s not. Be open to tweaking the approach as needed.</p>\r\n<p dir=\"ltr\">Following these steps ensures you’re not just introducing new practices but embedding them into your recruitment strategy effectively.</p>\r\n<h2 dir=\"ltr\">Conclusion on Best Recruitment Practices to Hire Top Talent Faster</h2>\r\n<p dir=\"ltr\">Even though we live in trying times, the show must go on, and so does recruitment. Look at that as an opportunity to try new things, shake up your hiring process, and reach your goals. Follow our best recruitment practices for 2026 to ensure you hire top talents. </p>\r\n<p dir=\"ltr\">Do you want help in automating and managing your end-to-end recruitment process effectively? Then, employ iSmartRecruit’s AI Recruitment Software to streamline your recruiting workflow from sourcing potential applicants to hiring the most skilled talent faster and more efficiently. Recruit Smarter, Not Harder. <strong><a href=\"https://www.ismartrecruit.com/request-demo\">Book a Free Demo Now! </a></strong></p>\r\n<pre dir=\"ltr\"><a title=\"Streamline Your Recruitment Process Now with iSmartRecruit!!\" href=\"https://www.ismartrecruit.com/request-demo?utm_source=blog&utm_medium=blog_cta_image&utm_campaign=cta_demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/Recruiting-the-old-way.webp43.dat\" alt=\"\" width=\"1260\" height=\"230\"></a></pre>\r\n<div class=\"faqs\">\r\n<h2>FAQs - Frequently Asked Questions</h2>\r\n<h3>What are the most important recruitment practices to attract top talent?</h3>\r\n<p>The key recruitment practices include nurturing employer branding, using effective recruitment marketing, leveraging social media, investing in HR technology, and providing flexibility. These strategies help attract skilled candidates efficiently.</p>\r\n<h3>How does flexibility impact the recruitment process?</h3>\r\n<p>Offering flexible work options, such as hybrid or remote work, meets candidates\' needs and increases job appeal. Flexibility enhances employee satisfaction and can give your company a competitive advantage in hiring.</p>\r\n<h3>Why should recruiters use HR technology like iSmartRecruit?</h3>\r\n<p>HR technology automates repetitive tasks, streamlines workflows, and improves candidate experience. Using tools like iSmartRecruit helps recruiters focus on finding the best talent and speeds up the hiring process effectively.</p>\r\n<h3>How can social media boost recruitment efforts?</h3>\r\n<p>Social media platforms enable recruiters to reach a wide audience, share engaging content, and connect with both active and passive candidates. It helps build brand presence and grow a quality talent pool.</p>\r\n</div>','','RECRUITING','Banner_Designs_(5)_(1).webp','blog-recruitment-practices-hire-top-talent','10 Best Recruitment Practices To Hire Top Talent','What are the best hiring practices? If you want to find the answer, read and implement these 10 best recruitment practices to hire top talent faster.','Recruitment Practices, Recruitment, Hiring, Hire top talent, Talent Search, Recruiting, Recruitment Strategies, best practices for hiring top talent, hiring practices, best recruitment practices of top local and international companies, recruiting best practices, recruitment best practices, best practice recruitment, companies with best recruitment practice, best practices in recruiting, recruitment practices examples, best hiring practices, recruitment best practices examples, hiring great talent, what are recruitment practices, best recruiting practices, best practices in recruitment, recruiting and hiring best practices, top quality recruitment, best practices for recruiting new employees, good hiring practices, recruiting process best practices, best hiring techniques, best recruitment, best talent recruitment','',NULL,0,19,0,1,1,1,7,'Ready to Revolutionise Your Recruitment with ATS?','Use our highly scalable ATS to upgrade your recruitment practices and elevate the positive candidate experience.','','',0,'0.57','2021-04-14','2021-04-14 07:00:47','2025-12-16 17:21:51','anand@ikraftsolutions.com','megha@ikraftsolutions.com','','',0,0),(247,'15 Proven Hiring Hacks to Speed Up Your Recruitment Process','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Implement strategic hiring hacks like ATS integration and email sequencing to streamline recruitment.</li>\r\n<li>Create niche communities and use Boolean searches to target high-quality candidates efficiently.</li>\r\n<li>Offer remote or hybrid working options to expand your talent pool and attract diverse candidates.</li>\r\n<li>Utilise recruitment automation and analytics to optimise hiring processes and make data-driven decisions.</li>\r\n</ul>\r\n</div>\r\n<p>Ever wondered why some companies always seem to snatch the best talent? Do they have some magic wand that makes top candidates flock to them? Well, spoiler alert: it\'s not magic; it\'s a hack.</p>\r\n<p>Hiring is like a big poker game. You and your rivals are all trying to win the best hand - the perfect candidate. But here\'s a secret: you can tilt the odds in your favour with some smart hiring hacks.</p>\r\n<p>That\'s what these hiring hacks are—your secret map. From crafting killer job ads to leveraging tech like AI and automation, these hacks will help you sniff out top talent faster than a bloodhound.</p>\r\n<p>But how do you know which hiring hacks are worth your time? And how can you be sure that they\'ll actually help you outsmart the competition?</p>\r\n<p>So, are you ready to up your recruitment game? Let\'s dive into some game-changing hiring hacks that\'ll give you a head start. Trust me, your competitors won\'t know what hit them.</p>\r\n<p>Let\'s get started, shall we?</p>\r\n<h2>15 Strategic Hiring Hacks to Accelerate Your Hiring</h2>\r\n<p>Accelerating your <a href=\"https://www.ismartrecruit.com/blog-proven-ways-to-improve-hiring-process\">hiring process</a> doesn’t have to be complicated. With the right strategies in place, you can find top talent faster and more efficiently.</p>\r\n<p>These 15 strategic hiring hacks will help you streamline your recruitment efforts and stay ahead in today’s competitive job market.</p>\r\n<h3>1. Use ATS for Unlimited Job Postings on LinkedIn</h3>\r\n<p>Usually, LinkedIn restricts free job postings to one at a time, requiring expensive sponsorships for additional listings. However, by integrating your <a href=\"https://www.ismartrecruit.com/blog-applicant-tracking-system-guide-for-recruiters\">Applicant Tracking System (ATS)</a> with LinkedIn, this hiring hack allows you to bypass that limit and post multiple jobs simultaneously—without the extra cost. This allows you to scale your hiring efforts, reach a broader talent pool, and streamline your recruitment process, all while staying within budget. With ATS integration, you gain unlimited posting potential and enhanced job visibility, giving you a competitive edge without breaking the bank.</p>\r\n<p>This hiring hack is particularly beneficial for companies looking to scale their hiring quickly or manage a high volume of open positions.</p>\r\n<h3>2. Outreach Emailing Using Sequencing Feature</h3>\r\n<p>In 2026, using email tools like Apollo, Mailshake, or HubSpot will allow recruiters to set up automated email sequences that deliver messages to candidates at specific intervals, making your outreach feel personal and less like a mass blast and persistent without overwhelming your candidates.</p>\r\n<p>With <a href=\"https://timetoreply.com/blog/follow-up-emails\" target=\"_blank\" rel=\"noopener\">each follow-up email</a>, you increase the chances of the candidate opening your message, clicking through to learn more, and eventually applying for the role.</p>\r\n<p>Sequencing boosts engagement by increasing the chances of candidates opening your emails and responding. It allows you to maintain consistent communication, ensuring no candidate is overlooked. Additionally, these tools provide data on open rates, clicks, and responses, enabling you to refine your strategy for maximum impact.</p>\r\n<h3>3. Create Your Niche Group or Community</h3>\r\n<p>One of the most effective and organic hiring hacks in 2026 is creating a niche group or community to consistently connect with top-quality candidates. Imagine having a pool of talent that’s already engaged, interested in your industry, and readily accessible when a relevant position opens up. You can do this on a platform like LinkedIn. A niche group also reduces the time and effort needed to screen candidates.</p>\r\n<p>For example, imagine creating a LinkedIn group exclusively for executives or C-level people. The individuals who join this group are likely high-calibre candidates with relevant experience and an active interest in the field. When you have an executive role to fill, you already have a community of engaged professionals to reach out to. <br>Leveraging these types of organic talent pipelines will be even more crucial, offering a proactive way to stay connected with potential candidates.</p>\r\n<h3>4. Craft Boolean Queries to Narrow Candidate Search</h3>\r\n<p>Refining your candidate search using Boolean search strings is a game-changing hiring hack. This technique helps refine your search criteria, focusing on specific skills, experiences, or candidate demographics, including underrepresented groups. By using Boolean operators like AND, OR, and NOT, you can target candidates with the right qualifications while filtering out those who don’t meet the requirements. It’s especially useful when your goal is to find candidates with niche skills or from diverse backgrounds.</p>\r\n<p>For example, If you\'re searching for a recruiter who has experience in recruiting for tech companies but not in retail, you would create a search like this:</p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Boolean_Search_Query.webp.dat\" alt=\"Boolean Search Query\" width=\"1260\" height=\"300\"></pre>\r\n<p>This delivers profiles of recruiters with tech industry experience, excluding retail, helping you find the right fit faster.</p>\r\n<p>Mastering Boolean search streamlines sourcing by filtering out irrelevant profiles, delivering only those that match your criteria. As recruitment evolves in 2026, Boolean search remains a vital tool for <a href=\"https://www.ismartrecruit.com/blog-recruiting-methods-to-hire-top-talent\">finding top talent</a> efficiently.</p>\r\n<h3>5. Provide Predefined Criteria to Interviewers</h3>\r\n<p>Providing predefined criteria to interviewers before conducting interviews is essential for ensuring consistency, fairness, and accuracy in candidate evaluations. A standardised set of measurement criteria allows interviewers to assess each candidate using the same metrics from the initial screening to the final interview. This alignment smooths the interview process and increases the chances of selecting the right candidate for the role.</p>\r\n<p><strong>For example</strong>, when hiring a marketing manager, you might create an evaluation form with key competencies like creativity, communication, and leadership. Each criterion is defined by strong, average, and weak performance indicators.</p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/predefined_criteria_for_hiring_a_marketing_manager.webp1.dat\" alt=\"predefined criteria for hiring a marketing manager\" width=\"1257\" height=\"875\"></pre>\r\n<p>When multiple interviewers use these predefined criteria, it ensures consistent and objective evaluations, reducing the influence of \"gut feelings\" and irrelevant factors. This structure helps eliminate biases and gives every candidate a fair chance to demonstrate their abilities.</p>\r\n<h3>6. Offer Remote or Hybrid Working</h3>\r\n<p>Offering remote or hybrid work options is an attractive hiring hack that’s quickly becoming a key differentiator in today’s recruitment landscape. This flexible working model allows employees to perform their tasks from home, in a remote location, or split their time between the office and remote settings. As organisations adapt to modern working environments, this model has not only increased productivity but also expanded the <a href=\"https://www.ismartrecruit.com/blog-all-you-need-to-know-about-talent-pool\">talent pool</a>, enabling recruiters to hire top candidates without geographical limitations.</p>\r\n<p>For example, Spotify\'s \"Work from Anywhere\" policy allows employees to choose their work location, attracting top talent worldwide and improving employee retention. Offering remote or hybrid options enables you to hire the best candidates without geographical limits while meeting evolving work expectations.</p>\r\n<h3>7. Run Paid campaigns - LinkedIn Messages</h3>\r\n<p>Paid LinkedIn messaging is a powerful hiring hack that allows you to connect with potential candidates directly through their LinkedIn inbox, bypassing the noise of traditional <a href=\"https://www.ismartrecruit.com/blog-improve-your-job-postings\">job postings</a> or display ads. By proactively engaging through LinkedIn direct messaging, you give your outreach a personal touch, significantly increasing the chances of a response.</p>\r\n<p>Unlike traditional job ads, which often see lower engagement rates, personalised and direct sponsored messages on LinkedIn achieve much higher open rates. Engaging candidates one-on-one with customised messages sent directly to their inboxes helps create a sense of value and attention, resulting in a more responsive and positive <a href=\"https://www.ismartrecruit.com/blog-candidate-experience\">candidate experience</a>.</p>\r\n<pre><a title=\"Source\" href=\"https://www.linkedin.com/pulse/linkedin-ad-benchmarks-aj-wilcox/\" target=\"_blank\" rel=\"noopener\"><img src=\"https://www.ismartrecruit.com/upload/blog/Sponsored_messages_on_LinkedIn_Statistics.webp.dat\" alt=\"Sponsored messages on LinkedIn Statistics\" width=\"1260\" height=\"750\"></a></pre>\r\n<h3>8. Split Fees Network - Fasten Turnaround Time</h3>\r\n<p>A Split Fees Network is a collaborative platform where recruiters from different agencies or independent recruiters share job opportunities, candidates, and resources. The goal is to pool expertise to fill positions more quickly, especially for hard-to-fill or urgent roles. Recruiters agree to split the placement fee once a candidate is successfully hired, giving access to a wider talent pool and more job opportunities, speeding up hiring, and reducing the risk of not finding the right candidate.</p>\r\n<p>For example, platforms like <a href=\"https://npaworldwide.com/\" target=\"_blank\" rel=\"noopener\">NPAworldwide</a> serve as global split-fee recruitment networks.</p>\r\n<p>It speeds up placements and mitigates risk by allowing recruiters to share the workload. This enables them to focus on their strengths while leveraging others\' expertise for roles outside their speciality.</p>\r\n<h3>9. Strategic Recruitment Analytics</h3>\r\n<p>Strategic <a href=\"https://www.ismartrecruit.com/blog-recruitment-analytics-guide-to-optimize-recruiting\">Recruitment Analytics</a> is a powerful tool that enables recruiters to streamline hiring by leveraging data-driven insights. Instead of relying on guesswork or outdated methods, recruiters can analyse key metrics like time-to-hire, quality of hire, cost-per-hire, and candidate drop-off rates to make smarter decisions and optimise their strategies in real-time. This hiring hack ensures your recruitment process is agile and aligned with business goals, helping you adjust hiring efforts based on actual performance and market trends.</p>\r\n<p>By regularly analysing data, you can also track the performance of your hiring campaigns over time, enabling you to continuously update and improve your recruitment strategy.</p>\r\n<h3>10. Outbound Recruitment for Maximum Talent Acquisition</h3>\r\n<p>Outbound recruitment is a proactive strategy where recruiters actively engage potential candidates instead of waiting for them to apply. This approach is especially effective for targeting highly skilled or passive candidates who aren’t actively seeking new roles. Tools like Apollo and LinkedIn Recruiter enhance this process by allowing recruiters to identify and connect with ideal candidates based on specific criteria, such as skills, experience, or location. By leveraging these platforms, recruiters can create personalised outreach messages that capture candidates’ attention and increase the chances of securing top talent.</p>\r\n<h3>11. Headhunt from Your Niche Companies</h3>\r\n<p>Headhunting from niche companies is a highly effective hiring hack when you\'re seeking specialised talent. Rather than casting a wide net, you focus on <a href=\"https://www.ismartrecruit.com/blog-ways-recruiters-source-the-candidates\">sourcing candidates</a> from companies within your industry or related sectors. These candidates are more likely to align with your specific needs, as they already possess relevant experience and can adapt quickly to your environment, reducing the learning curve and lowering the risk of a bad hire.</p>\r\n<p>By targeting professionals from businesses that operate in similar fields, you’re bringing in talent familiar with the tools, methodologies, and challenges of your industry. This gives you a significant advantage, as these individuals can seamlessly integrate into your team and start contributing immediately.</p>\r\n<h3>12. Increase Referral Bonus Incentives</h3>\r\n<p>One of the most effective hiring hacks is increasing referral bonus incentives, which leverage your employees\' and candidates’ networks to find top-quality candidates. When employees and candidates are motivated by a higher referral bonus, they actively recommend people they believe are a great fit—whether it’s a former colleague, friend, or peer. This not only brings in culturally aligned candidates but also speeds up the hiring process, as the referrer typically provides an initial vetting. By boosting incentives, employees become more engaged in the <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">recruitment process</a>, reducing the time and costs associated with external sourcing.</p>\r\n<p>This Hiring hack works because it directly aligns employee incentives with the company’s goal of hiring great talent, creating a win-win situation for both sides.</p>\r\n<p><a title=\"Source\" href=\"https://attotime.com/blog/employee-referral-statistics\" target=\"_blank\" rel=\"noopener\"><img src=\"https://www.ismartrecruit.com/upload/blog/Referred_Employees_vs_Job_Postings_Statistics.webp.dat\" alt=\"Referred Employees vs Job Postings Statistics\" width=\"1260\" height=\"750\"></a></p>\r\n<h3>13. Leverage Recruitment Automation</h3>\r\n<p><a href=\"https://www.ismartrecruit.com/blog-guide-recruiting-automation\">Recruitment automation</a> is one of the most powerful tools for streamlining the hiring process and improving efficiency. By using automation, you can cut down on repetitive tasks, reduce manual errors, and focus your time and energy on engaging with the best candidates. Instead of juggling multiple tasks like scheduling interviews, sorting resumes, or sending follow-up emails, automation can handle these tedious steps for you.</p>\r\n<p>With the right tools, recruitment automation helps you manage everything from candidate <a href=\"https://www.ismartrecruit.com/blog-improve-onboarding-process-with-modern-tech\">sourcing to onboarding</a>, ensuring that the process runs smoothly without you having to micromanage every detail. It allows you to focus on more strategic aspects of recruitment.</p>\r\n<h3>14. Build an Authentic Employer Brand</h3>\r\n<p>Building an authentic employer brand is a strategic hiring hack that can significantly boost your ability to attract top talent. Today’s candidates are highly selective, looking for workplaces that align with their values and offer a meaningful work-life experience. An authentic employer brand doesn’t just promote jobs; it showcases a fulfilling career path and <a href=\"https://www.ismartrecruit.com/blog-company-culture-and-its-important\">company culture</a>, setting you apart from competitors. By reflecting on genuine stories and employee experiences, you build trust and resonate with potential candidates, making your company a powerful magnet for the right talent.</p>\r\n<pre><a title=\"Source\" href=\"https://www.linkedin.com/pulse/impact-employer-branding-recruitment-process-rinku-thakkar/\" target=\"_blank\" rel=\"noopener\"><img src=\"https://www.ismartrecruit.com/upload/blog/job_seekers_about_companys_reputation.webp.dat\" alt=\"job seekers about company\'s reputation\" width=\"1260\" height=\"750\"></a></pre>\r\n<h3>15. iSmartRecruit Your Recruitment Partner [Bonus Hack]</h3>\r\n<p>As a bonus hiring hack, When it comes to optimising your recruitment process, iSmartRecruit is your ultimate solution for better and faster hiring. It offers a range of automation tools designed to streamline every step of the <a href=\"https://www.ismartrecruit.com/blog-full-life-cycle-recruitment-stages\">recruitment cycle</a>, from sourcing to onboarding, saving you time and effort while improving the quality of your hires.</p>\r\n<p><strong>How iSmartRecruit’s Tools Help with Automation:</strong></p>\r\n<ol>\r\n<li>Automate recruitment workflow</li>\r\n<li>Set up knockout screening questions to automatically reject applicants</li>\r\n<li>Auto-suggest best matching candidates using AI</li>\r\n<li>Auto-suggest the best jobs for candidates based on their resumes with AI</li>\r\n<li>Auto-suggest similar profiles with AI</li>\r\n<li>Automatically synchronise all emails and maintain communication history</li>\r\n<li>Set up email sequencing to enhance outreach</li>\r\n</ol>\r\n<p>With iSmartRecruit, the manual, repetitive tasks that often slow down recruitment are taken care of, allowing you to focus on building relationships with top talent. It’s the ultimate tool to speed up your hiring process while maintaining a high standard of quality.</p>\r\n<h2>Final Wrap-up For Hiring Hacks</h2>\r\n<p>Accelerating your hiring game is all about being strategic and efficient. By implementing these hiring hacks, you can save time, attract better talent, and ultimately build a stronger team.</p>\r\n<p>You can tailor these hacks to your specific needs. Some hacks work best for certain industries, while others may be more suited for senior-level positions or junior roles. The key to successful hiring, regardless of which hack you use, is ensuring you get the most out of them. With the right strategy, you can give your hiring process the proper boost it needs.</p>\r\n<p>So, don’t wait any longer! Start implementing these hacks today and watch your hiring process transform. Your future team members are out there, and with the right approach, you\'ll find them faster and more effectively than ever before.</p>\r\n<pre><a href=\"https://www.ismartrecruit.com/request-demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/Get_a_demo_-_CTA.webp.dat\" alt=\"Get a demo - CTA\" width=\"1260\" height=\"230\"></a></pre>\r\n<div class=\"faqs\">\r\n<h2>FAQs - Frequently Asked Questions</h2>\r\n<h3>What are some effective hiring hacks to find top talent quickly?</h3>\r\n<p>Implementing strategies like using an ATS to post unlimited jobs on LinkedIn, creating niche communities for candidates, and leveraging recruitment automation with iSmartRecruit can vastly speed up finding quality candidates.</p>\r\n<h3>How does iSmartRecruit help improve the hiring process?</h3>\r\n<p>iSmartRecruit offers tools that automate workflows, screen applicants, suggest the best candidates using AI, and manage communication efficiently, allowing recruiters to focus more on building relationships and less on repetitive tasks.</p>\r\n<h3>Can offering remote or hybrid working options enhance recruitment?</h3>\r\n<p>Yes, offering flexible work options expands your talent pool beyond geographical limits and meets modern work expectations, making roles attractive to a wider range of candidates in today’s market.</p>\r\n<h3>Why is having predefined interview criteria important?</h3>\r\n<p>Predefined criteria ensure consistency and fairness in candidate evaluations, reduce bias, and help interviewers assess candidates objectively, leading to better hiring decisions.</p>\r\n<h3>How can recruitment analytics aid hiring strategies?</h3>\r\n<p>By tracking metrics like time-to-hire and quality of hire, recruitment analytics help you make data-driven decisions, optimise strategies in real time, and continuously improve your hiring outcomes.</p>\r\n</div>','','RECRUITING','15_Strategic_Hiring_Hacks_to_Accelerate_Your_Hiring.webp','blog-recruitment-hacks-accelerate-hiring-game','15 Proven Hiring Hacks to Speed Up Your Recruitment Process','Want to speed up your hiring process? Discover 15 Strategic Hiring Hacks to accelerate recruitment, attract top talent faster, & make smarter hiring decisions.','Recruitment, Recruitment Hacks, Hiring, Hiring hacks, Recruiting hacks, talent search','',NULL,0,18,0,1,1,1,5,'Want to Speed up Your Hiring Process?','Use our AI-powered recruitment software to speed up your hiring process. It\'s your ultimate hiring hack for finding top talent fas','','',0,'0.67','2021-04-16','2021-04-16 02:51:14','2026-02-23 16:20:57','anand@ikraftsolutions.com','cyril@ikraftsolutions.com','','',0,0),(248,'How Web Apps Added Business Value During COVID-19?','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>The coronavirus pandemic has severely impacted businesses globally, especially in terms of employee productivity and revenue.</li>\n    <li>Web-based applications facilitate remote interaction, allowing businesses to operate efficiently during social distancing restrictions.</li>\n    <li>They include tools like CRM systems for easier customer management and financial apps for secure transactions without physical presence.</li>\n    <li>Web-based solutions enhance employee productivity tracking and improve internal collaboration across departments remotely.</li>\n  </ul>\n</div><p id=\"docs-internal-guid-7e1c294f-7fff-1d72-dc95-03c7f3bff760\" dir=\"ltr\">The outbreak of the <strong><a href=\"https://www.ismartrecruit.com/blog-how-to-uplift-recruitment-industries-during-the-covid19-pandemic\">coronavirus pandemic</a></strong> paralyzed economic and social activities across the world. Since the middle of March last year, the Singapore Government urged its residents to maintain and practice social distancing. In case anyone violated these rules, they could land themselves in prison. After the state made this violation of social distancing an offense for any person to intentionally stand close to another for breaking the risks of coronavirus infection, it later extended it to businesses as well.</p>\n<p dir=\"ltr\">For the nation, the above rules for social distancing have made them worry a lot as most businesses are facing a rapid decline of revenues and profits due to the lack of <strong><a href=\"https://www.ismartrecruit.com/blog-boost-employee-productivity\">employee productivity.</a></strong> However, this fear and worry are not confined to Singapore alone. It applies to every business worldwide. This is because the Pandemic has affected the global economy badly. However, this does not mean that businesses have to continue operating with a decline in profits and productivity.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-89adf165-7fff-4285-1a82-20dbc383c165\">How are Web-based Applications helping Businesses today?</span></h2>\n<p id=\"docs-internal-guid-83d7d804-7fff-7d5a-fae0-77aeaba0394c\" dir=\"ltr\">Technology like web-based applications is considered capable of overcoming hindrances in the execution of business tasks during a pandemic. The web-based application can enable everyone in the business to interact with one another as long as there is an Internet connection in any condition. Before understanding how web-based apps can help a <strong><a href=\"https://www.ismartrecruit.com/blog-how-to-uplift-recruitment-industries-during-the-covid19-pandemic\">business in the Pandemic era,</a></strong> it is important for you first to understand what it means-</p>\n<p>Many people use a web-based application without even realizing it. A web-based application refers to a type of software that permits its users to communicate with a remote server with the help of a web browser interface. In addition, the app can be accessed over network connections with the help of HTTP being present in the memory of the device.</p>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/web-based_applications.webp.dat\" alt=\"Web-based Applications helping Businesses\" width=\"1260\" height=\"709\"></pre>\n<p> </p>\n<p id=\"docs-internal-guid-51d9675f-7fff-b799-b254-2da32e9925c5\" dir=\"ltr\">These apps can be client-based ones where a small part of the program is installed on the user\'s desktop; however, you need to use the Internet with the external server to process it. The client refers to the program that the individual uses for operating the app. This program can be used for entering the data, and this information is generally intended to be accessed by several users.</p>\n<p dir=\"ltr\">These web-based applications can be as simple as online spreadsheets or message boards, or they can be in the form of ERP systems that are a more complex form of software. In recent years, these apps have become quite popular among small and large businesses worldwide. They have replaced desktop apps primarily because of their portability. These apps are convenient as users do not have to install any additional software. <a href=\"https://www.chromatix.com.au/services/\" target=\"_blank\" rel=\"noopener\">Developers</a> also do not have to make multiple versions of the same app for different operating systems.</p>\n<h2 dir=\"ltr\">The benefits of Web-based Applications</h2>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/web-based_applications_for_businesses_during_the_Pandemic.webp.dat\" alt=\"The benefits of Web-based Applications\" width=\"1260\" height=\"709\"></pre>\n<p>Experts from a reliable name in database management and administration, <a href=\"http://www.remotedba.com/consulting-services/\" target=\"_blank\" rel=\"noopener nofollow\">RemoteDBA, state</a> that there are several advantages for businesses that use web-based apps during the Pandemic era.</p>\n<p><span id=\"docs-internal-guid-efa16222-7fff-a43a-1a30-b93a63370f15\">These benefits have been listed below.</span></p>\n<h3>1. <span id=\"docs-internal-guid-6575050c-7fff-c8fe-76a6-997853ded29f\">Customer management and simplified lead </span></h3>\n<p>One of the biggest worries of businesses during the Pandemic era is coping with low conversion rates. <strong><a href=\"https://www.ismartrecruit.com/blog-recruiting-crm-software\">With a web-based CRM system,</a></strong> the management of customers and business leads is simpler. The web-based CRM helps the business and its sales teams access data related to customers and prospects from anywhere globally. As a result, sales managers can assign leads to the right representatives and create different quotations for different business leads. Furthermore, they can determine which of the prospects should be given priority and decide how and when to follow up with these potential customers.</p>\n<p>At the same time, you can monitor the activities of your sales team and the progress made by the sales representatives. You can also check the discussion between each salesperson and get an insight into their business leads. With the help of the CRM web-based app, you can keep the sales process for your business operating smoothly.</p>\n<h3>2. <span id=\"docs-internal-guid-64caaa25-7fff-b224-394f-c5b08aa8d91b\">Conduct financial transactions from any place at any time</span></h3>\n<p>In the current times, when you are conducting financial transactions in the bank, this can put to at risk of coronavirus infection. Therefore, going to any public place must be avoided. This is where web-based apps for banking and finance, including banking software, can keep you safe. In addition, they can effectively perform all the accounting-related tasks and update <a href=\"https://www.finnops.ai/blogs/what-is-a-bank-reconciliation-statement\" target=\"_blank\" rel=\"noopener\">bank reconciliation statements</a> correctly.</p>\n<p>For this, banks and financial establishments do not have to ask their staff to report to offices. Invoices, financial reports, and contracts can be found in their cloud storage. The employees of the bank can also create reports, store and share them with others. Therefore, reports like balance sheets, cash flow, profit and loss statements, capital changes, and other documents can be created and centrally stored for authorized staff to access.</p>\n<p>All this can be done just in a few seconds. Bank officers and employees can also approve and disapprove requests for budgets from different departments or office units from home during the Pandemic era.</p>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/financial_transactions.webp.dat\" alt=\"Conduct financial transactions from any place at any time\" width=\"1260\" height=\"709\"></pre>\n<h3><span id=\"docs-internal-guid-dfcb1a6e-7fff-3bcc-ce48-b6a1036d4cfb\">3. Boost the productivity of your employees</span></h3>\n<p dir=\"ltr\" role=\"presentation\">Businesses with the help of a web-based tracking app for timesheets can monitor the productivity of their employees proactively. For example, they can track the number of hours that their <strong><a href=\"https://www.ismartrecruit.com/blog-7-tips-for-keeping-employees-engaged\">employees have worked for</a></strong> and generate payslips based on it. In addition, to boost the tracking of projects and the delegation of tasks, a <a href=\"https://dhandhokaro.com/best-project-management-tools/\" target=\"_blank\" rel=\"noopener\">project management application</a> will help you estimate the revenue and the cost of every project.    </p>\n<h2 dir=\"ltr\" role=\"presentation\">Time To Switch to Web-based Applications</h2>\n<p dir=\"ltr\" role=\"presentation\">Any progress in the above field can be managed and monitored from any location at any time. Furthermore, the assignations and the schedules for projects can also be effectively arranged when managers and employees are not in the same place.</p>\n<p dir=\"ltr\" role=\"presentation\"><span id=\"docs-internal-guid-4f6494b7-7fff-bcbe-f45f-8098207af955\">To boost internal collaboration, web-based applications like the ERP software enable departments in the business to collaborate. Employers can share information across various business units. They do not have to meet anyone in person to confirm specific information as they can check it at any time and from any place with real-time data.</span></p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>What are web-based applications and how do they work?</h3>\n  <p>Web-based applications are software programs accessed through a web browser, enabling interaction with remote servers via the internet. They allow users to work from any location without installing additional software, making business operations more flexible and efficient.</p>\n  <h3>How can web-based CRM systems improve customer management?</h3>\n  <p>Web-based CRMs allow sales teams to access customer and prospect data from anywhere, helping assign leads effectively and monitor progress. This keeps the sales process running smoothly, especially useful during times of remote work like the pandemic.</p>\n  <h3>Are financial transactions safe when using web-based applications?</h3>\n  <p>Yes, web-based financial apps enable secure transactions without visiting public places, reducing infection risks. They allow employees to create, store, and share financial documents safely from home, maintaining efficiency and security.</p>\n  <h3>How do web-based applications boost employee productivity?</h3>\n  <p>With web-based tracking and project management apps, businesses can monitor work hours, assign tasks, and estimate project costs effectively. This helps maintain and even improve employee productivity during remote working periods.</p>\n</div>','','TECHNOLOGY','How_will_Web-Based_Applications_bring_value_to_Businesses_during_COVID-19.webp','blog-web-based-applications-bringing-value-to-business-during-covid','How Web Apps Added Business Value During COVID-19?','What are web-based applications? How are web-based applications helping businesses today? All answers in a single blog. Scroll them and get your doubts clear!','Web-based applications, COVID, Applications, web-based applications helping businesses','',NULL,0,14,0,1,1,1,5,'','','','',0,'0.44','2021-05-13','2021-05-13 07:27:21','2025-11-05 06:42:59','anand@ikraftsolutions.com','dina@ikraftsolutions.com','','',0,0),(249,'Modern Recruitment Trends for the Digital Hiring Era','<div class=\"tldr\">\r\n<p>Recruitment has evolved rapidly in the digital era. Traditional hiring methods are being replaced by modern recruitment strategies that use digital tools, AI-driven screening, and data insights to improve hiring efficiency.</p>\r\n<p>As competition for talent grows, organizations are adopting modern recruitment trends such as online interviews, employer branding, and digital onboarding. These digital recruitment trends help companies attract, hire, and retain top talent more effectively.</p>\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Modern recruitment uses AI, digital tools, and data-driven strategies to make hiring faster and more efficient.</li>\r\n<li>AI and chatbots help automate resume screening, candidate communication, and interview scheduling.</li>\r\n<li>Online interviews and digital hiring processes allow companies to evaluate candidates remotely and reduce hiring time.</li>\r\n<li>Employer branding and company reputation are critical for attracting top talent in today’s competitive job market.</li>\r\n<li>Digital onboarding and passive candidate sourcing help organizations improve employee experience and expand their talent pool.</li>\r\n</ul>\r\n</div>\r\n<h2 data-start=\"962\" data-end=\"992\">What Is Modern Recruitment?</h2>\r\n<p>Modern recruitment is a technology-driven hiring approach that uses digital tools, automation, and data insights to improve how organizations attract, evaluate, and hire candidates. Unlike traditional recruitment methods that rely on manual processes, modern recruitment focuses on efficiency, better candidate experience, and long-term talent retention.</p>\r\n<p>Today, companies use modern recruitment strategies such as AI-powered screening, online interviews, employer branding, and digital onboarding platforms to streamline hiring and identify the best candidates more quickly.</p>\r\n<h2>Why Modern Recruitment Matters Today</h2>\r\n<p>Organizations often say that employees are their greatest asset, yet many still struggle to attract and retain the right talent. In a competitive job market, relying on outdated hiring methods can lead to slow recruitment processes, poor candidate experiences, and costly hiring mistakes.</p>\r\n<p>According to <a href=\"https://news.linkedin.com/en-us/2026/LinkedIn-Research-Talent-2026\" target=\"_blank\" rel=\"noopener\">LinkedIn Talent Insights</a>, 66% of recruiters say it has become harder to find qualified candidates, highlighting the growing challenges organizations face when trying to hire efficiently and compete for skilled professionals.</p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LinkedIn_(1).webp.dat\" alt=\"LinkedIn Survey\" width=\"1260\" height=\"750\"></pre>\r\n<p>As a result, companies are increasingly adopting modern recruitment strategies that leverage technology, digital tools, and data-driven insights to streamline hiring, improve candidate experience, and attract higher-quality talent.</p>\r\n<h2>Top Modern Recruitment Trends in the Digital Age</h2>\r\n<p>Modern hiring practices are evolving rapidly as organizations adopt new technologies and candidate-focused strategies. To stay competitive, companies must move beyond traditional recruitment methods and embrace modern <a href=\"https://www.ismartrecruit.com/blog-latest-recruiting-trends-for-hr\">recruitment trends</a> that improve hiring efficiency, candidate experience, and long-term employee retention.</p>\r\n<p>From AI-powered screening tools to digital onboarding platforms, these trends are transforming how businesses discover, evaluate, and hire talent in the digital age.</p>\r\n<h3>1. AI in Modern Recruitment</h3>\r\n<p>Artificial Intelligence (AI) has become one of the most influential modern recruitment trends. Organizations are increasingly using AI-driven tools to automate repetitive hiring tasks, analyze candidate data, and improve recruitment decision-making.</p>\r\n<p>AI can quickly screen resumes, evaluate candidate profiles, and identify the most suitable applicants for a role. By analyzing large volumes of applications, AI tools help recruiters focus on qualified candidates while reducing the time spent on manual screening.</p>\r\n<p>Many companies also use AI-powered chatbots in recruitment. <a href=\"https://servisbot.com/chatbot-strategy/\">Chatbots</a> can answer candidate questions, guide applicants through the hiring process, and schedule interviews automatically. This improves candidate engagement while allowing recruiters to focus on strategic hiring decisions.</p>\r\n<p><a href=\"https://www.ismartrecruit.com/blogs/ai-tools-for-recruiters\">AI tools</a> can also reduce unconscious bias by using structured data and predefined criteria to evaluate candidates more objectively.</p>\r\n<p>By combining automation, data analysis, and intelligent communication tools such as chatbots, AI helps organizations make faster, more efficient hiring decisions while improving the overall candidate experience.</p>\r\n<h3 dir=\"ltr\">2. Online Interviews and Virtual Hiring</h3>\r\n<p id=\"docs-internal-guid-5565482c-7fff-1ba6-1b70-a9ba98b0d8fe\" dir=\"ltr\">Interviews on Zoom, Skype, etc., are not a new thing entirely but they have become widely accepted since the coronavirus hit the world preventing us from attending meetings in person. This way of scheduling interviews saves time for both recruiters and candidates.</p>\r\n<p dir=\"ltr\">Not only is it more convenient since all parties need a stable internet connection to join the interview, but it is also cost-effective as candidates don\'t need to pay for travel expenses and postpone numerous obligations to arrive on time.</p>\r\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blogs/interview-process/types-of-interviews/virtual\">Online interviews</a> allow recruiters to gain an insight into who potential candidates are and also enable them to quickly end the meeting if necessary.</p>\r\n<h3 dir=\"ltr\">3. Employer Branding and Brand Reputation</h3>\r\n<p>Employer branding plays a crucial role in attracting and retaining top talent. In today\'s job market, candidates often research a company’s reputation before applying for a position.</p>\r\n<p>Studies show that around 75% of candidates research a company online before submitting a job application. Reviews on platforms such as Glassdoor, employee testimonials, and social media presence can strongly influence their decision.</p>\r\n<p>Modern job seekers, particularly Millennials and <a href=\"https://www.ismartrecruit.com/blogs/gen-z-hiring-guide\">Gen Z professionals</a>, are often more interested in a company’s values, work culture, and mission than salary alone. They prefer organizations that demonstrate transparency, social responsibility, and opportunities for professional growth.</p>\r\n<p>Companies that invest in building a strong employer brand are more likely to attract high-quality candidates and strengthen long-term employee retention.</p>\r\n<h3 dir=\"ltr\">4. Digital Onboarding Platforms for New Hires</h3>\r\n<p id=\"docs-internal-guid-c9072a2a-7fff-4b97-675f-bc67c8fe066c\" dir=\"ltr\">When you manage to attract and hire top candidates, the effort doesn\'t stop there. The new employee will need time to settle in and acclimate and it is the company\'s task to make that easier for them.</p>\r\n<p dir=\"ltr\">The onboarding process can be challenging and can lead many new hires to think they\'ve made a bad decision accepting the job. On the other hand, a company may be dissatisfied with the new hire\'s slow progress.</p>\r\n<p dir=\"ltr\">As mentioned earlier, bad hires are very costly and so are replacements. Instead of allowing this to happen over and over again, there are practices to adopt to minimize onboarding issues and make the whole process smoother.</p>\r\n<p dir=\"ltr\">Developing digital or <a href=\"https://www.ismartrecruit.com/blog-paperless-smart-employee-onboarding-platform\">paperless onboarding platforms</a> can help new hires ease into their roles and boost their productivity.<br><br>Using digital tools to improve the onboarding process saves time and helps them settle in and become productive much faster. This could be, for example, a platform with frequently asked questions and explanations in the form of videos. Each company should develop a program that best suits them.</p>\r\n<h3 dir=\"ltr\">5. Hiring Passive Candidates</h3>\r\n<p id=\"docs-internal-guid-bd576bcb-7fff-a4b2-7dd7-e5e722afce75\" dir=\"ltr\">Candidates who are actively seeking a job should not be the only pool of talents you look into. Passive candidates can be employees who would be willing to change their career or company but aren\'t actively looking at job posts and applying.</p>\r\n<p dir=\"ltr\">They could also be satisfied employees who might be tempted by what you offer if they have a chance to hear about it.</p>\r\n<p dir=\"ltr\">Modern recruitment doesn\'t neglect <a href=\"https://www.ismartrecruit.com/blog-ways-recruiters-source-the-candidates\">passive candidates</a> and seeks a way to approach them. Targeting a wider pool of candidates, including those who may or may not be actively looking for a change, and surpassing their current benefits will make your company a more attractive employer.</p>\r\n<h3>6. Candidate Experience in Modern Recruitment</h3>\r\n<p>Candidate experience has become a major focus in modern recruitment. Job seekers expect a transparent, efficient, and respectful hiring process.</p>\r\n<p>Long application forms, poor communication, and slow hiring decisions can discourage candidates and damage an employer’s reputation.</p>\r\n<p>Organizations that prioritize candidate experience focus on clear communication, timely feedback, and simplified application processes. A positive hiring experience increases the likelihood that candidates will accept offers and recommend the company to others.</p>\r\n<p>Improving <a href=\"https://www.ismartrecruit.com/blog-candidate-experience\">candidate experience</a> also strengthens employer branding and helps organizations attract stronger applicants.</p>\r\n<h3>7. Skills-Based Hiring</h3>\r\n<p>Many organizations are shifting toward skills-based hiring, where candidates are evaluated based on their practical abilities rather than solely on academic degrees or job titles.</p>\r\n<p>Employers increasingly assess portfolios, project work, certifications, and real-world problem-solving skills during the recruitment process.</p>\r\n<p>This approach allows companies to identify capable candidates who may have gained their expertise through non-traditional career paths.</p>\r\n<p>Skills-based hiring expands the <a href=\"https://www.ismartrecruit.com/blog-all-you-need-to-know-about-talent-pool\">talent pool</a> and helps organizations build more diverse and capable teams.</p>\r\n<h2 dir=\"ltr\">Conclusion</h2>\r\n<p>Modern recruitment continues to evolve as organizations adopt new technologies and strategies to attract and hire the best talent. From AI-powered screening and online interviews to strong employer branding and digital onboarding, companies are transforming how they approach hiring.</p>\r\n<p>By following these modern recruitment trends, businesses can improve hiring efficiency, enhance the candidate experience, and make better talent decisions. As digital tools and data-driven hiring become more common, organizations that adapt to digital recruitment trends will be better positioned to compete for top talent.</p>\r\n<p>Platforms like iSmartRecruit support this transformation by helping recruitment teams streamline hiring workflows, manage candidates more effectively, and adopt modern digital hiring practices.</p>\r\n<pre><a href=\"https://www.ismartrecruit.com/request-demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/iSmartRecruit.webp13.dat\" alt=\"iSmartRecruit Free Demo\" width=\"1260\" height=\"300\"></a></pre>\r\n<div class=\"faqs\">\r\n<h2>Frequently Asked Questions (FAQs) </h2>\r\n<h3 data-start=\"6062\" data-end=\"6093\">1. What is modern recruitment</h3>\r\n<p data-start=\"6095\" data-end=\"6270\">Modern recruitment is a technology-driven hiring approach that uses digital tools, AI, and data analytics to improve hiring efficiency. It focuses on better candidate experience, faster hiring processes, and attracting high-quality talent through structured and data-driven recruitment strategies.</p>\r\n<h3>2. What are the key modern recruitment trends?</h3>\r\n<p>Key modern recruitment trends include AI-powered candidate screening, virtual interviews, stronger employer branding, digital onboarding platforms, and engaging passive candidates. These trends help organizations streamline hiring and attract skilled professionals more effectively.</p>\r\n<h3 data-start=\"6661\" data-end=\"6715\">3. How does AI improve modern recruitment?</h3>\r\n<p data-start=\"6717\" data-end=\"6867\">AI improves modern recruitment by automating tasks like resume screening, candidate matching, and interview scheduling. It helps recruiters analyze large volumes of candidate data quickly, identify qualified applicants, and reduce time-to-hire.</p>\r\n<h3 data-start=\"6874\" data-end=\"6932\">4. Why is employer branding important in recruitment?</h3>\r\n<p data-start=\"6934\" data-end=\"7082\">Employer branding helps organizations attract qualified candidates by showcasing company culture, values, and employee experience. A strong employer brand increases application rates and encourages top talent to consider working for the company.</p>\r\n<h3 data-start=\"6277\" data-end=\"6323\">5. What are the benefits of digital recruitment tools?</h3>\r\n<p data-start=\"6325\" data-end=\"6473\">Digital recruitment tools help automate hiring processes, manage candidates efficiently, and improve communication with applicants. They support online interviews, structured screening, and faster decision-making for recruiters.</p>\r\n</div>','','RECRUITING','digital_age_modern_recruitment.webp','blog-digital-age-modern-recruitment-trends','Modern Recruitment Trends for the Digital Hiring Era','Explore modern recruitment trends including AI hiring, virtual interviews, employer branding, and digital onboarding strategies to attract top talent.','Modern Recruitment, Recruitment Trends, Modern Recruitment Trends, Digital Recruitment Trends, Hiring Trends, AI in Recruitment, Digital Recruitment, Employer Branding in Recruitment, Recruitment Technology','{\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What is modern recruitment?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Modern recruitment is a technology-driven hiring approach that uses digital tools, AI, and data analytics to improve hiring efficiency. It focuses on better candidate experience, faster hiring processes, and attracting high-quality talent through structured and data-driven recruitment strategies.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What are the key modern recruitment trends?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Key modern recruitment trends include AI-powered candidate screening, virtual interviews, stronger employer branding, digital onboarding platforms, and engaging passive candidates. These trends help organizations streamline hiring and attract skilled professionals more effectively.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"How does AI improve modern recruitment?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"AI improves modern recruitment by automating tasks like resume screening, candidate matching, and interview scheduling. It helps recruiters analyze large volumes of candidate data quickly, identify qualified applicants, and reduce time-to-hire.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Why is employer branding important in recruitment?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Employer branding helps organizations attract qualified candidates by showcasing company culture, values, and employee experience. A strong employer brand increases application rates and encourages top talent to consider working for the company.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What are the benefits of digital recruitment tools?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Digital recruitment tools help automate hiring processes, manage candidates efficiently, and improve communication with applicants. They support online interviews, structured screening, and faster decision-making for recruiters.\"\r\n      }\r\n    }\r\n  ]\r\n}',NULL,0,20,0,1,1,1,5,'','','','',0,'0.44','2021-06-02','2021-06-02 02:16:52','2026-03-06 15:53:02','anand@ikraftsolutions.com','maitry@ikraftsolutions.com','','',0,0),(250,'6 Must-Read Books for Every Graduate Job Seeker','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>Recent graduates seeking jobs can enhance their chances by reading career-focused books.</li>\n    <li>Key recommended books include \"Resume Magic,\" \"The Ultimate Guide to Job Interview Answers,\" and \"What Color is Your Parachute.\"</li>\n    <li>Books cover essential topics from resume writing and interview preparation to networking and productivity.</li>\n    <li>Understanding different job search strategies and building confidence are critical for career success.</li>\n  </ul>\n</div>\n<p id=\"docs-internal-guid-583b9c81-7fff-9f11-9f8f-0888b759af89\" dir=\"ltr\">Are you a fresher? Have you completed graduation, and looking for a relevant job opportunity? A little reading can help in brushing up your skills while <strong><a href=\"https://www.ismartrecruit.com/blogs/interview-process/job-interview-questions\">enhancing your chances in the interview.</a></strong> If you have graduated recently, and looking forward to taking the first steps in the corporate world, you might probably be looking for some piece of advice to get started.</p>\n<p dir=\"ltr\">While you might come across a wealth of information on the Internet to facilitate your job search process, it is mostly available in the blog format. You are going to receive great advice, but the same has been trimmed down to several layers at best.</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/books_for_jobseeker.webp.dat\" alt=\"books for jobseeker\" width=\"1000\" height=\"563\"></pre>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-551f4f5b-7fff-23b4-2001-9fcc1d54d245\">6 Books for Every Graduate Job Seeker </span></h2>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-22b6a3fe-7fff-bc5a-3965-0b26cddc9144\">If you wish to dig deeper into the ideas to advance your career, the best place out there is the local book store. Here is our recommendation on some of the must-have books that are</span><a href=\"https://resume-example.com/job-search/\" target=\"_blank\" rel=\"noopener\"> a fantastic read</a> for graduate job seekers out there:</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-6f8f984b-7fff-8c1f-2034-0a76883a4a9e\">1.\"</span>Resume Magic\" -Susan Britton Whitcomb</h3>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Resume_Magic_Susan_Britton_Whitcomb.jpg\" alt=\"Resume Magic Susan Britton Whitcomb\" width=\"700\" height=\"250\"></pre>\n<p id=\"docs-internal-guid-ddba6a2f-7fff-1dd5-371f-546f41550d51\" dir=\"ltr\">Even in the modern digital age that we live in, a resume or CV remains a crucial component of any job hunt process. The given book has been written by a professional resume writer. The book is filled with helpful tips and hints on turning your resume from a dry format of mere facts to a highly engaging and interesting document.</p>\n<p dir=\"ltr\">The book spans around 600 pages. Therefore, it is a hefty volume if you are committed to converting your CV into the most worthwhile read for the job providers. Once you read this book, you can easily craft a <strong><a href=\"https://www.ismartrecruit.com/blog-ats-friendly-resume\" target=\"_blank\" rel=\"noopener\">professional resume</a></strong> all by yourself.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-28dc3507-7fff-6da0-d7d8-5bab71cc7cfb\">2.\"</span>The Ultimate Guide to Job Interview Answers\" -Peggy McKee</h3>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/The_Ultimate_Guide_to_Job_Interview_Answers_Peggy_McKee.jpg\" alt=\"The Ultimate Guide to Job Interview Answers Peggy McKee\" width=\"700\" height=\"250\"></pre>\n<p id=\"docs-internal-guid-e4152215-7fff-aa97-238c-8e71e47a07c4\" dir=\"ltr\">It is available as a set of four distinct books. The aim of the series is to thoroughly prepare you for some of the toughest interviews of your life. The book commences with two comprehensive volumes of interview questions. Through the dedicated volumes, the book aims at explaining what the interviewer will be looking for in your answer. You are also provided with example answers. In addition to this, you will also come across relevant hints and tips on the leading interview techniques.</p>\n<p dir=\"ltr\">As you turn to Volume three of the book, you will be provided suggestions on specific questions that you should ask out of the interviewers. The final section emphasizes the process of telephonic interviews and <strong><a href=\"https://www.ismartrecruit.com/blog-7-things-to-know-about-video-interviewing-software\">video-based interviews.</a></strong></p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-084a029f-7fff-2f86-1ba6-834fd40581ba\">3.\"</span>What Color is Your Parachute\" -Richard N Bolles</h3>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/What_Color_is_Your_Parachute_Richard_N_Bolles.jpg\" alt=\"What Color is Your Parachute Richard N Bolles\" width=\"700\" height=\"250\"></pre>\n<p id=\"docs-internal-guid-cd63d9ca-7fff-8de5-5ccc-69b60439b3f1\" dir=\"ltr\">The title boasts an impressive sale of more than 10 million copies. Moreover, the title also gets updated annually. In this inspirational book, Bolles aims at offering minute advice on landing your dream job. The book has been aptly referred to as the \"Bible of Career Advice.\" As a matter of fact, the original version of this book was regarded as one of the first titles offering recruitment advice to the readers.</p>\n<p dir=\"ltr\">In the book, Bolles offers insight into two types of job searches, including:</p>\n<ul>\n<li dir=\"ltr\" aria-level=\"1\">\n<p dir=\"ltr\" role=\"presentation\">The conventional search in which you prepare a resume as per the intent of the job provider</p>\n</li>\n<li dir=\"ltr\" aria-level=\"1\">\n<p dir=\"ltr\" role=\"presentation\">The life-changing search process in which you take time to ponder thoroughly over that perfect job opportunity to attain true happiness in your life</p>\n</li>\n</ul>\n<h3><span id=\"docs-internal-guid-fcc8340d-7fff-7a74-d346-ce736954e0cf\">4. \"</span>Never Eat Alone and Other Secrets to Success\" -Keith Ferrazzi</h3>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Keith_Ferrazzi.jpg\" alt=\"Never Eat Alone and Other Secrets to Success\" width=\"700\" height=\"250\"></pre>\n<p id=\"docs-internal-guid-b7128fec-7fff-efea-f5ce-34cd7b3286c1\" dir=\"ltr\">If you wish to achieve a vibrant career, it is important to pay attention to interpersonal relationships. Whether you opt for socializing with your peers or negotiating deals with clients, it is crucial to pay attention to such aspects to attain success in both professional as well as personal life. In the given book, Ferrazzi goes forward with explaining strategies learned from influencers, including the Dalai Lama and Bill Clinton, so that you can use them for yourself.</p>\n<p dir=\"ltr\">The book is especially useful for any career wherein it is important to develop a network or gain influence. The advice presented in the book is straightforward and simple to follow in day-to-day life. Are you an introvert who finds it difficult to ensure social connections? The title of the book will help in making the process of socializing less difficult when you find it necessary to reach out.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-1e397aec-7fff-b6bc-beb6-29d791c554d8\">5. \"</span>Getting Things Done -The Art of Stress-free Productivity\" -David Allen</h3>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/David_Allen.jpg\" alt=\"Getting Things Done The Art of Stress free Productivity\" width=\"700\" height=\"250\"></pre>\n<p id=\"docs-internal-guid-a6b003ff-7fff-2dfe-19d9-6a3a0b5e3a47\" dir=\"ltr\">The book has been given the status of \"Bible of Business & Personal Productivity.\" The overall emphasis is on improving the effectiveness in all aspects of your life. Productivity is crucial in today\'s competitive market.</p>\n<p dir=\"ltr\">The book was originally published almost a decade ago. Allen went forward with rewriting the title of the book to impart a modern and emotional touch. In case you are not adept at personal, organizational skills, or you are feeling overwhelmed in your business or personal life, then you can go through this book to get things under control in your life. For those interested in improving their business acumen, this is one of the <a href=\"https://makeheadway.com/library/topics/business/\" target=\"_blank\" rel=\"noopener\">popular business books</a> that can provide invaluable insights.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-270745b0-7fff-4868-dae1-9a5a1fdac17b\">6.\"</span>The Confidence Code\" - Katty Kay & Claire Shipman</h3>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/The_Confidence_Code_Katty_Kay_Claire_Shipman.jpg\" alt=\"The Confidence Code Katty Kay Claire Shipman\" width=\"700\" height=\"250\"></pre>\n<p id=\"docs-internal-guid-11a465c8-7fff-9258-3e52-49ceca0c50c8\" dir=\"ltr\">You are overwhelmed as superior men take over primary positions in the corporate world, then you can go through this enlightening book. The author stresses various ways and tools through which women can attain confidence professionally.</p>\n<h3 dir=\"ltr\">7. The 2-Hour Job Search\" by Steve Dalton</h3>\n<p><img src=\"https://www.ismartrecruit.com/upload/blog/The_2-Hour_Job_Search2.jpg\" alt=\"The 2-Hour Job Search\" width=\"700\" height=\"250\"></p>\n<p dir=\"ltr\">This book breaks down the job search into manageable steps. It focuses on using technology to quickly identify potential employers and how to network effectively, ensuring that your job search is targeted and efficient.</p>\n<p dir=\"ltr\">The methods in this book can significantly reduce the time and stress associated with job hunting. It offers a systematic approach, using a formula called LAMP (List, Alumni, Motivation, and Post) to prioritise job opportunities and make the best use of your time.</p>\n<p dir=\"ltr\">It\'s ideal for recent graduates, people in career transition, or anyone who feels overwhelmed by the traditional <a href=\"https://resume-example.com/job-search\" target=\"_blank\" rel=\"noopener\">job search</a> process. If you\'re looking to cut through the clutter and get meaningful results fast, this book is for you.</p>\n<p dir=\"ltr\">Simple, straightforward, and practical, \"The 2-Hour Job Search\" equips you with the tools to quickly land a job interview and secure a position in less time.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-b2dab585-7fff-bbf0-1475-a315585c210b\">Final Thought on Job-Seeker Books</span></h2>\n<p dir=\"ltr\">So there you learn which book you should -read after graduation. </p>\n<p dir=\"ltr\">These books are packed with practical advice, inspiring stories, and proven strategies to help you navigate the job market with confidence. Whether you\'re looking to polish your resume, ace your interviews, or just need a boost of motivation, these reads have got you covered.</p>\n<p dir=\"ltr\">Remember, the job search process can be challenging, but it\'s also an opportunity to learn and grow. By arming yourself with the knowledge and insights from these books, you\'ll be better equipped to stand out from the crowd and land the job of your dreams.</p>\n<p dir=\"ltr\">Don\'t let the uncertainty of the job market intimidate you. Take control of your career journey by investing in yourself and your skills. </p>\n<p dir=\"ltr\">Lastly, don\'t forget that everyone\'s journey is unique. What works for one person might not work for another. The key is to stay persistent, stay positive, and keep learning.</p>\n<p dir=\"ltr\"> </p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>Which book is best for improving my resume?</h3>\n  <p>\"Resume Magic\" by Susan Britton Whitcomb is ideal for transforming your CV into a compelling document. It offers practical tips to make your resume stand out to employers, helping you secure interviews effectively.</p>\n  <h3>How can these books help with job interviews?</h3>\n  <p>Books like \"The Ultimate Guide to Job Interview Answers\" provide example responses and guidance on what interviewers seek. With iSmartRecruit\'s resources, you can prepare confidently and improve your interview performance.</p>\n  <h3>Are these books suitable for networking skills?</h3>\n  <p>\"Never Eat Alone and Other Secrets to Success\" by Keith Ferrazzi focuses on building relationships and networking. The advice supports both introverts and extroverts in developing valuable professional connections.</p>\n  <h3>Can these books assist with job search strategies?</h3>\n  <p>Yes, \"The 2-Hour Job Search\" offers a structured method to prioritise opportunities and use technology effectively. Combined with iSmartRecruit\'s tools, it simplifies and speeds up your job hunt.</p>\n</div>','','RECRUITING','Books_for_Every_Graduate_Job_Seeker.webp','blog-read-books-for-graduate-job-seeker','6 Must-Read Books for Every Graduate Job Seeker','Are you a fresher or graduate looking for a job? A little reading can sharpen your skills. Check out 6 must-read books for every job seeker!','job seeker, books for the job seeker, job opportunity,','',NULL,0,19,0,1,1,1,5,'','','','',0,'0.44','2021-06-11','2021-06-11 07:03:15','2025-11-04 10:33:59','anand@ikraftsolutions.com','megha@ikraftsolutions.com','','',0,0),(251,'ATS-Compliant Resume: Key Do\'s and Don\'ts for Job Seekers','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">Over 75% of resumes are rejected by ATS before a recruiter ever reads them, usually due to poor formatting or missing keywords.</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">An ATS-compliant resume uses a clean layout, standard section headings, and relevant keywords embedded naturally throughout.</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">Save your resume as a .docx or text-based PDF. Avoid scanned images, graphics, tables, and multi-column layouts.</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">Tailor your resume for every application by matching keywords and skills directly from the job description.</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">Passing the ATS is only the first step. Once a recruiter reads your resume, measurable achievements and clear formatting will determine whether you get the interview.</li>\r\n</ul>\r\n</div>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">In today\'s competitive job market, getting your resume noticed can feel like an uphill battle. Before a recruiter ever reads your application, it typically has to pass through an Applicant Tracking System (ATS), a software tool used by employers to filter, organise, and rank incoming resumes.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Many highly qualified candidates are eliminated not because they lack the right experience or skills, but because their resume fails to meet the technical requirements of ATS screening. According to recent research, over 75% of resumes are rejected by ATS due to poor formatting or missing keywords. That is a significant number of strong candidates filtered out before a human ever looks at their application.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">This guide covers exactly what an ATS-compliant resume is, why it still matters in 2026, what you should and should not do when writing one, and what happens after your resume passes the system.</p>\r\n<h2 data-start=\"853\" data-end=\"1310\">What Is an ATS‑Compliant Resume and Why Does It Matter?</h2>\r\n<p data-start=\"1382\" data-end=\"1735\">Before you can create a resume that performs well in an ATS environment, you must first understand what “ATS‑compliant” means. An ATS‑compliant resume is one that can be accurately read and understood by resume‑screening software. These systems scan, extract, and categorise resume content to determine how closely a candidate matches a job description.</p>\r\n<p data-start=\"1737\" data-end=\"2009\">This makes formatting, structure, and keyword placement more important than ever. Despite advances in AI and natural language processing, <a href=\"https://www.ismartrecruit.com/applicant-tracking-system\">ATS software</a> in 2026 still requires resumes to follow a logical layout with standardised section titles and properly embedded content.</p>\r\n<p data-start=\"2011\" data-end=\"2373\">Recent data shows that 92% of Fortune 500 companies use some form of ATS to streamline recruitment (<a class=\"\" href=\"https://resumeflex.com/essential-resume-statistics-every-job-seeker-should-know-in-2025\" target=\"_blank\" rel=\"noopener\" data-start=\"2115\" data-end=\"2240\">ResumeFlex</a>). As such, job seekers who do not optimise for ATS may find themselves consistently overlooked regardless of how qualified they are.</p>\r\n<h2 data-start=\"2380\" data-end=\"2434\">Why Is ATS Compliance Still Essential in 2026?</h2>\r\n<p data-start=\"2436\" data-end=\"2804\">Some job seekers may assume that because ATS software is becoming smarter, formatting matters less. On the contrary, the widespread adoption of an <a href=\"https://www.ismartrecruit.com/blog-applicant-tracking-system-guide-for-recruiters\">applicant tracking system</a> has increased competition and standardised filtering. While systems have improved in reading more nuanced content, most still rely on core structural elements like headings, dates, and keyword matches to rank applicants.</p>\r\n<p data-start=\"2806\" data-end=\"3132\">Additionally, hiring teams are under increasing pressure to fill roles quickly and efficiently. According to <a class=\"\" href=\"https://scale.jobs/blog/7-common-ats-resume-rejection-reasons\" target=\"_blank\" rel=\"noopener\" data-start=\"2915\" data-end=\"3013\">Scale.jobs</a>, formatting issues and keyword mismatches remain among the most common reasons why resumes are automatically rejected.</p>\r\n<p data-start=\"3134\" data-end=\"3343\">This highlights the continued need for intentional, structured, and strategic resume writing, especially for applicants in high-volume industries such as technology, marketing, healthcare, and administration.</p>\r\n<h3 data-start=\"3350\" data-end=\"3411\">What Should You Do to Create an ATS‑Compliant Resume?</h3>\r\n<p data-start=\"3413\" data-end=\"3592\">Now that you understand the importance of ATS compliance, let’s explore the essential steps you should take to build a resume that performs well in today’s digital hiring systems.</p>\r\n<h4 data-start=\"3594\" data-end=\"3636\">✅ Use a Clear and Professional Format</h4>\r\n<p data-start=\"3638\" data-end=\"3935\">Simplicity is key. Avoid complex visual elements and opt for a clean, single-column layout. Use standard fonts such as Arial, Calibri, or Times New Roman, and keep bullet points consistent throughout. Most ATS tools are unable to interpret multi-column formats or non-standard characters properly.</p>\r\n<h4 data-start=\"3937\" data-end=\"3970\">✅ Stick to Standard Headings</h4>\r\n<p data-start=\"3972\" data-end=\"4255\">Use universally recognised section titles like Work Experience, Education, Skills, and Certifications. ATS tools are programmed to identify these specific categories. Unconventional alternatives, even if creative, could result in missed or misinterpreted information.</p>\r\n<h4 data-start=\"4257\" data-end=\"4310\">✅ Add Relevant Keywords from the Job Description</h4>\r\n<p data-start=\"4312\" data-end=\"4639\">Scan the <a href=\"https://www.ismartrecruit.com/blog-job-advertisement-the-big-door-to-your-organization\">job advert</a> and identify the specific skills, tools, or qualifications listed. Then, naturally, integrate these keywords into your resume. If the position requires \"data analysis\", \"budget forecasting\", or \"SEO strategy\", ensure those terms are present in your experience and skills sections, but only where applicable.</p>\r\n<h4 data-start=\"4641\" data-end=\"4691\">✅ Save Your Resume in the Correct File Format</h4>\r\n<p data-start=\"4693\" data-end=\"4878\">ATS systems read .docx files most reliably. Text-based PDFs are also generally safe. Avoid submitting image-based formats, scanned documents, or any file type that cannot be read as text. Most ATS platforms cannot extract information from these file types, meaning your entire application may be ignored.</p>\r\n<h4 data-start=\"4880\" data-end=\"4930\">✅ Tailor Your Resume for Each Job Application</h4>\r\n<p data-start=\"4932\" data-end=\"5206\">Generic resumes rarely perform well in ATS screening. Each application should be reviewed and adjusted to reflect the specific language, requirements, and priorities of that job description. Tailoring improves your ATS ranking and also demonstrates to recruiters who do read your resume that you have taken the role seriously.</p>\r\n<h4 data-start=\"5208\" data-end=\"5273\">✅ Include Contact Information, Job Titles, and Dates Clearly</h4>\r\n<p data-start=\"5275\" data-end=\"5540\">ATS software <a href=\"https://www.ismartrecruit.com/blog-understand-resume-parsing\">parses resumes</a> chronologically. Make sure your work experience includes job titles, employer names, start and end dates, and location. Place your contact details in the body of the resume, not in headers or footers, as many ATS tools ignore those areas.</p>\r\n<h3 data-start=\"5547\" data-end=\"5604\">What Should You Avoid in an ATS‑Compliant Resume?</h3>\r\n<p data-start=\"5606\" data-end=\"5812\">While the above strategies set you on the right path, avoiding common resume mistakes is just as important. The following missteps could cause even a well-qualified applicant to be filtered out prematurely.</p>\r\n<h4 data-start=\"5814\" data-end=\"5858\">❌ Do Not Use Graphics, Tables, or Icons</h4>\r\n<p data-start=\"5860\" data-end=\"6051\">Visual elements may enhance design, but are problematic for ATS parsing. A timeline graphic or pie chart showing skills will be ignored entirely or misinterpreted. Stick to text-based formats.</p>\r\n<h4 data-start=\"6053\" data-end=\"6093\">❌ Avoid Using Columns or Text Boxes</h4>\r\n<p data-start=\"6095\" data-end=\"6269\">Multiple columns or embedded boxes can confuse the reading order of your content, often causing ATS to misplace or skip over crucial information such as experience or skills.</p>\r\n<h4 data-start=\"6271\" data-end=\"6299\">❌ Do Not Stuff Keywords</h4>\r\n<p data-start=\"6301\" data-end=\"6508\">Including keywords is essential, but stuffing them unnaturally into your resume reduces readability and may even trigger rejection by more advanced ATS algorithms. Aim for balanced, contextual usage instead.</p>\r\n<h4 data-start=\"6510\" data-end=\"6551\">❌ Do Not Use Creative Section Labels</h4>\r\n<p data-start=\"6553\" data-end=\"6723\">While headings like \"My Journey\" or \"Core Brilliance\" may feel innovative, they do not help machines understand your background. Standardisation ensures accurate parsing.</p>\r\n<h4 data-start=\"6725\" data-end=\"6775\">❌ Never Submit a Scanned Resume or Image File</h4>\r\n<p data-start=\"6777\" data-end=\"6911\">Files must be text-readable. Submitting a photo or scanned document results in immediate disqualification by nearly all ATS platforms.</p>\r\n<h4 data-start=\"6913\" data-end=\"6961\">❌ Always Proofread for Spelling and Grammar</h4>\r\n<p data-start=\"6963\" data-end=\"7111\">Even a minor typo, such as writing \"project manger\" instead of \"project manager\", can prevent ATS software from recognising important skills or roles. <span data-olk-copy-source=\"MessageBody\">Thus, make sure to proofread your resume with a free grammar checker that checks for contextual mistakes and helps you fix them.</span></p>\r\n<h2 data-start=\"6963\" data-end=\"7111\">A Quick Resume Checklist for ATS Compliance</h2>\r\n<p>To make the process easier, here’s a side-by-side overview of the key do’s and don’ts:</p>\r\n<table border=\"1\">\r\n<tbody>\r\n<tr>\r\n<td>✅ <strong>Do These Things</strong></td>\r\n<td>❌ <strong>Avoid These Mistakes</strong></td>\r\n</tr>\r\n<tr>\r\n<td>Use standard fonts and simple formatting</td>\r\n<td>Avoid graphics, tables, and icons</td>\r\n</tr>\r\n<tr>\r\n<td>Stick to conventional headings</td>\r\n<td>Do not use creative or unclear section titles</td>\r\n</tr>\r\n<tr>\r\n<td>Include relevant, contextual keywords</td>\r\n<td>Do not stuff keywords or force repetition</td>\r\n</tr>\r\n<tr>\r\n<td>Submit in .docx or clean PDF format</td>\r\n<td>Do not submit scanned images or .jpg files</td>\r\n</tr>\r\n<tr>\r\n<td>Tailor your resume to the specific job posting</td>\r\n<td>Avoid generic resumes for all roles</td>\r\n</tr>\r\n<tr>\r\n<td>List work dates, job titles, and contact info</td>\r\n<td>Avoid putting key info in headers or footers</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<h2 data-start=\"8103\" data-end=\"8167\">What Do Recruiters Still Look for Beyond ATS Compliance?</h2>\r\n<p data-start=\"8169\" data-end=\"8377\">While it is critical to ensure your resume is machine-readable, remember that humans ultimately make the <a href=\"https://www.ismartrecruit.com/blog-recruitment-and-selection-critical-hr-function\">hiring decisions</a>. Once your resume passes the ATS, recruiters will look for impact, clarity, and relevance.</p>\r\n<p data-start=\"8379\" data-end=\"8633\">Include measurable achievements wherever possible. Instead of saying “responsible for managing budgets,” say “managed a £500,000 annual marketing budget, reducing costs by 15% within one year.” This level of specificity demonstrates value and competence.</p>\r\n<p data-start=\"8635\" data-end=\"8819\">Additionally, many recruiters scan for LinkedIn links and brief professional summaries at the top of the resume. Including these elements further supports a complete candidate profile.</p>\r\n<h2 data-start=\"8826\" data-end=\"8844\">Conclusion</h2>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Writing an ATS-compliant resume is a non-negotiable skill for anyone navigating the modern job market. The gap between a resume that is rejected by software and one that reaches a recruiter\'s desk often has nothing to do with the candidate\'s qualifications. It comes down to formatting, keywords, and file format.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">By following the practices in this guide, including using a clean layout, standard headings, relevant keywords in context, and the correct file format, and by avoiding the common mistakes that cause otherwise strong resumes to be filtered out, you give your application a significantly better chance of progressing.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">As ATS technology continues to evolve, the fundamentals remain consistent: be readable by machines, be compelling to humans, and be specific enough to stand out. Build your resume with both audiences in mind, and the results will reflect it.</p>\r\n<h2 data-start=\"9399\" data-end=\"9486\">Frequently Asked Questions (FAQs)</h2>\r\n<h3 data-start=\"207\" data-end=\"283\">1. Do I need to fill out ATS form fields if they’re already on my resume?</h3>\r\n<p data-start=\"284\" data-end=\"431\">Yes, always complete all fields. Some ATS systems scan both the form and resume, while others rely on one—leaving fields blank may reduce your chances.</p>\r\n<h3 data-start=\"438\" data-end=\"506\">2. Should I use both acronyms and full terms on my resume?</h3>\r\n<p data-start=\"507\" data-end=\"638\">Yes. Including both helps with keyword matching. For example, write “Human resource manager (HR manager)” to cover all ATS variations.</p>\r\n<h3 data-start=\"645\" data-end=\"718\">3. Is it okay to place contact details in the header or footer?</h3>\r\n<p data-start=\"719\" data-end=\"847\">No. Many ATS tools can’t read content in headers or footers. Always include contact information in the main body of your resume.</p>\r\n<h3 data-start=\"854\" data-end=\"921\">4. Do all companies use ATS for initial resume screening?</h3>\r\n<p data-start=\"922\" data-end=\"1049\">No. While ATS use is widespread, some recruiters manually screen resumes, especially for senior, niche, or referral-based roles.</p>\r\n<h3 data-start=\"1056\" data-end=\"1114\">5. Can a high ATS score still lead to rejection?</h3>\r\n<p data-start=\"1115\" data-end=\"1254\">Yes. A high match rate doesn’t guarantee interest. Recruiters also assess clarity, relevance, and how well your achievements are presented.</p>','','TECHNOLOGY','The_Essential_Guide_to_Writing_an_ATS-Compliant_Resume.webp','blog-guide-writing-ats-compliant-resume','ATS-Compliant Resume: Key Do\'s and Don\'ts for Job Seekers','Want your resume to pass ATS screening in 2026? Learn the essential do\'s and don\'ts of writing an ATS-compliant resume that all recruiters will actually read.','ATS, Applicant Tracking System, Applicant Tracking Software, ATS-Compliant Resume, ATS resume format, ATS-friendly resume, Resume formatting guidelines, pass ATS screening, resume mistakes to avoid, ATS-approved resume, resume formatting for ATS, resume screening process','{\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Do I need to fill out ATS form fields if they’re already on my resume?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Yes, always complete all fields. Some ATS systems scan both the form and resume, while others rely on one—leaving fields blank may reduce your chances.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Should I use both acronyms and full terms on my resume?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Yes. Including both helps with keyword matching. For example, write “Human resource manager (HR manager)” to cover all ATS variations.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Is it okay to place contact details in the header or footer?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"No. Many ATS tools can’t read content in headers or footers. Always include contact information in the main body of your resume.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Do all companies use ATS for initial resume screening?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"No. While ATS use is widespread, some recruiters manually screen resumes, especially for senior, niche, or referral-based roles.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Can a high ATS score still lead to rejection?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Yes. A high match rate doesn’t guarantee interest. Recruiters also assess clarity, relevance, and how well your achievements are presented.\"\r\n      }\r\n    }\r\n  ]\r\n}',NULL,0,8,0,1,1,1,7,'','','','',0,'0.65','2021-06-18','2021-06-18 01:56:46','2026-06-09 12:15:53','anand@ikraftsolutions.com','anand@ikraftsolutions.com','','',0,0),(252,'Create Lead Database for Enterprise Marketing - 5 Smart Tips','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>Data quality is crucial for effective lead databases and marketing automation.</li>\n    <li>Automate data deduplication to avoid manual errors and enhance consistency.</li>\n    <li>Normalize geographical and company name data to support targeted campaigns and clarify sales pipelines.</li>\n    <li>Infer missing geographical data using known relationships to fill gaps efficiently.</li>\n    <li>Segment leads using job titles to improve campaign precision and engagement.</li>\n    <li>Adopt data automation strategies carefully by classifying data, outlining transformations, and scheduling updates.</li>\n    <li>Continuous advancement in automation and data science enables better data handling and utilisation in enterprise marketing.</li>\n  </ul>\n</div>\n<p><span id=\"docs-internal-guid-bde40dd2-7fff-a7ec-8f96-a6fa13881c61\">In the case of database administration, some most important aspects are data collection, data cleansing, and the choice of database technologies for storage and retrieval. When it comes to creating a lead database, for example, it may be full of holes. There may be duplicate records existing, incomplete data, and a lack of segmentation in a raw lead database. The poor quality of data makes it difficult to plan for targeted campaigns or user engagement activities. Also, with a compromised lead database, you cannot use any tools for <a href=\"https://www.ismartrecruit.com/blog-top-15-innovative-recruitment-marketing-strategies\">marketing automation.</a></span></p>\n<h2><span id=\"docs-internal-guid-52f1e71c-7fff-ab2c-5711-b99650216c51\">Smart Tips to improve Database Entries! </span></h2>\n<p><span id=\"docs-internal-guid-7a8c0ebe-7fff-fd58-9f7c-874156a49b94\">Many marketers now think that the only way to make their database efficient is to invest further to have a data vendor clean it further. While trying to get the data validated and enriched by a vendor is an ideal approach to consider, you may also try to improve the same by keeping your data clean using some automation solutions. This article will discuss some smart tips to improve the quality of your database entries by investing your time effectively in the data automation process, which will make the most laborious data cleansing tasks easier.</span></p>\n<h3><span id=\"docs-internal-guid-4345b714-7fff-1ed3-72b1-ac8e5192e76c\">1. De-duplication of data</span></h3>\n<p><span id=\"docs-internal-guid-d6a1c26b-7fff-4051-511a-c59335047291\">Marketers hesitate to automate the deduplication process but prefer to eyeball the duplicates and merge those manually with the feat of eliminating any valuable records. If this manual merging process follows a consistent logic, it can easily be automated. If the logic to merge includes various arbitrary judgments, then the results of manual de-duplication across a huge database may not be any better than automation tools.</span></p>\n<h3><span id=\"docs-internal-guid-6889fe60-7fff-9c14-f33b-3a0b5f4b14e1\">2. Normalizing the geographical data</span></h3>\n<p><span id=\"docs-internal-guid-a1628e2b-7fff-da92-4deb-5b813c7eb33f\">Without normalized and complete geodata, it may be difficult for marketers to run any regional campaigns or plan for any events and route their leads accordingly. Building a geographically segmented lead database will become difficult when you search for possible typos or misspelled entries. At a minimum, you need to normalize the geographical entries like states, provinces, countries, etc. For example, instead of \"Massachusetts,\" you can use \"MA,\" but it should be standardized that way and </span><span id=\"docs-internal-guid-66f3a3a3-7fff-0399-3d87-8795562d87fa\">followed strictly.</span> For standardization of datasets in an enterprise database, you may rely on the services offered by providers like <a href=\"http://www.remotedba.com/why-remote-dba/\" target=\"_blank\" rel=\"noopener nofollow\">RemoteDBA.</a></p>\n<h3><span id=\"docs-internal-guid-1cb24a6b-7fff-ec88-8695-4099688c6d09\">3. Inferring missing geographical data</span></h3>\n<p><span id=\"docs-internal-guid-ec410c2f-7fff-28d0-9d0a-9af8bcf4ce8f\">Some of the data fields have known relationships among themselves, so having a certain number may let you infer the missing data. For example, instead of simply struggling with the incomplete address data, you can get the system to fill the blanks to leverage the known relationships automatically. Let us see an example.</span></p>\n<ul>\n<li><span id=\"docs-internal-guid-b281e956-7fff-54fa-4f15-90980796729f\">If the ZIP code is 94065, it </span>can infer the related city as \'Redwood City\' and California\'s corresponding state.<br><br></li>\n<li>In another case, if the country code is given as 353, which can be inferred as \'Ireland.</li>\n</ul>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Inferring_missing_geographical_data.webp.dat\" alt=\"Inferring-missing-geographical-data\" width=\"1260\" height=\"709\"></pre>\n<h3><span id=\"docs-internal-guid-7b9a1a0a-7fff-03fe-dffe-6241856b0d58\">4. Normalization of company names</span></h3>\n<p><span id=\"docs-internal-guid-5ed13cf1-7fff-337d-d72a-ee811743f35f\">Another major problem with lead <a href=\"https://www.ismartrecruit.com/blog-tips-to-streamline-candidate-database-management\">database management</a> is the entry of non-standardized names of companies. In B2B lead databases, there may be names of the same company which can have different entries like \"Toyota Inc. USA\" or \"Toyota Motor USA,\" or just \"Toyota Motors,\" etc. It isn\'t easy to normalize the company names in lead databases. So, instead of taking up this tedious task of normalizing company names, you can focus on building target accounts and customer lists. Efficiently cleaning these critical records may offer greater clarity to your sales pipeline report and help fine-tune your marketing metrics. The best strategy for finding an <a href=\"https://www.lead411.com/blog/best-database-for-sales-leads-in-2023/\" target=\"_blank\" rel=\"noopener\">effective database for sales leads</a> is using comparison guides on the internet that help highlight each database\'s unique features and capabilities, making your search much easier.</span></p>\n<h3><span id=\"docs-internal-guid-a10f2147-7fff-75b5-0af9-aff0ad79029c\">5. Data Management Statistics</span></h3>\n<p>Here we\'ve accumulated an amassed hit-rundown of the best-showcasing information the executive\'s measurements to assist you with uncovering industry patterns in a steadily evolving space.</p>\n<p dir=\"ltr\">We\'ve included general promoting information, the board details just as measurements on information quality, information security consistence details, figures on information penetrate expenses and that\'s just the beginning…</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Data_Management_Statistics.webp.dat\" alt=\"Data-Management-Statistics\" width=\"1260\" height=\"709\"></pre>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-6eb8ea32-7fff-ff57-f170-adce6a809067\">6. Segmenting using the job titles</span></h3>\n<p><span id=\"docs-internal-guid-b9621823-7fff-6608-9ca5-cd6d65b1a990\">As we can assume, a well-segmented database will act as the foundation of effective personal engagement and targeted campaigns. It includes effective <a href=\"https://www.ismartrecruit.com/blog-improve-your-job-postings\">segmentation of the job function,</a> level of job, size of the organization, industry, and job location. Common data services can enrich the generic data. However, to be more effective, segmentation needs to show ways to sell and to whom you sell. For a marketer, it is important to know the leads in IT are good enough to use. For others, there may be other considerations too such as security, networking, or engineering, etc. A largely available source of segmented data is job titles. With the proper mapping of the title keywords, it is easy to segment leads based on job level and function. Here is an example.</span></p>\n<ul>\n<li dir=\"ltr\" role=\"presentation\">Accounts Payable may indicate the job function under the sector \'Finance\'<br><br></li>\n<li>\"CFO\" or \"Managing Director\" may be under the job level of \'Executive\' and so on.</li>\n</ul>\n<p><span id=\"docs-internal-guid-394a319d-7fff-6988-55a0-e439753941fb\">All these five quick tips will help you improve your lead database quality without the need to spend a fortune on it. All that you need is to spend a few hours with reliable data automation tools. There are few things you need to know while adopting data automation strategies as below.</span></p>\n<h2><span id=\"docs-internal-guid-1c1f78a0-7fff-99f8-ef21-a2725cbf3451\">How To Adopt Data Automation Strategies? </span></h2>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Data_Automation_Strategies.webp.dat\" alt=\"Data-Automation-Strategies\" width=\"1260\" height=\"709\"></pre>\n<h3><span id=\"docs-internal-guid-207bc7ae-7fff-f729-4da1-0270c193eb02\">Classifying data</span></h3>\n<p>The initial step for data automation is to categorize the data sources according to their priority and ease of access. If you use an automated tool for <a href=\"https://www.docsumo.com/blog/what-is-data-extraction\" target=\"_blank\" rel=\"noopener\">data extraction</a>, ensure that it supports all the crucial formats to your operations.</p>\n<h3><span id=\"docs-internal-guid-7a022d61-7fff-7a84-e27b-f93556430138\">Outline transformations</span></h3>\n<p>The next step in automation involves identifying the essential transformations to convert data sources into the desired size. For example, it may be easy to convert the acronyms to full-text names or transform relational database data into CSV files. Different database platforms require different tools and techniques for automation. <a href=\"https://www.namehero.com/blog/how-to-tune-mariadb-database-for-high-performance/\" target=\"_blank\" rel=\"noopener\">Optimizing MariaDB</a> differs from tweaking MySQL or Excel, so you need to customize your approach.</p>\n<h3><span id=\"docs-internal-guid-cbc1b19a-7fff-7c47-6df1-b16f30cacdac\">Developing and testing ETL processes</span></h3>\n<p id=\"docs-internal-guid-8678eb7c-7fff-e9de-2021-578908b305ae\" dir=\"ltr\">Based on the requirements outlined above, it is important to select a good ETL tool and <a href=\"https://hightouch.com/blog/reverse-etl\" target=\"_blank\" rel=\"noopener\">reverse ETL tool</a> that features all the essentials to process and update data by retaining quality.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-d2c4c500-7fff-05b4-52b3-ff2e5a3b3818\">Schedule updates</span></h3>\n<p><span id=\"docs-internal-guid-0fabe45c-7fff-46cb-8e87-73b57b1299b8\">The last but important step is to schedule all the time updates for data. It is also recommended to use a good ETL tool, which can process the automation features like <a href=\"https://www.ismartrecruit.com/blog-guide-recruiting-automation\">workflow automation and job scheduling etc.</a> It will also ensure the process execution without the need for manual intervention.</span></p>\n<h2><span id=\"docs-internal-guid-b4a3d84d-7fff-a392-9c49-8aba745975ef\">Database for Enterprise Marketing in Nutshell</span></h2>\n<p><span id=\"docs-internal-guid-71421e9d-7fff-f5d3-533b-51d3f19d1316\">With the advancement in data automation, data science and machine learning models are evolving day by day. Even though automated feature engineering is new, it comes with the potential to solve many data science projects with real-world data sets. When you have efficient people handling your data you can do wonders with them. Of course, you need to ensure that the data remains safe at all times.</span></p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>What is the importance of data deduplication in lead databases?</h3>\n  <p>Data deduplication prevents duplicate records, which can skew marketing results and waste resources. Automating this process with tools like iSmartRecruit ensures consistency and accuracy without manual errors.</p>\n  <h3>How can geographical data normalization benefit marketing campaigns?</h3>\n  <p>Normalizing geographical data helps run targeted regional campaigns by standardising location details. This ensures your leads are grouped correctly, improving engagement and conversion rates.</p>\n  <h3>Why should company names be normalized in a B2B database?</h3>\n  <p>Standardising company names avoids confusion caused by varied entries. It clarifies your sales pipeline and marketing metrics. iSmartRecruit can assist by providing reliable data management solutions.</p>\n  <h3>What role does segmentation by job title play in lead management?</h3>\n  <p>Segmenting by job title allows precise targeting based on job function and level. This helps marketers tailor campaigns effectively, resulting in better engagement and higher ROI.</p>\n</div>','','TECHNOLOGY','Create_Lead_Database_for_Enterprise_Marketing_Smart_Tips.webp','blog-creating-lead-database-enterprise-marketing','Create Lead Database for Enterprise Marketing - 5 Smart Tips','Are you a marketer searching for some smart tips to improve the quality of your database? Check Create Lead Database for Enterprise Marketing – 5 Smart Tips!','Database for Enterprise Marketing , Database for marketing, Data Automation Strategies, Data Management Statistics','','',0,13,0,1,1,1,5,'','','','',0,'0.55','2021-06-22','2021-06-22 01:43:54','2025-11-05 05:45:38','anand@ikraftsolutions.com','dimple@ikraftsolutions.com','','',0,0),(253,'Prepare Your Workplace for the Post COVID-Era','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>67% of businesses plan to re-open offices with safety measures and phased returns.</li>\n    <li>Adapting office layouts and implementing health protocols like plexiglass barriers and hand sanitisers are essential for safe reopening.</li>\n    <li>Employee retention requires long-term strategies including bonuses, flexible work options and focus on wellbeing.</li>\n    <li>Employee engagement should be prioritised with rewards, encouragement to disconnect and team-building activities.</li>\n  </ul>\n</div>\n<p id=\"docs-internal-guid-d0817b2e-7fff-d709-097a-ceec9479ff8c\" dir=\"ltr\">As our country begins to recuperate from the pandemic and offices are starting to re-open, employers and leaders of the organisation will have to make plans to make sure that their employees can return to work safely.</p>\n<p dir=\"ltr\">While the global crisis forced us to adapt to work-from-home policies, we will need to evolve our office spaces for the post-COVID era.</p>\n<p dir=\"ltr\"><strong>67% of businesses</strong> intend to re-open their offices in the coming months, assuming they will be allowed to re-open given the current ongoing vaccine drive in our country.</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Prepare_Your_Workplace.webp.dat\" alt=\"Prepare Your Workplace\" width=\"1260\" height=\"709\"></pre>\n<p id=\"docs-internal-guid-0ef0ad8f-7fff-4478-7b88-355b06fded75\" dir=\"ltr\">Such changes, at first, may feel surreal, with everyone in their masks, separated with partitions and avoiding physical contact.</p>\n<p dir=\"ltr\">It might get a little lonely for employees while half of the employees are still working from home as companies might ramp up operations in phases, bringing employees back in stages.</p>\n<p dir=\"ltr\">Over time, we will adjust to the new \'normal\'. Though there is a lot of conjecture about what the new \'normal\' will be like, we are sure that the global pandemic will change the workplace forever.</p>\n<p dir=\"ltr\">While employees have made themselves comfortable in the <a href=\"https://www.ismartrecruit.com/blog-remote-work-productivity\">new remote working</a> environment, it is almost time that we start the journey of new \'normal.\'</p>\n<p dir=\"ltr\">We need to start preparing for the post-COVID era by considering the future of work, what\'s next for HR, <a href=\"https://www.ismartrecruit.com/blog-proven-ways-to-improve-hiring-process\">how the hiring process will change</a>, and how to retain the best employees.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-612a902a-7fff-8f7a-83c9-1672dcfb995e\">Responding, Recovering, and Thriving Post-COVID era. </span></h2>\n<p id=\"docs-internal-guid-6444018c-7fff-d28e-3cba-8d7e5580e939\" dir=\"ltr\">We cannot underestimate the economic fallout from the pandemic. For companies to get back, revenue recovery will be of extreme importance.</p>\n<p dir=\"ltr\">While this is obvious, many people fail to realise that slow and steady may not win this particular race.</p>\n<p dir=\"ltr\">Rapid recovery will be the new phenomenon that we shall follow.</p>\n<p dir=\"ltr\">As we prepare ourselves and our businesses for a post-COVID recovery, it is time to rethink how our revenue streams and shift direction will effectively outshine the competition, working from a strong position that can ensure the company\'s long-term success.</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Post_Covid_Era.webp.dat\" alt=\"Post Covid Era\" width=\"1260\" height=\"840\"></pre>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-26717fcf-7fff-33b4-ce40-011c8698694e\">Adaptability is Key</span></h3>\n<p id=\"docs-internal-guid-6ce37813-7fff-8120-260e-bec8094671cd\" dir=\"ltr\"><strong>Before the COVID era, 4.7 million people already were working from home.</strong></p>\n<p dir=\"ltr\">In recent months, we have been forced to adapt, and the one lesson that COVID-19 has taught us is that we are adaptable.</p>\n<p dir=\"ltr\">Keeping that in mind, consider how employees are working, how they are thinking, and how they are reacting in the present situation.</p>\n<p dir=\"ltr\">Employees may find out that the shift to remote working is better and something that they want to continue.</p>\n<p dir=\"ltr\">Companies that are coming out of the COVID crisis stronger than ever will be the ones that did not stop - the ones that did not hesitate to accelerate the shift to digital and continued with it.</p>\n<p dir=\"ltr\">Managers and leaders should make sure that they take advantage of the newly available data and companies that had negligible virtual presence are operating online.</p>\n<p dir=\"ltr\">Digest and analyse all the information and leverage it to align with the business strategy with the shifted needs of the marketing and <a href=\"https://www.ismartrecruit.com/blog-top-9-tips-for-hiring-great-employee\">employees following the pandemic.</a></p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-4456d7ff-7fff-aa29-928d-4b661688bf45\">Prepare for Retention Strategies</span></h3>\n<p id=\"docs-internal-guid-089c6c38-7fff-e789-0127-dcfecae04600\" dir=\"ltr\">As we are moving out of the nationwide lockdowns and begin to emerge in the post-COVID world, we are rethinking our positions in the world.</p>\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blogs/employee-retention-tips-to-prevent-top-talent-from-walking-out\">Employee retention</a> is more important than ever.</p>\n<p dir=\"ltr\">Companies are looking for quality employees; while it was effortless to keep employees on board during the height of the crisis, employees are beginning to realise that they have options.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-0f087433-7fff-0c7b-1ee0-ba2ab6fe1ecf\">HR and People Priorities</span></h3>\n<p id=\"docs-internal-guid-7864668f-7fff-4e2d-19d3-57d86ca21bcd\" dir=\"ltr\">We need to make sure that employee retention is one of the top priorities. Keeping employees is going to require a lot more than a foosball table in the break room.</p>\n<p dir=\"ltr\">We rather need a powerful investment in making sure that the talent we had spent so much time and resources in shaping stays with the company.</p>\n<p dir=\"ltr\">For instance, we can provide the employees with a long-term plan and ensure <a href=\"https://pagarbook.com/\" target=\"_blank\" rel=\"noopener\">employee loyalty</a> through bonuses, pay raise, and several other perks and allowances.</p>\n<p dir=\"ltr\">All our efforts will be wasted if we don\'t have the right people in place to carry out the recovery plans.</p>\n<p dir=\"ltr\">The paradigm shift that all the employees have been forced to endure over the last year can be both a blessing and a curse for the employees and the business.</p>\n<p dir=\"ltr\">Having some strategy in place that allows the employees to spend time with their families is more important than ever.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-270a2639-7fff-7bc0-d7f5-d48fa5a7558f\">Ways to Prepare the Office for Post-COVID Reopening </span></h2>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Prepare_the_Office_for_Post-COVID_Reopening.webp.dat\" alt=\"Prepare the Office for Post-COVID Reopening\" width=\"1000\" height=\"1000\"></pre>\n<p id=\"docs-internal-guid-10230bbf-7fff-c919-d4fb-a4c759604943\" dir=\"ltr\">According to a poll of 2000 respondents, 1% of medium enterprises are planning on becoming fully remote whereas 5% of the companies are planning to get all their employees back to the office. The remaining 94% are planning to have a mix of in-office employees, <a href=\"https://www.ismartrecruit.com/blog-top-5-ways-to-hire-remote-employees-effectively-for-your-firm\">remote employees,</a> and hybrid employees.</p>\n<p dir=\"ltr\">As companies are adapting to the new normal, we are bound to make changes to the <a href=\"https://www.homelovr.com/innovative-ways-to-create-a-better-workspace/\" target=\"_blank\" rel=\"noopener\">working environment</a>.</p>\n<p dir=\"ltr\">Here are some creative ways to keep our employees safe -</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Post_Covid_Office_Rerranage.webp.dat\" alt=\"Post Covid Office Rerranage\" width=\"1260\" height=\"840\"></pre>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-153759ec-7fff-61e1-c936-ac94e907f20a\">Rearrange Existing Office Furniture</span></h3>\n<p id=\"docs-internal-guid-b6a293cb-7fff-9181-ff36-6004ada576e8\" dir=\"ltr\">The top priority of the businesses is to have their employees back in the office as quickly and safely as possible.</p>\n<p dir=\"ltr\">In the first wave of re-opening, companies should focus on <a href=\"https://www.ismartrecruit.com/blog-8-effective-ways-to-keep-your-employees-happy-at-the-workplace\">retrofitting the workplace</a> to align with the current health guidelines.</p>\n<p dir=\"ltr\">The most instant way to do this is to rearrange the existing office furniture to make sure that they comply with social distancing protocols.</p>\n<p dir=\"ltr\">Employees\' desks should be six feet apart from each other, while other furniture can be removed or arranged to make more space.</p>\n<p dir=\"ltr\">One-way traffic can also be enforced to keep employees from making any unnecessary contact with each other.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-09ca82b8-7fff-b9fc-5948-692eccb4fe0d\">Repurpose Communal Spaces</span></h3>\n<p id=\"docs-internal-guid-85fe2516-7fff-00c3-62eb-59b087d7c7fa\" dir=\"ltr\">For several businesses, large and communal spaces are unused to comply with social distancing guidelines.</p>\n<p dir=\"ltr\">Instead of avoiding these rooms altogether, businesses should repurpose these spaces as temporary workspaces so employees can spread out.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-8bdeddd0-7fff-2427-bb90-c84c8e013d65\">Install Temporary Plexiglass Barriers</span></h3>\n<p id=\"docs-internal-guid-dfdced9a-7fff-6323-83a7-cc4aa9ba4748\" dir=\"ltr\">Several businesses have already installed temporary plexiglass shields and barriers to stunt the spread of the coronavirus.</p>\n<p dir=\"ltr\">These barriers can be used in an <a href=\"https://www.ismartrecruit.com/blog-things-to-know-about-the-company-culture-and-onboarding-process\">office environment</a> in areas with high foot traffic and in-person interactions.</p>\n<p dir=\"ltr\">Temporary plexiglass barriers can be installed in conference rooms, on employee desks, or in hallways to separate employees and maintain social distancing guidelines.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-88cf4893-7fff-889a-1df1-bd66010dcbb5\">Enforce Office Capacity Policies</span></h3>\n<p><span id=\"docs-internal-guid-bebb676e-7fff-bd83-2dd3-23b112336ca0\">Maintaining distance with employees is easier when fewer employees are in the building. Several companies have implemented a phased approach to return employees to the office, such as a mixture of remote and on-site work.</span></p>\n<h3><span id=\"docs-internal-guid-c4eea313-7fff-e625-73f9-347663a4b240\">Purchase Additional Hand Sanitisers</span></h3>\n<p id=\"docs-internal-guid-41a89866-7fff-1b07-413f-4cef7e3f07d9\" dir=\"ltr\">Washing our hands is a simple and effective way to mitigate the spread of the virus.</p>\n<p dir=\"ltr\">As employees return to work, managers and employers should consider purchasing hand sanitiser stations that are placed in common areas.</p>\n<p dir=\"ltr\">We can also consider installing hand sanitiser stations on employees\' desks. Or we can provide each employee with their personal sanitiser each week.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-18fc7ccb-7fff-4219-52c9-d5fde299453d\">Office Re-opening Checklist</span></h2>\n<p id=\"docs-internal-guid-2e41c52a-7fff-887e-2436-46d762826acc\" dir=\"ltr\">Whether we get back to our offices in a few months or next year, we will need a detailed checklist to know everything about re-opening - from getting employees\' opinions to implementing safety precautions.</p>\n<p dir=\"ltr\">\"<strong>The crisis of the pandemic of COVID-19 has changed many rules on health, environmental and safety issues. For companies to be on top of the situation, they need to change their processes to adjust to the new rules.</strong>\" - David Rowland, <a href=\"https://www.ecoonline.com/\" target=\"_blank\" rel=\"noopener\">Eco Online</a></p>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Office_Re-opening_Checklist.webp.dat\" alt=\"Office Re-opening Checklist\" width=\"1260\" height=\"839\"></pre>\n<h3><span id=\"docs-internal-guid-a2a8ac7e-7fff-167b-5c00-858861064dac\">1. Surveying the Employees</span></h3>\n<p><span id=\"docs-internal-guid-27e19352-7fff-86cd-0a0e-9bfc409df08f\">Though the decision to re-open the offices falls upon the key stakeholders; however, it is important to consider employees\' opinions as well because the research has shown that <strong>51% of employees prefer remote work improves work-life balance.</strong></span></p>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Surveying_the_Employees.webp.dat\" alt=\"Surveying the Employees\" width=\"1260\" height=\"709\"></pre>\n<p><span id=\"docs-internal-guid-72568f56-7fff-8c29-3d45-a040f60f892e\">With the employee survey, we may come across different opinions of employees regarding the re-opening of the office.</span></p>\n<h3><span id=\"docs-internal-guid-d10c55d5-7fff-53a9-8234-dd5bad1e9963\">2. Try to Address all the Issues - from travelling to timing.</span></h3>\n<p><span id=\"docs-internal-guid-afe7e6f2-7fff-9eaa-00b2-d99fb0a23b08\">Survey questions vary mostly on the basis of industry, company size, and other factors; however, there are some themes that everyone needs to consider for the employees.</span></p>\n<h3><span id=\"docs-internal-guid-7ae6c4e6-7fff-bdb9-2173-32d7adea4d5a\">3. Analyse and Present the Findings</span></h3>\n<p id=\"docs-internal-guid-18fda87c-7fff-0517-84f2-25d07698765f\" dir=\"ltr\">Research has suggested that <a href=\"https://www.ismartrecruit.com/blog-how-to-help-people-find-a-new-remote-job-during-the-covid-19-pandemic\">remote employees</a> are less stressed and healthier, and thus, it is important to consider what they want in terms of office re-opening.</p>\n<p dir=\"ltr\">We must take a considerable amount of time to analyse the data and present it to the leadership team. With the varied data, organisations can choose a conservative approach where employees can switch back to remote work.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-41a3c37a-7fff-2ed5-8fda-92b9e00a9b33\">4. Re-opening Logistics</span></h3>\n<p id=\"docs-internal-guid-af1bdf33-7fff-5ecd-d103-daaf98c0f66f\" dir=\"ltr\">Though no such approach fits all, it is important to take everything into account - from employees; to feedback to the industry.</p>\n<p dir=\"ltr\">We may consider the following re-opening models that might affect the organisation and its employees.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-18cfb727-7fff-8104-19ca-6c32d95f63b3\">5. Decide on Timing</span></h3>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-ba3c1964-7fff-c0b9-5fd5-f42c3901010e\">Companies should take time to make sure that their employees return to the office in phases considering the ongoing second wave of the COVID-19.</span></p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-5a3c860d-7fff-e3a3-26fc-d408aa6b7756\">6. Consider Rotating Schedules</span></h3>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-539f9a5e-7fff-07f0-39a9-b7a97b1bf18d\">R</span><span id=\"docs-internal-guid-539f9a5e-7fff-07f0-39a9-b7a97b1bf18d\">esearch suggests that <strong>78%</strong> of the companies have a legitimate plan to adapt to rotating schedules as a part of their return to the office plans since it is the organisation\'s responsibility to take care of the employees\' health and safety.</span></p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Consider_Rotating_Schedules.webp.dat\" alt=\"Consider Rotating Schedules\" width=\"1260\" height=\"709\"></pre>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-b3906adc-7fff-146e-43c9-fbf4ed4c45fa\">7. Weigh the Merits of the Physical Space</span></h3>\n<p id=\"docs-internal-guid-04775302-7fff-57b9-f207-6cbc6da77dbb\" dir=\"ltr\">On the basis of the employee survey, the HR department should consider the importance of the physical presence of employees in the long run.</p>\n<p dir=\"ltr\">No matter what the decision may be, <a href=\"https://www.ismartrecruit.com/blog-skills-hr-managers\">HR managers</a> and leaders should ensure that the performance data and employee engagement back their decision.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-22965014-7fff-7c22-6ca1-3eaa6d72c18a\">8. Safety Precautions</span></h3>\n<p id=\"docs-internal-guid-f64a8d00-7fff-b19d-9472-1b0b5220d402\" dir=\"ltr\">When it comes to safety and hygiene, getting back to our normal lives is not merely enough.</p>\n<p dir=\"ltr\">With the ongoing second wave of the COVID-19, the HR teams should implement aggressive measures to make sure that the workforce and workplace are safe.</p>\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-e13e3347-7fff-d51e-a027-5a7691c59359\">Consider Implementing Temperature Checks</span></strong></h4>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-711a22fa-7fff-03e7-f3ed-20b1c745365a\">It is suggested that to process temperature checks throughout the day and ensure that everyone understands why it is important to run these temperature checks.</span></p>\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-beee14ea-7fff-2940-7aa3-5051fe6216a8\">Provide Employees with Personal Protective Equipment</span></strong></h4>\n<p id=\"docs-internal-guid-4dee5156-7fff-5da7-cc89-e8b4b81a5de9\" dir=\"ltr\">Even though stockpiling PPE kits depend on the re-opening plans, companies should make sure that they have more than enough PPE kits for on-site employees and extra for visitors.</p>\n<p dir=\"ltr\">In addition to PPE kits, companies should also stock on hand sanitisers and disinfectant wipes.</p>\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-f173b88d-7fff-8c2c-291e-1f49fd250cf2\">Reconfigure your Personal Space</span></strong></h4>\n<p id=\"docs-internal-guid-b1614a6d-7fff-c67f-757d-80adb684b872\" dir=\"ltr\">To mitigate the risk of the spread of the virus, organisations should re-design the workspace just so employees can be six feet apart at all times.</p>\n<p dir=\"ltr\">With the ongoing second wave of the pandemic, the fewer people that we have in our offices, the easier it will be to comply with the CDC guidelines.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-8a6f2a21-7fff-f727-5546-bb59f740fe90\">9. Employee Engagement</span></h3>\n<p><span id=\"docs-internal-guid-875799a4-7fff-2638-313c-75e7d3876388\">Since <a href=\"https://www.ismartrecruit.com/blog-remote-work-productivity\">remote work</a> has become the norm, returning to work may upset employees, and we should make sure that coming back to work does not hamper team unity.</span></p>\n<h4><strong><span id=\"docs-internal-guid-454e3c71-7fff-46b0-f5bd-a8c9ea2ed6c8\">Reward in-office Employees</span></strong></h4>\n<p><span id=\"docs-internal-guid-a41c0f4d-7fff-8fbc-1945-4b0e35ef5a79\">For in-office employees, companies should make sure to provide the in-office employees with additional benefits and recognition.</span></p>\n<h4><strong><span id=\"docs-internal-guid-7a8a34f2-7fff-b10e-d76d-13214aeab713\">Encourage Employees to Disconnect</span></strong></h4>\n<p><span id=\"docs-internal-guid-d53549df-7fff-e1ce-9df5-986e55ec05dc\">We should encourage employees to make the best use of their PTO policy, even during challenging times. In fact, we should help employees to disconnect and avoid job burnout.</span></p>\n<h4><strong><span id=\"docs-internal-guid-34c99f7b-7fff-0573-8910-97e7c6b2040b\">Keep Offering Perks and Team-building Activities</span></strong></h4>\n<p><span id=\"docs-internal-guid-ab4ad0df-7fff-315a-71fb-352d9b6b6062\">Organisations should offer their employees a stipend for groceries and home office posts, and for the on-site employees, we can consider compensating employees for their travel costs. Speaking of travel costs and great team-building activities, when organizing business trips for your team, here you can learn about <a href=\"https://www.travelperk.com/blog/ways-your-business-can-save-money-on-business-travel/\" target=\"_blank\" rel=\"noopener\">how to save money on business travel.</a></span></p>\n<h3><span id=\"docs-internal-guid-c9b1d531-7fff-59d2-a382-81a5c9e7698f\">10. Managing Employee Performance</span></h3>\n<p><span id=\"docs-internal-guid-3fe3a829-7fff-909b-ddaa-8a449a32b693\">Since we are living through these challenging times, the HR teams have been struggling to suppress employees\' anxiety about returning to work.</span></p>\n<h4 id=\"docs-internal-guid-43e5dfd4-7fff-bd94-5e10-30a0617c9913\" dir=\"ltr\"><strong>Adjust Goals to Motivate Employees</strong></h4>\n<p id=\"docs-internal-guid-35ff8f71-7fff-2a49-3e2f-d05cad9e6268\" dir=\"ltr\">Managers and employers must collaborate on employees\' reports to set clear and <a href=\"https://www.ismartrecruit.com/blog-top-smart-recruitment-goals\">actionable goals</a> that both sides are comfortable with at home.</p>\n<p dir=\"ltr\">Over time, small gestures can go a long way in driving employees forward.</p>\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-fa0580aa-7fff-4d1a-aed1-694c524f8e7f\">Carry on with Performance Reviews</span></strong></h4>\n<p id=\"docs-internal-guid-1351ab82-7fff-87eb-1dfa-cbe5a6b866b7\">Organisations should ensure that we conduct their</p><a href=\"https://pagarbook.com/blog/all-about-performance-review-for-hr-and-managers/\" target=\"_blank\" rel=\"noopener nofollow\"> performance reviews</a>, or employees may be unsure of their job security. Performance reviews allow employees to consider all their distractions and review day-to-day work.</p>\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-900269b6-7fff-b2bb-0f75-e45fb73fd804\">Partner with People Managers</span></strong></h4>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-24335bec-7fff-e19a-9a24-4f903947fe9a\">Companies should make sure that their employees are all set to handle the new world of work and offer them tools and advice to make the best out of challenging situations.</span></p>\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-b26c6952-7fff-0228-3709-2bace4a85bb6\">Continue making Learning and Development a Priority</span></strong></h4>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-76f1647d-7fff-281f-a1fa-6b5d5e740ff7\">Organisations can use goal-setting to promote employee development. Setting long-term goals can be complicated when the future is uncertain; employees will set goals in lieu of business targets.</span></p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-de59cf99-7fff-555e-8883-e56827881143\">Summing Up</span></h2>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Learning_and_Development.webp.dat\" alt=\"Learning and Development\" width=\"1000\" height=\"1500\"><strong><br></strong></pre>\n<p id=\"docs-internal-guid-86f45c92-7fff-97af-ef4f-3bb61c737e93\" dir=\"ltr\">The world is constantly changing. Companies and businesses are never going to run in quite the same way. The future of work hinges on adopting an evolutionary approach and changing the attitude.</p>\n<p dir=\"ltr\">Companies that try to get back to the office the way things were before COVID-19 will probably struggle.</p>\n<p dir=\"ltr\">There is an innate need to reinvent because volatility is inevitable, and the workplaces must be ready to rapidly counter the next disruption.</p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>What are some key office changes post-COVID-19?</h3>\n  <p>Post-COVID, offices are rearranging furniture for social distancing, installing plexiglass barriers, and enforcing capacity policies. These steps ensure employee safety and align with health guidelines, helping businesses adjust smoothly to the new normal with support from iSmartRecruit.</p>\n  <h3>How can companies manage employee retention after the pandemic?</h3>\n  <p>Retention now requires more than perks; companies must invest in long-term plans like bonuses, raises, and flexible work options. iSmartRecruit helps track employee engagement and ensures strategies keep talent motivated during recovery phases.</p>\n  <h3>Why is employee engagement crucial when returning to offices?</h3>\n  <p>Returning to the office can be challenging for teams used to remote work. Engaging employees through rewards, encouraging disconnection to avoid burnout, and team-building activities promote unity. iSmartRecruit supports managers in maintaining team motivation.</p>\n  <h3>What role does adaptability play in post-pandemic workplaces?</h3>\n  <p>Adaptability is vital as companies accelerate digital shifts and change work models. Embracing flexibility allows businesses to thrive through challenges, with tools like iSmartRecruit aiding in aligning workforce strategy with evolving needs.</p>\n</div>','','RECRUITING','Prepare_Your_Workplace_for_the_Post_COVID-Era.webp','blog-prepare-workplace-post-covid-era','Prepare Your Workplace for the Post COVID-Era','Prepare for the post-COVID era by exploring the future of work, the evolution of HR, changes in hiring processes, and strategies to retain top talent!','Workplace, Post COVID-era, Human Resource, hiring process,','',NULL,0,18,0,1,1,21,9,'','','','',0,'0.42','2021-06-24','2021-06-24 02:11:33','2025-11-28 09:20:34','anand@ikraftsolutions.com','cyril@ikraftsolutions.com','','',0,0);
INSERT INTO `blog` VALUES (254,'Top 10 Recruiting Agencies in Europe','<p dir=\"ltr\">Human resources are constantly evolving and staying ahead of the game, which is crucial in attracting and retaining top talent. In this dynamic guide, we shine a spotlight on the \"Top 10 European Recruiting Agencies\" that are revolutionising the HR landscape. These agencies have earned their place at the forefront of talent acquisition through their commitment to excellence, innovative approaches, and deep understanding of the diverse industries they serve.</p>\r\n<p dir=\"ltr\">As an HR professional, you\'re always on the lookout for exceptional resources to enhance your recruitment efforts, and these agencies can provide valuable guidance and support to help you achieve your goals and maximise your team\'s performance. Whether you\'re in pursuit of executive-level talent, specialised professionals, or high-potential candidates, this comprehensive list will provide you with a roadmap to success in finding the perfect fit for your organisation. Get ready to <a href=\"https://www.ismartrecruit.com/blog-best-recruiting-strategies-for-recruiters\">elevate your recruitment strategies</a> and embark on a journey of transformative <a href=\"https://www.ismartrecruit.com/blog-human-resources-practices-guide\">HR practices</a> with these top-tier European recruiting agencies.</p>\r\n<h2>Top 10 Recruiting Agencies in <span id=\"docs-internal-guid-e3e18aa6-7fff-54a1-7d96-6a73f7f00f2b\">Europe</span></h2>\r\n<p>To help you find the right partner for your business, we\'ve compiled a list of the top 10 European Recruiting Agencies. These recruiting firms were selected based on their experience, expertise, and track record of success in the industry</p>\r\n<h3>1. Approach People Recruitment</h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Approach_People.webp.dat\" alt=\"Approach People\" width=\"300\" height=\"106\"></pre>\r\n<div>\r\n<p dir=\"ltr\">Approach People Recruitment is a leading international recruitment agency specialising in connecting top-tier talent with prominent companies worldwide. With a global presence and offices across Europe, Asia, and the Americas, Approach People has built a reputation for its exceptional expertise in recruiting professionals across various industries, including IT, engineering, finance, sales, marketing, and more.</p>\r\n<p dir=\"ltr\">Their team of skilled recruiters works closely with both clients and candidates to understand their specific needs and aspirations, ensuring the perfect match for each role. By leveraging cutting-edge technology and its extensive network of industry contacts, Approach People offers a seamless and efficient recruitment process, facilitating the growth and success of businesses while empowering individuals to find fulfilling career opportunities.</p>\r\n</div>\r\n<div><a href=\"https://www.approachpeople.com/job-search?search_title=&location_location1=&sector_cat=⟪=en&ajax_filter=true\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Approach People Recruitment jobs now!</a></div>\r\n<h3><span id=\"docs-internal-guid-013ad339-7fff-0d25-a08c-43f20997a14a\">2. Real Staffing</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(15).png.png\" alt=\"Real Staffing\" width=\"300\" height=\"120\"></pre>\r\n<p dir=\"ltr\">Real Staffing is a leading global recruitment agency committed to unleashing the potential of talent for both professionals and businesses alike. With a strong presence in the UK and beyond, they specialise in connecting skilled individuals with rewarding job opportunities across diverse industries.</p>\r\n<p dir=\"ltr\">Whether you\'re an experienced professional seeking your next career leap or a company aiming to bolster your workforce with top-notch talent, their team of expert recruiters is dedicated to providing personalised solutions that align with your unique goals and aspirations. Emphasising transparency, efficiency, and long-term partnerships, Real Staffing stands as your trusted ally in shaping a brighter future for your career or business.</p>\r\n<p><a title=\"Apply for Real Staffing jobs now!\" href=\"https://www.realstaffing.com/en-gb/candidates/career-advice/\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Real Staffing jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-73533295-7fff-ae25-d87c-aa829c84c745\">3. Tiger Recruitment</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(16).png.png\" alt=\"Tiger Recruitment\" width=\"300\" height=\"120\"><br><span id=\"docs-internal-guid-b43eeff8-7fff-52a9-04dd-5d276859f726\"></span></pre>\r\n<p dir=\"ltr\">Tiger Recruitment is a dynamic global recruiting agency that excels in connecting exceptional talent with leading employers across various industries. With a proven track record of successful placements and a personalised approach, they prioritise both technical expertise and cultural fit to ensure long-term success and job satisfaction. </p>\r\n<p dir=\"ltr\">Tiger Recruitment\'s commitment to transparency, integrity, and professionalism sets them apart as a trusted partner in achieving your career or organisational goals. Partner with Tiger Recruitment today and experience their unparalleled expertise in navigating the path to success.</p>\r\n<p><a href=\"https://tiger-recruitment.com/jobs/\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Tiger Recruitment Recruiter jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-9a70baec-7fff-56ab-9ce2-79409b5c1be2\">4. Progressive Recruitment</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(17).png.png\" alt=\"Progressive Recruitment\" width=\"300\" height=\"120\"></pre>\r\n<p dir=\"ltr\">Progressive Recruitment is a leading global recruiting agency committed to helping professionals unlock their full potential and achieve their career aspirations. With a vast network of reputable clients and a strong presence across various industries, they connect talented individuals with exciting job opportunities that align with their expertise and ambitions.</p>\r\n<p dir=\"ltr\">At Progressive Recruitment, they understand that each candidate is unique and take a personalised approach to match you with the perfect job fit. They pride themselves on maintaining transparent communication and building lasting relationships with both candidates and clients. </p>\r\n<p id=\"docs-internal-guid-0e4e6a31-7fff-8673-6bb4-370a68db33c2\" dir=\"ltr\"><a href=\"https://www.progressiverecruitment.com/en-gb/candidates/career-hub/\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Progressive Recruitment jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-286822d2-7fff-eea2-f036-3c9b293b3b62\">5.</span> Antal</h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(18).png.png\" alt=\"Antal\" width=\"300\" height=\"120\"></pre>\r\n<p dir=\"ltr\">Antal International is a leading European recruiting agency connecting businesses with top-tier talent across the continent. With a strong presence in multiple European countries, they specialise in matching skilled professionals with companies seeking excellence in their workforce.</p>\r\n<p dir=\"ltr\">Their team of expert recruiters employs a personalised and consultative approach to understanding the unique needs and aspirations of both candidates and clients. With a vast network of talented candidates spanning diverse industries, they are committed to finding exceptional professionals who can drive growth and innovation within organisations. </p>\r\n<p><a href=\"https://www.antal.com/jobs\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Antal jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-2d6b078f-7fff-2aa1-218e-2c9be1519f11\">6. Experteer Recruiter</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(19).png.png\" alt=\"Experteer Recruiter\" width=\"300\" height=\"120\"><br><span id=\"docs-internal-guid-4d27803b-7fff-8041-e697-c36dc1835ecf\"></span></pre>\r\n<p dir=\"ltr\">As one of the prominent names on the list of top recruiting agencies in Europe, Experteer UK stands out as a premier destination for executives seeking exceptional career opportunities. With a specialised focus on executive-level positions, the platform offers a curated selection of elite job openings across various industries. </p>\r\n<p dir=\"ltr\">With a track record of success in connecting high-achieving individuals with leading companies, Experteer UK prioritises confidentiality and a seamless recruitment process. By joining forces with this reputable agency, aspiring executives gain access to exclusive roles in Europe\'s most prestigious organisations. </p>\r\n<p><a href=\"https://us.experteer.com/magazine/\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Experteer Recruiter jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-7676cafd-7fff-1872-493b-56b5ae3d686a\">7. Hays</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(20)1.png\" alt=\"Purcon Recruiting\" width=\"300\" height=\"120\"></pre>\r\n<p dir=\"ltr\">Hays is a well-known recruitment agency operating across various countries in Europe. They specialise in placing candidates in a wide range of sectors. Hays help their customers define and implement strategies to create inclusive and equitable workplaces. Through harnessing and analysing data, they support business decision-making and advise on how to access Talent Networks.</p>\r\n<p dir=\"ltr\">They also assist in identifying attractive employer propositions by truly understanding a company\'s identity and supporting clients with all aspects of their Early Careers proposition, from strategic planning to operational execution.</p>\r\n<p><a href=\"https://www.hays.com/jobs/job-roles\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Hays jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-ceb63ddb-7fff-6307-99f6-2033ee7f47da\">8. Austin Fraser</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(22).png.png\" alt=\"Austin Fraser\" width=\"300\" height=\"120\"></pre>\r\n<p dir=\"ltr\">Austin Fraser is a renowned recruiting agency that is passionate about empowering professionals on their journey to success. With a focus on delivering exceptional talent solutions, they connect top-tier candidates with leading companies across various industries. </p>\r\n<p dir=\"ltr\">At Austin Fraser, their commitment to excellence goes hand in hand with their personalised approach. They understand that each individual and business is unique, which is why they take the time to truly comprehend your needs and goals. With a deep network of prestigious clients and an unwavering dedication to building meaningful relationships, they create the ideal environment for growth and transformation.</p>\r\n<p dir=\"ltr\"><a href=\"https://www.austinfraser.com/jobs?source=google.com\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Austin Fraser jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-73132fe9-7fff-e8a6-b35f-34065ca0211d\">9. Grafton Recruitment</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(21).png.png\" alt=\"Grafton Recruitment \" width=\"300\" height=\"120\"><br><span id=\"docs-internal-guid-0927d339-7fff-547e-da2b-719732abe718\"></span></pre>\r\n<p dir=\"ltr\">Grafton Recruitment is a premier recruiting agency dedicated to connecting talented professionals with remarkable job prospects in Turkey. With an unwavering commitment to excellence, they strive to empower individuals on their career journey and assist businesses in finding the perfect talent to fuel their growth. </p>\r\n<p dir=\"ltr\">Their platform leverages cutting-edge technology and a vast network to curate personalised matches, ensuring that candidates and companies alike thrive in their respective domains. Whether you\'re an ambitious job seeker seeking the next step in your career or a company aiming to recruit top-notch talent, Grafton Recruitment stands as your trusted partner, providing tailored solutions to meet your unique needs and ambitions.</p>\r\n<p><a href=\"https://tr.grafton.com/en/job-search\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Grafton Recruitment jobs now!</a></p>\r\n<h3><span id=\"docs-internal-guid-046e1fbe-7fff-bab5-aecc-4b6f389c52a2\">10. Skillfinder International </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/LOGOS_(23).png.png\" alt=\"Skillfinder International\" width=\"300\" height=\"120\"></pre>\r\n<p dir=\"ltr\">Skillfinder Group is a dynamic and innovative recruiting agency committed to unleashing the potential of talent for the benefit of both professionals and companies. With an extensive global presence and a deep understanding of the evolving job market, they are your trusted partner in finding the perfect match between top-tier candidates and leading organisations. </p>\r\n<p dir=\"ltr\">Their expert team of recruiters leverages cutting-edge technology and in-depth industry knowledge to identify the most suitable opportunities for skilled professionals, ensuring they thrive in their careers. Likewise, they collaborate closely with businesses to source exceptional talent, bolstering their workforce and propelling their growth to new heights. </p>\r\n<p><a href=\"https://www.skillfindergroup.com/jobs?source=google.com\" target=\"_blank\" rel=\"noopener nofollow\">Apply for Skillfinder International jobs now!</a></p>\r\n<h3>Conclusion: How do you Choose the Right Recruiting Agencies For Your Business?</h3>\r\n<p dir=\"ltr\">Using a recruitment agency means you find the best talent and receive support to maximise your business\'s potential. Staffing agencies don\'t just provide people; they provide talent and support to help companies to grow.</p>\r\n<p dir=\"ltr\">To choose the right professional recruiting firm for your business, consider the following factors:</p>\r\n<p dir=\"ltr\"><strong>1. Specialization:</strong> Look for agencies that specialise in your industry or the type of roles you are looking to fill.</p>\r\n<p dir=\"ltr\"><strong>2. Reputation:</strong> Research the agency\'s reputation, read online reviews and ask for referrals from other businesses.</p>\r\n<p dir=\"ltr\"><strong>3. Experience:</strong> Choose an agency with a proven track record of placing successful candidates.</p>\r\n<p dir=\"ltr\"><strong>4. Service quality:</strong> Evaluate the agency\'s level of service, including the speed and efficiency of their placement process.</p>\r\n<p dir=\"ltr\"><strong>5. Cost:</strong> Consider the cost of the agency\'s services, but don\'t make cost the only deciding factor. Quality of service and candidate placement is more important.</p>\r\n<p dir=\"ltr\"><strong>6. Communication and Collaboration:</strong> Look for an agency that values open and regular communication and will work with you to find the best solutions for your needs.</p>\r\n<p dir=\"ltr\"><strong>7. Compliance:</strong> Ensure the agency follows all relevant laws and regulations, such as equal employment opportunity and anti-discrimination laws.</p>\r\n<p dir=\"ltr\">These best practices will help you find the right recruitment firm for your staffing needs.</p>\r\n<p dir=\"ltr\">If you face difficulty finding the Top Recruiting Agencies in some other regions, we also have a list that will help you to find the best among them. You can also refer to,</p>\r\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blog-top-australian-recruiting-agencies\">Top 15 Australian Recruiting Agencies</a></p>\r\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blog-top-latin-america-recruiting-agencies-of-all-time\">Top 15 Latin America Recruiting Agencies of All Time</a> </p>\r\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blog-top-staffing-agencies-maryland-us\">Top 15 Staffing Agencies in Maryland, US</a></p>\r\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blog-recruiting-agencies-in-philippines-southeast-asia\">Top 20 Recruiting Agencies in the Philippines, Southeast Asia</a></p>\r\n<pre><span id=\"docs-internal-guid-4a57fbba-7fff-be49-918c-f3867a41dade\"></span><a title=\"Streamline your hiring process now!!!\" href=\"https://www.ismartrecruit.com/request-demo?utm_source=blog&utm_medium=blog_cta_image&utm_campaign=cta_demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/Recruiting-the-old-way.webp32.dat\" alt=\"Streamline your hiring process now!!!\" width=\"1260\" height=\"230\"></a><br><br></pre>','','RECRUITING','Untitled_design_(17).jpg','blog-top-european-recruiting-agencies','Top 10 Recruiting Agencies in Europe','Explore the Top 10 Recruiting Agencies in Europe for unmatched career opportunities and exceptional talent acquisition.','recruiting agencies in europe, top recruiting agencies in Europe, best recruiting agencies in europe, european recruiting agencies, recruitment agencies in UK, Staffing agencies in UK, employment agencies in UK, employment agencies in europe, list of recruiting agencies in UK, top 10 international recruitment agencies, list of international recruitment agencies, international recruitment agencies UK, european recruitment, recruiting firms in UL, recruitment firms in UK, best staffing agencies in UK, recruitment solution UK, Manpower recruitment agency in europe, hiring agency in europe',NULL,NULL,1,14,0,1,1,1,5,NULL,NULL,NULL,NULL,0,'','2021-07-02','2021-07-02 02:26:07','2025-01-13 04:33:28','anand@ikraftsolutions.com','dina@ikraftsolutions.com','','',0,0),(255,'4 Different Ways to Offer Integrations to HR SaaS Product','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>HR SaaS products simplify employee management but require integrations to meet diverse business needs.</li>\n    <li>Integrating payroll systems with HR software reduces duplicate data entry and streamlines payroll processing.</li>\n    <li>Linking Applicant Tracking Systems (ATS) with HRIS automates recruitment and onboarding, improving efficiency and accuracy.</li>\n    <li>Workforce Management System (WMS) integration helps manage scheduling, performance tracking, and record keeping seamlessly.</li>\n    <li>Learning Management Systems (LMS) integrated with HRIS enable easier employee training and progress tracking.</li>\n    <li>Overall, integrating HR SaaS with various systems boosts efficiency, reduces errors, and provides a unified platform.</li>\n  </ul>\n</div>\n<p><span id=\"docs-internal-guid-13e26632-7fff-17b6-6f50-23d365854973\">Your office building or equipment is not the most important resource of your business — it\'s the people who work there. Thus, it\'s critical to look after your employees and manage them effectively. However, as the workforce is getting more complex and diverse, there\'s a need for more capable tools available. </span></p>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Integrations_to_Your_HR_SaaS_Product.webp.dat\" alt=\"Integrations to Your HR SaaS Product.\" width=\"1260\" height=\"840\"></pre>\n<p id=\"docs-internal-guid-3cd89996-7fff-bfda-baaf-36c4dfc11784\" dir=\"ltr\">This is where HR SaaS products come into the picture.  </p>\n<p dir=\"ltr\">HR SaaS Product, also known as Human Resource Information System (HRIS), is a system that makes managing employees much easier. But since not all <a href=\"https://www.ismartrecruit.com/hiring-platform\">HR software</a> comes with features suited for your company\'s needs, implementing <a href=\"https://apifuse.io/\" target=\"_blank\" rel=\"noopener nofollow\">SaaS application integration</a> can work wonders. </p>\n<p dir=\"ltr\">Integrating your core HR software with third-party <a href=\"https://www.deskera.com/erp\" target=\"_blank\" rel=\"noopener\">erp software</a> or customized HR systems can bring many benefits to the business. However, it\'s a complex process that requires careful thinking and preparation. </p>\n<p dir=\"ltr\">If you\'re looking for different ways to offer integrations to your HR SaaS product, we\'ve got you covered. </p>\n<p dir=\"ltr\">In this blog, we\'ll walk you through different ways you can offer integrations to your HR SaaS product.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-d0310ad8-7fff-1c79-df2d-6270198499cf\">Four Ways to Offer Integrations to Your HR SaaS Product </span></h2>\n<p id=\"docs-internal-guid-0ae717a0-7fff-683d-4633-6c7953c4ccbd\" dir=\"ltr\">Let\'s dive into the different ways you can offer integrations to your HR SaaS product.</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Four_Ways_to_Offer_Integrations1.webp.dat\" alt=\"Four Ways to Offer Integrations\" width=\"1260\" height=\"750\"></pre>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-d1b48f83-7fff-aae5-0062-7177e60b88bd\">1. Payroll Management</span></h3>\n<p id=\"docs-internal-guid-e78a3171-7fff-027f-da6f-28ac208d6fa7\" dir=\"ltr\">If you\'re using an HR SaaS product but opted for separate software to maintain payroll, it may benefit you to integrate both of them. </p>\n<p dir=\"ltr\">Let\'s face it; managing payroll can be a difficult and hassle task for a business. It is an ongoing process, where one payroll cycle ends, the next one begins. And having it separated from your <a href=\"https://www.ismartrecruit.com/blog-hr-tools-for-startups\">HR tool</a> means extra work and higher chances of details slipping through the cracks. </p>\n<p dir=\"ltr\">When you enter an employee\'s salary and wages in the HRIS, you have to ensure the same is updated into the payroll system. This means you have to do the same task twice over, leading to wastage of time and effort. Understanding how to build a SaaS product is crucial as it involves more than just <a href=\"https://marketinglad.io/\" target=\"_blank\" rel=\"noopener\">software development</a>; it includes ensuring seamless integration between systems like HRIS and payroll for enhanced functionality and user experience.</p>\n<p dir=\"ltr\">So, if you\'re looking for a way to reduce time and duplication, connecting payroll processing with your HR product can do wonders in streamlining the whole process.</p>\n<pre dir=\"ltr\"><a title=\"Recruiting Tools: The Complete Solution for Perfect Hiring\" href=\"https://www.ismartrecruit.com/blog-hiring-tools-to-streamline-recruitment-journey\"><img src=\"https://www.ismartrecruit.com/upload/blog/Recruiting_Tools1.webp.dat\" alt=\"Recruiting Tools\" width=\"1260\" height=\"230\"></a></pre>\n<p id=\"docs-internal-guid-3145b5d3-7fff-5848-d395-6e52c1377998\" dir=\"ltr\">Instead of painstakingly entering the data in two separate software, you can enter everything just once. If you update the client\'s <a href=\"https://www.ismartrecruit.com/blog-hris-vs-ats\">information in the HRIS</a>, it will automatically get transferred to the payroll management system. </p>\n<p dir=\"ltr\">In a nutshell, it creates a seamless experience for both your employees and the business. Plus, it allows your HR staff to complete and manage payroll faster and with fewer errors.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-7a476e1a-7fff-8df1-ceec-6969023f7605\">2. Applicant Tracking System </span></h3>\n<p id=\"docs-internal-guid-f550b8d3-7fff-f177-daf6-bf7b3f3b5010\" dir=\"ltr\">An <a href=\"https://www.ismartrecruit.com/blog-applicant-tracking-system-guide-for-recruiters\">Applicant Tracking System (ATS)</a> is a software application that helps find, track, accept, and reject candidates through an automated process. It helps streamline the recruitment process from beginning to end — posting jobs, screening candidates, scheduling interviews and so on. </p>\n<p dir=\"ltr\">By integrating ATS with HRIS, you can easily create a system best suited to your business needs. Let\'s see how: </p>\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/blog-employee-onboarding-portal\">Employee onboarding</a> is one of the most crucial yet time-consuming tasks for the HR department. From providing different Non-Disclosure Agreements to employees and informing them about your product or service through a <a href=\"https://www.nuclino.com/solutions/knowledge-base-software\" target=\"_blank\" rel=\"noopener\">knowledge base</a> — the tasks are endless. This is where a seamless integration between ATS and HRIS can help you automate the entire process. Plus, it gives your HR team more time to improve the onboarding experience for the new hires. </p>\n<p dir=\"ltr\">Furthermore, when you hire a new employee, HR has to enter the information in both <a href=\"https://www.ismartrecruit.com/blog-hris-vs-ats\">ATS and HRIS software,</a> resulting in wasted time and any errors that may cause erroneous data and incomplete workflows.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-e21ec7e7-7fff-b9d9-fff7-28e486cc9a58\">3. Workforce Management </span></h3>\n<p id=\"docs-internal-guid-b885c48f-7fff-0734-9c97-282864c90829\" dir=\"ltr\">Next up, workforce management. A Workforce Management Software (WMS) is more focused on managing employees. From <a href=\"https://www.ismartrecruit.com/blogs/interview-process/interview-scheduling\">employee scheduling</a> and record-keeping to track employees\' performance, WMS ensures every task operates as smoothly and efficiently as possible. In short, it is a perfect solution that helps managers oversee their employees. </p>\n<p dir=\"ltr\">Record keeping is one of the most time-consuming and tedious functions WMS helps with. Having two separate software for managing records can result in duplication. Plus, improper records can result in numerous errors, resulting in hefty penalties. </p>\n<p dir=\"ltr\">The solution? HR <a href=\"https://www.purshology.com/\" target=\"_blank\" rel=\"noopener\">SaaS</a> integration with WMS. </p>\n<p dir=\"ltr\">Integrating your workforce management system with HRIS can help eliminate the need of doing those time-consuming tasks. You can automatically generate schedules, <a href=\"https://www.xero.com/uk/programme/making-tax-digital/mtd-for-businesses/\" target=\"_blank\" rel=\"noopener\">prepare tax documents</a>, fasten your <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">recruiting process</a> and other HR tasks — with little effort on your part. Furthermore, when integrated, both can communicate with each other and share data seamlessly.</p>\n<pre dir=\"ltr\"><a title=\"5 Ways to Make a Good Impression in the Recruiting Process\" href=\"https://www.ismartrecruit.com/blog-5-ways-to-make-a-good-impression-in-the-recruiting-process\"><img src=\"https://www.ismartrecruit.com/upload/blog/Good_Impression_in_recruiting_process.webp.dat\" alt=\"Recruiting Process\" width=\"1260\" height=\"230\"></a></pre>\n<p id=\"docs-internal-guid-6dedf81f-7fff-98c1-035f-28b23d59a7ba\" dir=\"ltr\">For example, your WMS can tell your payroll system how many hours the employee worked to determine their weekly pay. Isn\'t the work easier with integration?</p>\n<h3 dir=\"ltr\">4. <span id=\"docs-internal-guid-fd947d74-7fff-df2a-fa7e-493883918eca\">Learning Management System </span></h3>\n<p id=\"docs-internal-guid-1429a80a-7fff-2953-e710-d399d1eaa994\" dir=\"ltr\"><a href=\"https://samelane.com/blog/what-is-a-learning-management-system-lms/\" target=\"_blank\" rel=\"noopener\">Learning Management System (LMS)</a> is yet another software you can integrate with your HR SaaS tool to enhance your employee training programs. </p>\n<p dir=\"ltr\">Learning Management Systems can make it much easier to <a href=\"https://www.ispringsolutions.com/blog/5-best-ways-to-track-employee-training\" target=\"_blank\" rel=\"noopener\">train employees and track their progress</a> and education details. Here, the training is not limited to a classroom with an instructor. You can train your workers online — in real-time or through recorded sessions. Regardless of where your workers are located, they can connect with the instructor and access the online training material at any time they want. Additionally, the availability of an <a href=\"https://uteach.io/articles/lms-mobile-apps\" target=\"_blank\" rel=\"noopener\">LMS mobile app</a> further empowers employees to engage in learning conveniently from their smartphones or tablets.</p>\n<p dir=\"ltr\">Gathering employee\'s information and generating training <a href=\"https://www.ismartrecruit.com/reporting-and-compliance\">reports</a> takes too much time, resulting in less efficiency, delayed processes, and extra time spent on things that could be saved for other crucial matters. But thanks to LMS integration with HRIS, you can have all your data in one place and track everything seamlessly. </p>\n<p dir=\"ltr\">Both HRIS and LMS software require details regarding employee\'s personal information, education, and completed training courses. But, when you integrate this two software, the data can be entered in both simultaneously. This not only saves you a lot of time but also reduces information discrepancies, which can degrade the value of data.</p>\n<p dir=\"ltr\">Understanding <a href=\"https://www.codica.com/blog/how-to-build-saas-product/\" target=\"_blank\" rel=\"noopener\">how to build a SaaS product</a> is crucial as it involves more than just software development; it includes ensuring seamless integration between systems like HRIS, payroll, LMS etc. for enhanced functionality and user experience.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-1a7bc9e6-7fff-9392-5544-0829ac0d6cee\">Summing Up Integrations of HR Saas Product</span></h2>\n<p id=\"docs-internal-guid-027da20e-7fff-d5dd-8e9c-7471b5cc37dc\" dir=\"ltr\">This brings us to the end of this post. </p>\n<p dir=\"ltr\">Managing your people is one of the critical parts of running a business. Sure, <a href=\"https://www.ismartrecruit.com/blog-best-hr-software\">HR software</a> can make the process simpler. But, implementing HR SaaS integrations can further simplify talent management by connecting different systems — resulting in data syncing in real-time, better personnel tracking, payroll, training, and so on. </p>\n<p>In a nutshell, it boosts efficiency, reduces errors, and provides a unified HR platform to keep your business ahead of the game.</p>\n<pre><a href=\"https://www.ismartrecruit.com/request-demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/HR_Saas_Product.webp.dat\" alt=\"Recruiting Technology\" width=\"1260\" height=\"230\"></a></pre>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>What are the main benefits of integrating HR SaaS products with other systems?</h3>\n  <p>Integrating HR SaaS products brings seamless data syncing, reduces manual errors, and streamlines processes like payroll and onboarding. It helps businesses save time and improve workforce management efficiently with tools like iSmartRecruit.</p>\n  <h3>How can payroll management integration improve HR operations?</h3>\n  <p>Payroll integration eliminates duplicate data entry by automatically syncing salary details from the HRIS. This reduces errors, saves time, and speeds up payroll processing, making HR operations smoother and more reliable.</p>\n  <h3>Why is integrating an Applicant Tracking System with HRIS important?</h3>\n  <p>Integrating ATS with HRIS automates recruitment and onboarding tasks, reducing manual input and errors. It saves HR teams time and enhances the new hire experience, which iSmartRecruit supports with its integrated platform.</p>\n  <h3>What advantages does a Learning Management System integration offer?</h3>\n  <p>Integrating LMS with HRIS centralises employee training data, making it easier to track progress and generate reports. It saves time and ensures data accuracy, helping businesses deliver effective training programmes.</p>\n</div>','','TECHNOLOGY','Four_Different_Ways_to_Offer_Integrations_to_Your_HR_SaaS_Product.webp','blog-different-ways-offer-integrations-hr-saas-product','4 Different Ways to Offer Integrations to HR SaaS Product','Do you want to know the different ways to offer integrations to your HR SaaS product? Then read the blog to get the 4 ways of SaaS HR software integration!','HR Saas Product, HR Automation Product, HR SaaS integrations, Human Resource Software, SaaS Product','','',0,8,0,1,1,1,5,'','','','',0,'0.50','2021-07-09','2021-07-09 04:30:00','2025-11-05 05:50:33','anand@ikraftsolutions.com','anand@ikraftsolutions.com','','',0,0),(256,'12 Innovative Ideas To Enhance Your Business','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Innovation is essential for business growth and staying ahead of competitors.</li>\r\n<li>Set clear, measurable goals aligned with your company\'s mission and vision.</li>\r\n<li>Update marketing tactics with online promotions, social media, and content marketing.</li>\r\n<li>Leverage AI and automation to increase efficiency and employee productivity.</li>\r\n</ul>\r\n</div>\r\n<p dir=\"ltr\">Innovation is the only way to win.</p>\r\n<p dir=\"ltr\">To scale up or level up your business, innovation is essential. It’s what sets you (a leader) apart from a follower.</p>\r\n<p dir=\"ltr\">Where’s the creativity is thinking up new thing and innovation is doing new things, come up with new ideas and working for it.</p>\r\n<p dir=\"ltr\">Knowing how to improve your business shows resilience and a willingness to learn, adapt, and stay up-to-date with your industry. Innovative ideas can be about new products, services, or ways of doing business.</p>\r\n<p dir=\"ltr\">These ideas help you stay ahead of the competition, solve problems, attract and retain talent, and grow your business.</p>\r\n<p dir=\"ltr\">Now, to stay ahead of the curve, you need to explore these 12 innovative ideas for companies.</p>\r\n<p dir=\"ltr\">So, buckle up and get ready to rev up your entrepreneurial engine. By the time you\'re done with these 12 innovative ideas, your business won\'t just be running—it\'ll be racing towards the future.</p>\r\n<p dir=\"ltr\">Let\'s dive in, shall we?</p>\r\n<h2><span id=\"docs-internal-guid-e4b7854d-7fff-e1f8-8e77-07bc2e7845b3\">12 Budget-Friendly Innovative Ideas That Boost The Business</span></h2>\r\n<p><span id=\"docs-internal-guid-70caf8da-7fff-3181-3752-371c3d3285cb\">It is hard to change the business model from a fully manual to a completely automated one, but it is essential to update your business idea and present the old product/service as an updated one in the market to attract potential customers and retain current users. Thus, innovation is a continuous process. The following are some budget-friendly innovative <a href=\"https://www.seoreseller.com/blog/how-offering-multiple-services-benefits-your-digital-business\" target=\"_blank\" rel=\"noopener\">ideas to boost the business</a>;   </span></p>\r\n<h3><span id=\"docs-internal-guid-8e6bf3ff-7fff-326b-05a9-7b1f8077b9a5\">1. Financial Score</span></h3>\r\n<p>Financial and accounting management, crucial for any business, includes bookkeeping, salary and expense management, and recording financial statements. Integrating <a href=\"https://vespia.io/blog/best-aml-software\" target=\"_blank\" rel=\"noopener\">Business AML software</a> can significantly enhance the efficiency and compliance of these operations, ensuring adherence to legal standards and enhancing trust. <a href=\"https://www.dominion.com/offshore/offshore-wealth-management\" target=\"_blank\" rel=\"noopener\">Innovative financial management</a> divides all the stuff into three main categories; that is, treasury and capital budget management, capital structure management, and <a href=\"https://smeloan.sg/sme-working-capital-loan/\" target=\"_blank\" rel=\"noopener\">working capital</a> management for the <a href=\"https://www.ismartrecruit.com/blog-employee-benefits\">ease of the employees. </a></p>\r\n<p>Additionally, the accounting and finance department earlier used a manual method to calculate each financial matter for the company, which was a time-consuming tactic. But nowadays, they are using an automated web-based payroll solution, which simplifies the calculation and removes errors. This transition to advanced technology, including the integration of <a href=\"https://lendza.com/blog/revenue-growth-formula\" target=\"_blank\" rel=\"noopener\">revenue growth</a> into financial management processes, further enhances precision and strategic planning. Time and cost-saving are the extra benefits of such innovative technological methodologies.</p>\r\n<h3><span id=\"docs-internal-guid-2bef1d9a-7fff-cfce-44ca-e312bcc0d511\">2. Set Congregate Goals</span></h3>\r\n<p>Innovative goals are visionary, easy to measure, simple to customize, and flexible enough to change when needed. In the past, seniors were not that serious about their short-term goals; they were just focused on the long-term objective, which was their biggest mistake. Because it is quite natural that if you cannot accomplish the short-term objective, you may fail to achieve long-term goals. The following are the tips for setting innovative goals;                                </p>\r\n<ul>\r\n<li dir=\"ltr\" role=\"presentation\">Always consider the mission and vision statement of the company while making short-term and long-term goals. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\"><span class=\"x_1586914839colour\"><span class=\"x_1586914839font\">First, define what innovation is to you. It might be a conversion of manual tasks into automated ones, changes in the reporting system, time management, record-keeping system, <a href=\"https://juro.com/learn/clm-contract-lifecycle-management-software\" target=\"_blank\" rel=\"noopener\">contract lifecycle management</a> etc. Make a goal according to it.<br><br></span></span></li>\r\n<li dir=\"ltr\" role=\"presentation\">Analyze the past, then decide what to do for a successful future. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">If you are planning an innovative goal, then implement innovative activities to accomplish the pre-decided objective. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Reviewing/rechecking the innovative goal annually is essential to make any changes and update it if needed.</li>\r\n</ul>\r\n<h3><span id=\"docs-internal-guid-c66075bc-7fff-b2fb-482f-a3400d103974\">3. Revamp Marketing Tactics</span></h3>\r\n<p id=\"docs-internal-guid-a90b3e67-7fff-075f-fea2-1e977967c11b\" dir=\"ltr\">Actionable marketing is the only thing you need to promote your business overseas. Nowadays, the older promotional strategies, that is, TV ads, hoarding and newspaper ads, door-to-door selling, etc., are the most outdated ones. But the online promotions, <a href=\"https://www.demandsage.com/content-marketing-statistics/\" target=\"_blank\" rel=\"noopener\">content marketing</a>, <a href=\"https://www.ismartrecruit.com/blog-how-to-optimise-social-media-for-staffing-agencies\">social media promotions</a> and <a title=\"messente.com\" href=\"http://messente.com/products/text-blast-service\" target=\"_blank\" rel=\"noopener\">SMS marketing using text blast</a> are the most trending and innovative ones. Additionally, <a href=\"http://www.hubspot.com/products/cms/free-blog-maker\" target=\"_blank\" rel=\"noopener\">creating a blog</a> can serve as a powerful tool to showcase your expertise, engage with your audience, and attract international customers by providing valuable insights and information related to your industry. The following are the benefits of lean promotional strategies;  </p>\r\n<p>One way to make your online promotions more actionable is to use QR codes. By creating QR codes and using them in your online promotions, you can make it easier for customers to take action and learn more about your business or purchase your products. You can use a reputable <a title=\"QR code generator\" href=\"https://qrscanner.net/qr-code-generator\" target=\"_blank\" rel=\"noopener\">QR code generator</a> for that purpose. This can help you to increase sales and grow your business.</p>\r\n<ul>\r\n<li>Social media platforms like LinkedIn, Facebook, Twitter, Instagram, etc., are easy and free to access. You can post a promotional message to attract an audience. The following image shows, ROI provided by various social media platforms,\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Social_media_network.webp.dat\" alt=\"ROI of various social media platforms\" width=\"1260\" height=\"760\"></pre>\r\n</li>\r\n<li dir=\"ltr\" role=\"presentation\">The internet allows marketers to reach the global public, and they can take benefit from the same.  <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">The new promotional tactics are cost-effective and time-saving ones. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Each online platform where you post the marketing ads is measurable. This means you can measure the <a href=\"https://www.ismartrecruit.com/blog-top-smart-recruitment-goals\">goals and objectives</a> after promoting ads. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Online platforms are helpful for compelling conversations with potential clients.</li>\r\n</ul>\r\n<h3><span id=\"docs-internal-guid-4df5c464-7fff-16c0-93bb-363f6f218253\">4. Implement Practical Business Models</span></h3>\r\n<p id=\"docs-internal-guid-c95b0774-7fff-5648-c07d-b9af5d67b89e\" dir=\"ltr\">The stereotype business model was the past of the business. In today\'s smart world, musty models no longer help you to survive in the highly competitive market; thus, the innovative business model is the only plan that helps you to grow your business. </p>\r\n<p dir=\"ltr\">With the help of the innovative business model, you can take advantage of changing consumers\' needs and wants and develop relevant <a href=\"https://www.upsilonit.com/blog/minimum-viable-product-examples-that-changed-the-game\" target=\"_blank\" rel=\"noopener\">startup MVP examples</a>. In each step of delivering the product to the end-user, the innovative model helps to create an excellent customer value; even you can quickly solve the problems that affect the growth of the business and customer\'s queries.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-583546ea-7fff-7af4-8607-b317024ee1f6\">5. Leverage Artificial Intelligence & Automation</span></h3>\r\n<p><span id=\"docs-internal-guid-acfd2f93-7fff-ad00-1b91-b2ca38cbfec0\">It is not a scruffy century in which the human asset works shabbily to achieve the pre-decided tasks. You might be aware of the term </span><a href=\"https://en.wikipedia.org/wiki/Artificial_intelligence\" target=\"_blank\" rel=\"noopener\">AI (Artificial Intelligence)</a>, which means the reflection of human intelligence into a machine that thinks and acts just like human beings. This technology allows us to use AI tools for business, such as an <a href=\"https://logomakerr.ai/\" target=\"_blank\" rel=\"noopener\">AI logo generator</a> or website builder. <a href=\"https://redstaglabs.com/custom-software-development-for-small-businesses\" target=\"_blank\" rel=\"noopener nofollow\">Custom software development for small businesses</a> plays a pivotal role in this evolution, enabling tailored solutions that automate specific operations and enhancing efficiency and<strong data-stringify-type=\"bold\"> adaptability. </strong>Many organisations still rely on outdated systems that limit efficiency and integration. In such cases, <a href=\"https://kodesage.ai/blog/legacy-system-modernization\" target=\"_blank\" rel=\"noopener\">Legacy system modernization</a> can support the shift from manual or fragmented processes to more scalable, automated operations. Automated working premises are the most innovative ones that save time and costs. Moreover, it increases <a href=\"https://www.ismartrecruit.com/blog-boost-employee-productivity\">employee productivity</a> and simultaneously boosts the profitability of the business.</p>\r\n<p><a title=\"10 Tips to Successfully Organize Your Small Business\" href=\"https://www.ismartrecruit.com/blog-10-tips-to-successfully-organize-your-small-business\"><img src=\"https://www.ismartrecruit.com/upload/blog/10_Tips_to_Organise_Your_Small_Business_Successfully_-_CTA.webp.dat\" alt=\"10 Tips to Successfully Organize Your Small Business\" width=\"1260\" height=\"300\"></a></p>\r\n<h3><span id=\"docs-internal-guid-bad566d9-7fff-1209-603f-7ccbffd10bdc\">6. Stay Current with Trends</span></h3>\r\n<p><span id=\"docs-internal-guid-baa1063e-7fff-462c-7c04-9c7d1c8a7b3f\">Just let the single sentence in your mind that you need to walk with time and trend if you want to survive in this highly competitive market, you need to walk with time and trend that the customers are the king of the business, we need to work upon their needs and preferences. At the same time, their needs continuously change with time, so you also need to change everything according to their preferences, a</span>nd this is about your <a href=\"https://www.hubspot.com/brand-kit-generator/icon-maker\" target=\"_blank\" rel=\"noopener\">branding</a>, marketing, <a href=\"https://blog.designcrowd.com/article/1898/7-tips-to-keep-in-mind-while-designing-a-brand-logo\" target=\"_blank\" rel=\"noopener\">logo design</a>, etc.</p>\r\n<h3><span id=\"docs-internal-guid-1b84bc5d-7fff-6ebf-b5d9-4a458791dbc1\">7. Enhance Sales Techniques</span></h3>\r\n<p id=\"docs-internal-guid-3d14b363-7fff-aa33-c7c0-33d2ba7b50fe\" dir=\"ltr\">The following are some innovative ideas to improve the selling skill of the employees; </p>\r\n<ul>\r\n<li><a href=\"https://www.ecommerce-platforms.com/articles/why-communication-is-essential-in-ecommerce\" target=\"_blank\" rel=\"noopener\">Effective communication</a> is the only thing you need to focus on while delivering the training to the employees. The trainer\'s body language and his gestures and postures also are the things needed to convey effective selling skills.<br> </li>\r\n<li>Make sure that the employees of the marketing department know A to Z about the product. <br><br></li>\r\n<li>Solving consumers\' queries and issues quickly is one of the parts of innovative selling techniques. <br><br></li>\r\n<li>Negotiations with the consumer are part of communication skills, and having a good command of negotiation with the prospect of the business using <a href=\"https://www.beaconstac.com/digital-business-card/\" target=\"_blank\" rel=\"noopener\">digital business cards</a> is also a thing we can consider in trending selling tactics. <br><br></li>\r\n<li>They can use <a href=\"https://en.wikipedia.org/wiki/Chatbot\" target=\"_blank\" rel=\"noopener\">online chatbots</a> for conversation purposes also. <br><br></li>\r\n<li>Social selling is the most famous promotion tactic nowadays. You just need to make a business page on social media platforms like Facebook, LinkedIn, Twitter, Instagram, etc. and post the ads to promote your products and services. Also, you can use a <a href=\"https://clipchamp.com/en/video-editor\" target=\"_blank\" rel=\"noopener\">free online video editor</a> to create promotional videos for your brand.</li>\r\n</ul>\r\n<ul>\r\n<li><a href=\"http://www.saleshandy.com/blog/how-send-cold-emails/\" target=\"_blank\" rel=\"noopener\">Sending cold emails</a> to potential customers can be an effective way to generate new <a href=\"https://visme.co/blog/sales-leads\" target=\"_blank\" rel=\"noopener\">sales leads</a>. Provide employees templates and training on crafting personalized, value-focused cold emails that succinctly explain your product/service benefits. Follow up promptly to booked demos and encourage employees to track conversion rates from cold email campaigns. </li>\r\n</ul>\r\n<h3><span id=\"docs-internal-guid-555dc680-7fff-5e2f-28a9-940e3d468fe2\">8. Boost Team Motivation</span></h3>\r\n<p id=\"docs-internal-guid-04c68b53-7fff-a927-be42-a09e90a1a772\" dir=\"ltr\">Employee motivation is essential when we talk about increasing productivity which also increases the profitability of the firm. Check out the following innovative way to <a href=\"https://www.ismartrecruit.com/blog-employee-recognition-ideas\">motivate the employees </a>and improve the <a href=\"https://www.zelt.app/post/employee-experience\" target=\"_blank\" rel=\"noopener\">employee experience</a>.</p>\r\n<ul>\r\n<li dir=\"ltr\" role=\"presentation\">Create a <a href=\"https://www.boothandpartners.com/blog/why-improving-remote-work-culture-through-global-hiring-is-important/\" target=\"_blank\" rel=\"noopener\">friendly environment for employees</a> so that they smile while thinking about coming to work every morning when they wake up. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Always cheer them up and compensate them while they achieve their target. Monetary compensation or non-monetary one is up to you but rewarding them to motivate them. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Do not forget that positive conversation is the key to motivating them. Thus, never use harsh words while communicating with them. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Hostile competition on the working premises is prohibited, but friendly competition between <a href=\"https://www.ismartrecruit.com/blog-boost-employee-productivity\">employees increases their productivity</a> by motivating them. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Always keep in mind that do not assign them too many tasks and give them enough period for submission. If you do so, they can not focus on a single work that affects their personal growth and the profitability of the business. <br><br></li>\r\n<li dir=\"ltr\" role=\"presentation\">Focus on employees\' <a title=\"myclasstracks.com\" href=\"https://myclasstracks.com/mindvalley-membership-discount/\" target=\"_blank\" rel=\"noopener\">personal growth and career growth</a> is the simplest and most innovative way to motivate them.<br> </li>\r\n<li dir=\"ltr\" role=\"presentation\">Encouraging creativity in the working premises is another way to motivate them.</li>\r\n</ul>\r\n<p><a title=\"HR Management Tips for Small Business Owners\" href=\"https://www.ismartrecruit.com/blog-hr-management-tips\"><img src=\"https://www.ismartrecruit.com/upload/blog/10_Essential_HR_Management_Tips_for_Small_Business_Owners_-_CTA.webp1.dat\" alt=\"HR Management Tips for Small Business Owners\" width=\"1260\" height=\"300\"></a></p>\r\n<h3><span id=\"docs-internal-guid-f6a7dff8-7fff-844b-c78a-d1cd24a796ac\">9. Kingpin Workforce Satisfaction </span></h3>\r\n<p><span id=\"docs-internal-guid-044f97c8-7fff-df34-1da0-fccaf06b953c\">Employee turnover is the biggest problem faced by organizations nowadays. The lack of employee satisfaction in the working premises is the only thing that reduces the employee turnover ratio and increases their profitability. The primary reasons for their dissatisfaction are; disrespect from senior employers, trust issues, personal security (in the case of a female employee), <a href=\"https://www.ismartrecruit.com/blog-8-effective-ways-to-keep-your-employees-happy-at-the-workplace\">healthy working environment</a>, lack of employee\'s personal growth, delay in salary and compensation payments, etc. Thus, focusing on employee satisfaction is the new trend that is useful for employee satisfaction. </span></p>\r\n<h3><span id=\"docs-internal-guid-2049f9fa-7fff-1914-d1e8-b04acc14cd30\">10. Offer Tailored Products or Services</span></h3>\r\n<p><span id=\"docs-internal-guid-960ddce2-7fff-6225-2fd0-cac4d4285942\">If you want to boost customer satisfaction and want to retain them for a longer period, then you need to implement the customization concept. It is a new and innovative concept in which you need to prepare your product/service according to the needs and requirements of your customers.  In fact, some of the most profitable rental business ideas explored by <a class=\"c-link\" href=\"https://smallbusinesshq.co/rental-business-ideas/\" target=\"_blank\" rel=\"noopener noreferrer\" data-stringify-link=\"https://smallbusinesshq.co/rental-business-ideas/\" data-sk=\"tooltip_parent\">Small Business HQ</a> involve customizing products or services to meet customer needs. Customization is one of the best ways to satisfy your customers and grow your business like never before.</span></p>\r\n<h3><span id=\"docs-internal-guid-3214ced7-7fff-8e91-96f4-e623cf4bc3ed\">11. Focus on Results-Driven Leadership</span></h3>\r\n<p><span id=\"docs-internal-guid-14436945-7fff-cc79-93a0-18e2d5fbe57b\">As a leader, you need to be a result-oriented one who is never concerned about the way the teammates did their tasks. After assigning them a task, you need to put all the responsibility of their task on their head and let them work according to their way. You can implement this concept to motivate your employees and grow your business. </span></p>\r\n<h3><span id=\"docs-internal-guid-131c9594-7fff-f6e5-87f6-bdf736850e24\">12. Strengthen Internal Relationships</span></h3>\r\n<p><span id=\"docs-internal-guid-356048dc-7fff-2d58-69ef-da6123ac245f\">Employee-employee relations and employee-employer relationships are the keys to maintaining a healthy working environment. Thus, to thrive the business innovatively, you need to maintain in-house relationships. I know conflicts arise at each point because of various mindsets, but the quick solution to that conflict is the only thing you need to maintain a healthy working environment. </span></p>\r\n<h2><span id=\"docs-internal-guid-5a04aa84-7fff-565c-15f9-6f5637d56847\">Summing Up Business Enhancement Ideas</span></h2>\r\n<p dir=\"ltr\">So there you have it: 12 innovative ideas which will help you to scale your business to the next level.</p>\r\n<p dir=\"ltr\">Don\'t try to implement all these ideas at once. Start with one or two that resonate with you the most, and give them your full focus. It\'s like climbing a ladder – you take one step at a time, but before you know it, you\'re at the top.</p>\r\n<p dir=\"ltr\">Remember, innovation isn\'t always about big, radical changes; sometimes, it\'s the small tweaks that make a significant difference. With the right strategies, a passionate team, and a clear vision, you\'ll be well on your way to reaching new heights.</p>\r\n<p dir=\"ltr\">Don\'t be afraid to experiment and see what works best for your business. After all, every great success story starts with a willingness to try something new. Keep pushing boundaries, keep learning, and, most importantly, keep your customers at the heart of everything you do.</p>\r\n<p dir=\"ltr\">So, what are you waiting for? Pick an idea, make a plan, and let\'s get enhanced! Your business – and your customers – will thank you for it.</p>\r\n<p dir=\"ltr\">Here\'s to your business\'s bright future – happy innovating!</p>\r\n<pre><a title=\"Streamline your hiring process now!!!\" href=\"https://www.ismartrecruit.com/request-demo?utm_source=blog&utm_medium=blog_cta_image&utm_campaign=cta_demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/blog_cta_image_final.webp1.dat\" alt=\"Streamline your hiring process now!!!\" width=\"1260\" height=\"230\"></a></pre>\r\n<div class=\"faqs\">\r\n<h2>FAQs - Frequently Asked Questions</h2>\r\n<h3>What is the difference between creativity and innovation in business?</h3>\r\n<p>Creativity is about coming up with new ideas, while innovation involves implementing those ideas to create value. Businesses need both to stay competitive and grow, with innovation turning ideas into practical solutions.</p>\r\n<h3>How can I set effective innovative goals for my company?</h3>\r\n<p>Start by aligning goals with your company’s mission and vision. Define what innovation means for your business, implement activities to meet objectives, and review goals regularly to adapt to changing needs.</p>\r\n<h3>Why is leveraging AI and automation important for business growth?</h3>\r\n<p>AI and automation increase efficiency by handling repetitive tasks, reducing errors, and saving time. Tools like AI logo generators boost creativity, while automation enhances employee productivity and overall profitability.</p>\r\n<h3>How can I motivate my team to embrace innovation?</h3>\r\n<p>Create a friendly work environment, reward achievements, encourage creativity, and maintain positive communication. Supporting personal and career growth helps keep your team inspired and productive.</p>\r\n</div>','','TECHNOLOGY','Innovative_Business_Enhance_Ideas.webp','blog-innovative-ideas-enhance-business','12 Innovative Ideas To Enhance Your Business','Looking to successfully run and scale your business with innovation? Explore this blog to discover 12 innovative ideas to take your business to the next level.','Boost the business, ideas to enhance the business, innovative ideas, business strategies, innovative ideas \r\ninnovation ideas for it company, innovation ideas for companies, innovation ideas for work','',NULL,0,19,0,1,1,1,7,'','','','',0,'0.55','2021-07-14','2021-07-14 02:14:52','2026-04-01 10:00:15','anand@ikraftsolutions.com','megha@ikraftsolutions.com','','',0,0),(257,'The Do\'s and Don\'ts of Getting Back Into the Office','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>Get updated on current projects and reconnect with colleagues and clients.</li>\n    <li>Adjust your sleep schedule to ensure sufficient rest and high productivity.</li>\n    <li>Improve your skills and be open-minded to new roles and teamwork.</li>\n    <li>Maintain transparency, encourage collaboration, and use productivity tools.</li>\n  </ul>\n</div>\n<p id=\"docs-internal-guid-16be4b9e-7fff-1579-3149-e7177012e2a9\" dir=\"ltr\">Companies are now calling back their employees since the world is slowly going back to normal. </p>\n<p>If you feel worried about getting back to work, don\'t fret. Going back to the office after a long time can be exciting and terrifying. Whether you\'ll work from home or a remote office, office productivity is vital in retaining your job. Also, utilizing several tools and staying disciplined will help you <a href=\"https://www.ismartrecruit.com/blog-boost-employee-productivity\">improve productivity</a> in the office.</p>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Companies_are_now_calling_back.webp.dat\" alt=\"safe work place\" width=\"1260\" height=\"750\"></pre>\n<h2><span id=\"docs-internal-guid-75e880ae-7fff-3346-4e99-837415474eac\">Tips for Enjoyable Return to Office</span></h2>\n<p id=\"docs-internal-guid-03217766-7fff-8da6-4715-016902ab7f2c\" dir=\"ltr\">When getting back into the office, set your priorities right, have a new schedule, <a href=\"https://www.ismartrecruit.com/blog-why-does-the-team-building-program-matter-for-your-startup-team\">encourage teamwork</a> and be transparent. To find your feet quickly, call your colleagues and get updates on the work in progress. Also, improve your skills while away and be open-minded.</p>\n<p dir=\"ltr\">That\'s not all. You need to ensure you are fit health-wise, updated with the current projects, and open-minded. This article discusses these and other dos and don\'ts in detail.</p>\n<p dir=\"ltr\">Read on!</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-c5ac154a-7fff-c967-1af9-f77c23888d45\">Get updated</span></h3>\n<p id=\"docs-internal-guid-e0df4888-7fff-05bd-9c1d-fef8f9604013\" dir=\"ltr\">You\'ve been away, so it\'s natural to need to get up to speed with projects that are in motion. You also need to get ready for the new challenges that come with new projects. So, get in touch with your co-workers and ask them about the current tasks.</p>\n<p dir=\"ltr\">Contact your customers and stakeholders to inform them you\'ll be back in the office, too. Reconnecting with clients eases the <a href=\"https://www.ismartrecruit.com/blog-employee-wellness-programmes\">anxiety of getting back into the office</a>. Before you know it, you\'ll be yearning for that day, your moods will be high, and your office worker productivity will be excellent, too.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-fd9ab867-7fff-28d9-b5e6-2127eafd4873\">Adjust your sleep schedule</span></h3>\n<p id=\"docs-internal-guid-4860fdc0-7fff-6463-27eb-c0744222d774\" dir=\"ltr\">Whether you\'re home due to the pandemic or it was ordinary leave, your sleeping schedule may have changed. When your office is your spare room or living room, it was okay to sleep and wake up late and still enjoy good working from home productivity. Not anymore!</p>\n<p dir=\"ltr\">So, adjust your sleeping schedule. Sleep early to wake up early without straining. To ensure you get sufficient rest, sleep for at least 7 to 9 hours. </p>\n<p dir=\"ltr\">Enough sleep is equivalent to high productivity, helps minimize stress, and makes you healthier.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-111bb9cd-7fff-e069-5138-d777067767b8\">Improve your skills</span></h3>\n<p id=\"docs-internal-guid-27656cba-7fff-354c-50ac-8b9fa938454f\" dir=\"ltr\">While away from the office, you may have had time to reflect on your current skill set. Now is an ideal time to build on it as managers <a href=\"https://www.ismartrecruit.com/blog-employee-benefits\">look for employees</a> who are well informed and versatile to boost their ROI.</p>\n<p dir=\"ltr\">You know your current strengths and weaknesses, so use this knowledge to work on key areas of improvement. Learn a skill or enroll in a course that can sharpen your skills. For example, learn how to use different office productivity tools.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-4337c658-7fff-67d0-c5ca-a568ada7804f\">Consult the workforce</span></h3>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-17c37f7d-7fff-ac6f-5d1c-00cd8b977fd4\">A recent survey by BBC shows that most employers are opting to have their staff work from home at least 2 to 3 days each week, even now that offices are reopening. </span></p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Consult_the_workforce.webp.dat\" alt=\"BBC Survey\" width=\"1260\" height=\"750\"></pre>\n<p id=\"docs-internal-guid-3f712248-7fff-ed61-a648-0530c49a2a6c\" dir=\"ltr\">To do this, firms are transitioning to <a href=\"https://www.workpuls.com/employee-monitoring\" target=\"_blank\" rel=\"noopener\">employee computer monitoring software</a>. The software makes it possible for employers to monitor your work progress every day. </p>\n<p dir=\"ltr\">You may have mastered productivity at home while working remotely using monitoring software. But being back in the office is no time to stop using technology. </p>\n<p dir=\"ltr\">You can use office productivity software to keep track of your progress when returning to the office. For example, take note of the hours you\'re less productive and check if there are any distractions you need to get rid of.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-965ad04b-7fff-0fe9-9049-4358e0f6bf7e\">Be open-minded</span></h3>\n<p id=\"docs-internal-guid-df979e14-7fff-9fb0-6f58-aaa7a056e836\" dir=\"ltr\">Be open-minded when going back to work. There could be new rules as well as projects that require more time. You may even find yourself working under a new boss in the office. Always be open-minded and willing to work with everyone to <a href=\"https://www.ismartrecruit.com/blog-top-smart-recruitment-goals\">achieve the company\'s goals.</a></p>\n<p dir=\"ltr\">Get to know if there are any new roles or projects that you can provide extra support on. And where you need help, don\'t hesitate to ask for it. If it is an extension, ask for it!</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-0544bae9-7fff-c2ff-fa62-8108943fe4a7\">Encourage teamwork</span></h3>\n<p id=\"docs-internal-guid-a13cbd72-7fff-0de2-d2e5-f89132a7aa5f\" dir=\"ltr\">Teamwork is necessary as it helps deliver the required services on time. Therefore, get in touch with your workmates and plan on how you\'re going to reignite the teamwork that came naturally when you used to be in the office together.</p>\n<p dir=\"ltr\">Share responsibilities and ensure you have all that is necessary for each task. </p>\n<p dir=\"ltr\">Make your <a href=\"https://www.ismartrecruit.com/blog-8-effective-ways-to-keep-your-employees-happy-at-the-workplace\">working environment</a> a better place by creating a schedule that allows all of you to work together in the office. Have a clear schedule for when certain employees are in the office and plan face-to-face tasks during this time.</p>\n<p dir=\"ltr\">Both introverts and extroverts desire to connect with others once in a while. Not only does it make it easy to work but also improves your working relations.</p>\n<pre dir=\"ltr\"><a title=\"7 Best Practices for Effective Team Building\" href=\"https://www.ismartrecruit.com/blog-7-best-practices-for-effective-team-building\"><img src=\"https://www.ismartrecruit.com/upload/blog/Encourage_teamwork.webp.dat\" alt=\"7 Best Practices for Effective Team Building\" width=\"1260\" height=\"230\"></a></pre>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-84f6f89c-7fff-5d97-310d-f975cf7ddd5d\">Be transparent</span></h3>\n<p id=\"docs-internal-guid-d62eedef-7fff-4f47-2999-3c451b4c476f\" dir=\"ltr\">Transparency when working with others is necessary. </p>\n<p dir=\"ltr\">In some cases, after reporting back to work, staff may take a little longer to adjust. And, along the way, they may forget to perform all their duties. </p>\n<p dir=\"ltr\">Transparency creates a conducive working environment. Let those working around you know where they\'re going wrong and give them time to correct their mistakes.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-341f0076-7fff-89ab-1b3a-a609dba896d6\">The balance between the office and home</span></h3>\n<p id=\"docs-internal-guid-3f17b9ef-7fff-d49f-4aff-822b60dbaa0c\" dir=\"ltr\">Attaining office/home balance means that your life is not getting in the way of your work and your work doesn\'t stop you from having a life.</p>\n<p dir=\"ltr\">Finding this balance will be under renewed stress now that you are returning to the office. So, be sure to put extra effort into maintaining a balance, while still delivering on all expectations at work.</p>\n<p dir=\"ltr\">Consider things like not checking email after a certain time, switch your phone off at least an hour before bed, and leave the office at a reasonable time.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-8ed99e20-7fff-f8ad-c9f7-4dca54588061\">Learn to manage anxiety</span></h3>\n<p id=\"docs-internal-guid-de578090-7fff-6b2b-f3e4-cadeebef19c5\" dir=\"ltr\">It\'s only natural that <a href=\"https://www.ismartrecruit.com/blog-prepare-workplace-post-covid-era\">returning to the office</a> may be accompanied by some anxious feelings. So, it\'s important to learn to identify and manage potential anxiety.</p>\n<p dir=\"ltr\">First of all, anxiety quickens your breathing. So, learn how to relax when you feel anxious. For example, you take a deep breath, take some water, or listen to some music. </p>\n<p dir=\"ltr\">If you have a good work relationship with your boss, tell them what you feel and why you feel that way. They may be willing to help.</p>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-4d128bfd-7fff-9170-9791-4cb8e44255ab\">Don\'t expect immediate changes</span></p>\n<p id=\"docs-internal-guid-0bf97afc-7fff-e393-3f59-b0cf87818267\" dir=\"ltr\">When getting back to the office, some people hope to get better pay or promotion as part of their next career step.</p>\n<p dir=\"ltr\">Unfortunately, your plans may differ from those of the company as the focus is on regrouping after the disruption of the pandemic. </p>\n<p dir=\"ltr\">Therefore it\'s best, for the short-term anyway, to focus on reestablishing consistent work back in the office and biding your team as your company regains its <a href=\"https://www.ismartrecruit.com/blog-covid-19-effects-on-corporate-world\">pre-COVID momentum </a>.</p>\n<p dir=\"ltr\">Once everything gets back into a familiar flow, then the opportunity to take that next step will again arise.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-15063192-7fff-28bf-db81-b49995f5e451\">Reestablish KPIs</span></h3>\n<p id=\"docs-internal-guid-ac527e83-7fff-735d-d9a4-6c65411f24a7\" dir=\"ltr\">KPIs are central to success. While they may have been clearly front of mind pre-pandemic, it\'s not surprising if they may have become less clear-cut in the shift to<a href=\"https://www.ismartrecruit.com/blog-14-work-from-home-pros-and-cons\"> working from home.</a></p>\n<p dir=\"ltr\">Or, perhaps the shift to remote work has changed your team\'s priorities altogether.</p>\n<p dir=\"ltr\">Either way, returning to the office is a great time to revisit and reestablish your KPIs. The experience of the past year or two may bring with it a fresh way of thinking for driving the future of your team.</p>\n<p dir=\"ltr\"> </p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Reestablish_KPIs1.webp.dat\" alt=\"Reestablish KPIs\" width=\"1260\" height=\"750\"></pre>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-db75d87d-7fff-4a50-7fa3-63732d629da7\">Conduct thorough risk assessment</span></h3>\n<p id=\"docs-internal-guid-049a0d56-7fff-adc7-6301-f93fc538162a\" dir=\"ltr\">The pandemic has caused justifiable uncertainty<a href=\"https://www.ismartrecruit.com/blog-employer-branding-strategies\"> among workers and employers.</a> While going back into the office may be something to look forward to, caring about your health is equally important.</p>\n<p dir=\"ltr\">So, carry out a rigorous assessment of the working conditions. Know what you need to do to stay safe in the working environment.</p>\n<p dir=\"ltr\">As a leader, set suitable safety precautions and conduct a <a href=\"https://nordlayer.com/blog/third-party-risk-assessment/\" target=\"_blank\" rel=\"noopener\">third party risk assessment</a> to ensure that your staff is safe and comfortable while in the office.</p>\n<p dir=\"ltr\">It helps to ensure they\'re productive all the time.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-79231b13-7fff-fe59-d57c-cfff51bdd889\">Be kind to yourself</span></h3>\n<p id=\"docs-internal-guid-07100b93-7fff-4451-429a-03fd7355adb0\" dir=\"ltr\">It\'s not easy getting back into the office, especially the first week. So don\'t be too hard on yourself.</p>\n<p dir=\"ltr\">It\'s okay to let management know that you\'re still trying to adjust. Take breaks when you can. Don\'t miss meals because you want to hit deadlines.</p>\n<p dir=\"ltr\">Also, leave the office when you should to avoid getting home late. That could equally affect your next day\'s working mood.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-7b63a449-7fff-75c2-d8af-24dc3bfd70e3\">Seek clarification</span></h3>\n<p id=\"docs-internal-guid-2dea1b36-7fff-bc80-8386-b49775dbaab2\" dir=\"ltr\">There are many moving pieces when heading back into the office. So, if there is anything you are uncertain about, don\'t be afraid to seek out clarification from company leaders.</p>\n<p dir=\"ltr\">A full understanding of the steps for returning to the office, and what life will be like when everyone\'s back there, supports a smooth transition from home to office working. </p>\n<p dir=\"ltr\">With this understanding, your mind will be ready, and you will be well placed to deliver on company expectations.</p>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-4083d090-7fff-e208-c60a-bd9228149a49\">Get medical check-ups</span></p>\n<p id=\"docs-internal-guid-9a495e37-7fff-36fa-08f1-4920ea334289\" dir=\"ltr\">You\'ve been away from the office. You\'ve socialized with so many people away from home. The first step, therefore, is to have a medical check-up.</p>\n<p dir=\"ltr\">To be sure you\'re safe and fit to work with others, get all the necessary medical check-ups before reporting back to the office. </p>\n<p dir=\"ltr\">While it\'s not a requirement by most companies, it\'s necessary to have regular medical tests. When you do, it gives all involved peace of mind.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-dab7571c-7fff-61b0-c0c9-d6af6eaf9229\">Avoid distractions</span></h3>\n<p id=\"docs-internal-guid-243f7eb8-7fff-ab9e-03ab-8e9f07dffc4d\" dir=\"ltr\">Most likely, your friends know that you\'ve been away from the office for days or weeks.</p>\n<p dir=\"ltr\">As such, they call whenever they want to or send texts at any time.</p>\n<p dir=\"ltr\">Once you get back to the office, they\'ll likely keep on calling and sending you texts.</p>\n<p dir=\"ltr\">Send them a notification so that they can adjust calling and texting time. For example, only allow urgent calls from your loved ones.</p>\n<p dir=\"ltr\">Alternatively, have your mobile phone off when working or on silent mode so that it won\'t distract you when working.</p>\n<pre dir=\"ltr\"><span id=\"docs-internal-guid-a914d844-7fff-1b16-c956-7a66620e041b\"><img src=\"https://www.ismartrecruit.com/upload/blog/pasted_image.webp.dat\" alt=\"Avoid distractions\" width=\"1260\" height=\"709\"></span></pre>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-f6475644-7fff-5516-1da9-40f4bc0de79f\">So Be Ready to Get Back To Office!</span></h2>\n<p id=\"docs-internal-guid-50d3bd93-7fff-81e4-4106-a46ee9812af4\" dir=\"ltr\">Getting back into the office naturally comes with some trepidation. But by following the tips above, you can be best prepared. </p>\n<p dir=\"ltr\">Remember, office life is likely to be different from what it used to be. So, be willing to learn and unlearn new things. Be prepared for change. Get ready to embrace a new way of working.</p>\n<p dir=\"ltr\">When you go in with this mindset, you\'ll be best prepared for a smooth and seamless transition back to office life.</p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>How can I ease my anxiety about returning to the office?</h3>\n  <p>It\'s normal to feel anxious. Try relaxation techniques like deep breathing or listening to music. Sharing your feelings with your boss can also help. iSmartRecruit encourages open communication to support your smooth transition back to work.</p>\n  <h3>What steps should I take to get caught up with work?</h3>\n  <p>Reach out to colleagues to learn about current projects and touch base with clients. Staying updated helps reduce anxiety and boosts your productivity. Using tools promoted by iSmartRecruit can assist in tracking your progress efficiently.</p>\n  <h3>How do I balance office work and home life after returning?</h3>\n  <p>Set clear boundaries, such as not checking emails after work hours and switching off your phone before bed. This balance reduces stress and supports wellbeing. iSmartRecruit highlights managing your schedule as a key to success.</p>\n  <h3>What should I do if I’m uncertain about new office policies?</h3>\n  <p>Don’t hesitate to ask company leaders for clarification. Understanding new procedures ensures a smooth transition. iSmartRecruit values transparency and supports employees in seeking necessary information.</p>\n</div>','','CULTURE_AND_BRANDING','Dos_donts_getting_back_into_office.webp','blog-dos-donts-getting-back-into-office','The Do\'s and Don\'ts of Getting Back Into the Office','Returning to the office? Set priorities, plan a new schedule, foster teamwork & stay transparent. Connect with colleagues & get WIP updates!','Back Into the Office, Post Covid, Work From Home, Work From Office, Balance between the office and home','',NULL,0,18,0,1,1,1,7,'','','','',0,'0.48','2021-07-22','2021-07-22 08:35:01','2025-11-05 05:57:17','anand@ikraftsolutions.com','cyril@ikraftsolutions.com','','',0,0),(258,'A Guide to Properly Performing an Employee Background Check','<div class=\"tldr\">\n  <h2>TL;DR</h2>\n  <ul>\n    <li>Background checks are essential to verify candidates’ qualifications and protect your company from risks.</li>\n    <li>Common types include employment, criminal, E-Verify, fingerprint, professional license, and OIG background checks.</li>\n    <li>Checks help prevent financial losses, legal issues, and preserve company reputation.</li>\n    <li>Watch for red flags like inconsistent work history or refusal to undergo checks.</li>\n  </ul>\n</div>\n<p id=\"docs-internal-guid-117bb703-7fff-b064-5ca9-c5e4911af457\" dir=\"ltr\">So, you\'ve met someone who seems to be an <strong><a href=\"https://www.ismartrecruit.com/blog-a-complete-journey-from-candidate-to-employee-ismartrecruit\">excellent candidate</a></strong> for your company\'s open position. They seem smart, qualified, and like someone who would get along great with the rest of your employees – so clearly, you should hire them, right?</p>\n<p>Not so fast. Before you hire anyone for your business, you might want to consider running a background check. In fact,<a href=\"https://www.ghrr.com/survey-finds-employment-background-checks-nearly-universal-today/#:~:text=\" target=\"_blank\" rel=\"noopener\" type=\"\"> Global HR Research reports</a> that about 96% of employers conduct at least one type of background check before extending an offer of employment! Here\'s what you need to know about running<a href=\"https://complianceline.com/screening-monitoring/background-screening/\" target=\"_blank\" rel=\"noopener\"> proper employee background checks</a> at your company.</p>\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Global_HR_Research_reports.webp.dat\" alt=\"Global HR Research\" width=\"1260\" height=\"750\"></pre>\n<h2><span id=\"docs-internal-guid-54b5d268-7fff-f338-8fc7-e772c42e7e72\">Why Your Company Should Invest in Background Checks?</span></h2>\n<p><span id=\"docs-internal-guid-bac373a2-7fff-19bb-011d-76161bf195b3\">When you hire a new employee, you are investing time and resources to train them and integrate them into your organization. Don\'t you want to make sure you (and your company) are investing safely? Background checks are a great way to <strong><a href=\"https://www.ismartrecruit.com/blog-creative-ways-to-hire-top-talents-for-your-startup\">make sure your new hire</a></strong> is who they claim to be.</span></p>\n<h2><span id=\"docs-internal-guid-2438347a-7fff-65e1-45ad-5cd8b25998c1\">What are the different types of checks?</span><span id=\"docs-internal-guid-1f2d7dd6-7fff-a107-df05-92ecc2267b68\"> </span></h2>\n<p><span id=\"docs-internal-guid-1f2d7dd6-7fff-a107-df05-92ecc2267b68\">Through background checks, you can verify education, credentials, and even previous employment. These details can help you assess whether a candidate is the right fit for your business. There are several different types of background checks, and you can do as many as you feel are necessary for your <strong><a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">hiring process</a></strong>. Some of the most common background checks are the following:</span></p>\n<h3><span id=\"docs-internal-guid-bab2f41d-7fff-d6ac-46f1-97fca644ae93\">Employment</span></h3>\n<p id=\"docs-internal-guid-f201a243-7fff-1d57-01b0-f0289d1cc614\" dir=\"ltr\">An <strong><a href=\"https://www.ismartrecruit.com/blog-pre-employment-background-checks-practices\">employment background check</a></strong> is the most common type of check potential candidates go through in the hiring process. This check gives potential employers pertinent information about your life over the past seven years (or 10, in certain states).</p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Criminal_Backgroud_Check.webp.dat\" alt=\"Criminal Background Check\" width=\"1260\" height=\"654\"></pre>\n<p dir=\"ltr\">What \"pertinent information\" does the check reveal? Work history, education, credit history, motor vehicle reports (MVRs), criminal record, medical history, use of social media, drug screening, and sometimes more. This information will show employees if you are generally trustworthy as a worker.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-455aa0f2-7fff-6fa4-ff90-510d24de0c3f\">Criminal</span></h3>\n<p id=\"docs-internal-guid-1046f50d-7fff-9873-3dd0-b2477ebbab0f\" dir=\"ltr\">When you hire a new employee, you need to be sure he or she will be a benefit to the company — but you also need to make sure he or she won\'t transform your organization into a hostile working environment.</p>\n<p dir=\"ltr\">This is where the <a href=\"https://www.globeia.com/services/rcmp-criminal-record-check\" target=\"_blank\" rel=\"noopener\">criminal background check</a> comes in; these checks review a candidate\'s record for major crimes like violent or sex crimes, fraud, embezzlement, or felony convictions. Running this background check protects your company, your customers, and your colleagues from potentially dangerous situations.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-2d1f4166-7fff-de90-ee38-ed1bb6e8b08e\">E-Verify</span></h3>\n<p id=\"docs-internal-guid-72f758e4-7fff-f585-b636-d472ba3681f5\" dir=\"ltr\">E-Verify is a background check employers can use to determine their new hire\'s citizenship status. When a new hire fills out an I-9 form, the employer can cross-reference. With government records to confirm that the information is true and the higher is eligible to work in the United States.</p>\n<p dir=\"ltr\">Using e-verify can help employers ensure that their workforce consists of legal citizens who are eligible for their positions, which protects the organization from penalties in the future.</p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-86d76deb-7fff-4060-9957-0bea06a37d84\">Fingerprint</span></h3>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-79488620-7fff-5fd2-2209-965542c5288e\">The Automated Fingerprint Identification System (AFIS) is a database of over 35 million fingerprints, most of which were submitted by law enforcement agencies around the country. Employers can cross-reference their new hires or prospective new hires with this database by running a fingerprint background check.</span></p>\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Fingerprint_check.webp.dat\" alt=\"Fingerprint check\" width=\"1260\" height=\"659\"></pre>\n<p dir=\"ltr\"><span id=\"docs-internal-guid-78fc70e1-7fff-9ef5-c41b-da517a899247\">Fingerprint background checks are relatively uncommon for corporate jobs or jobs in hospitality or retail. However, if you are hiring an individual for work in a public school, airport, hospital, law enforcement agency, or fire department, it\'s very likely you will want to check that person\'s fingerprints against the national database.</span></p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-92e1f129-7fff-c159-042c-06d88e72b956\">Professional license</span></h3>\n<p id=\"docs-internal-guid-22afe585-7fff-015b-98b4-b67ed48b2660\" dir=\"ltr\">If you\'re hiring for a position that requires a professional license, like a nurse or home contractor, it is vital that you run a professional license background check to verify that they actually have the license they claim.</p>\n<p dir=\"ltr\">Make sure <strong><a href=\"https://www.ismartrecruit.com/blog-trend-candidate-search\">that your candidate</a></strong> has earned his or her license, and that the license is fully up to date and in good standing. This is especially important when hiring for medical professionals — and unlicensed nurses or physicians can be incredibly dangerous for your patients and your business! For instance, if you were hiring for travel nursing, you must ensure that your candidates are licensed to practice in all <a href=\"https://betternurse.org/compact-nursing-states-list/\" target=\"_blank\" rel=\"noopener\">compact nursing states</a>, especially the state where you are offering the position. </p>\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-585309e5-7fff-4fa3-c3e1-718099f3550a\">OIG Background Checks</span></h3>\n<p id=\"docs-internal-guid-a4c406d2-7fff-99a8-710c-400f560fefd7\" dir=\"ltr\">If you work in the healthcare industry, you must conduct Office of Inspector General (OIG) background checks on any <strong><a href=\"https://www.ismartrecruit.com/blog-how-to-acquire-the-best-talents-for-your-company\">potential employee</a></strong> who might be working with federally-funded healthcare programs. This screening checks your employee against a list of excluded individuals and entities (LEIE) put together by the U.S. Department of Health and Human Services.</p>\n<p dir=\"ltr\">Individuals who appear on the LEIE have been convicted of crimes like Medicare or Medicaid fraud; patient abuse or neglect; felonies involving other healthcare-related fraud, theft, or other financial misconduct; or felonies related to controlled substances.</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-fd26114c-7fff-c6e2-483b-349fd915e9f0\">What Can Background Checks Prevent?</span></h2>\n<p id=\"docs-internal-guid-cf070e58-7fff-8946-22af-a76230f36ab0\" dir=\"ltr\">Background checks prevent your business from suffering serious financial losses, either through penalties for non-compliance or through lawsuits from hurt customers or employees.</p>\n<p dir=\"ltr\">Background checks also preserve your reputation within your industry or your community. This process is necessary if you want to be seen as an honest organization!</p>\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-b336c886-7fff-b633-7f6f-8f62be8651cc\">Typical Red Flags</span></h2>\n<p id=\"docs-internal-guid-2238d4eb-7fff-1621-50dd-9a70c5d6a56b\" dir=\"ltr\">When you run your background checks, it\'s important to keep an eye for the following red flags:</p>\n<ul>\n<li dir=\"ltr\">Multiple periods of unemployment</li>\n<li dir=\"ltr\">Many short-lived jobs</li>\n<li dir=\"ltr\">Inconsistency in experience or education compared with the <strong><a href=\"https://www.ismartrecruit.com/blog-ats-friendly-resume\">candidate\'s resume</a></strong></li>\n<li dir=\"ltr\">Missing past jobs in relevant fields</li>\n<li dir=\"ltr\">An omitted criminal history</li>\n<li dir=\"ltr\">A candidate who refuses a background check</li>\n</ul>\n<p dir=\"ltr\">These instances may not necessarily mean a candidate is unhireable, but it does mean you should take extra care to look into their history first.</p>\n<p dir=\"ltr\">A third-party vendor can help with your background checks and make this process much easier, no matter how many checks you do on each candidate!</p>\n<div class=\"faqs\">\n  <h2>FAQs - Frequently Asked Questions</h2>\n  <h3>Why should I conduct background checks on potential employees?</h3>\n  <p>Conducting background checks helps ensure you hire trustworthy and qualified candidates. It safeguards your company from risks like fraud or legal issues, maintaining a secure and professional workplace with the help of tools like iSmartRecruit.</p>\n  <h3>What types of background checks are commonly used?</h3>\n  <p>Common checks include employment history, criminal records, professional licenses, and E-Verify for citizenship. Depending on the role, you may also consider fingerprint or OIG checks to cover all necessary areas.</p>\n  <h3>Can background checks prevent hiring mistakes?</h3>\n  <p>Yes, they help identify red flags such as inconsistent job history or omitted criminal records. This process reduces the chance of hiring unsuitable employees who might harm your organisation’s reputation or safety.</p>\n  <h3>Is it legal to require background checks?</h3>\n  <p>Yes, with proper consent and compliance with legal standards, conducting background checks is lawful. Always inform candidates about the process, ensuring transparency and respect for their privacy rights.</p>\n</div>','','RECRUITING','A_Guide_to_Properly_Performing_an_Employee.webp','blog-guide-employee-background-check','A Guide to Properly Performing an Employee Background Check','Before hiring, consider running a background check. Why Should Your Company Invest in Background Checks? Get details in this blog!','Employee Background, Employee Background check, Hiring, Employment background','',NULL,0,14,0,1,1,22,5,'','','','',0,'0.46','2021-07-28','2021-07-28 03:35:24','2025-11-05 05:57:17','anand@ikraftsolutions.com','dina@ikraftsolutions.com','','',0,0),(259,'Explore Beyond the Resume: What Really Matters!','<p><span id=\"docs-internal-guid-04227381-7fff-11e7-cfb5-89d69c8d5238\">Talent is abundant in today\'s world. Hence, sourcing it requires extra care and diligently devised recruitment strategies.  Companies are always on the lookout for candidates with unparalleled potential and leadership capabilities. But these traits can never be assessed from the <strong><a href=\"https://www.ismartrecruit.com/blog-understand-resume-parsing\">candidate\'s resume.</a></strong>  Our blog explores the myriad of traits and qualities that organizations need to evaluate to conclude whether the candidate is the right fit for the job and the company.  We urge you to look beyond the resume and seek the finer nuances that point out the candidate who will be a valuable addition to your workforce.</span></p>\r\n<h2><span id=\"docs-internal-guid-acec34d0-7fff-3c97-aec3-fbde9e608639\">Explore Beyond Resume!</span></h2>\r\n<p id=\"docs-internal-guid-87f9f8cc-7fff-cc81-fdef-fa799d434d39\" dir=\"ltr\">In all those years of running a business, how many resumes has your HR team reviewed? Hundreds? Thousands? When your recruitment team screens a resume, they are probably looking for a candidate with the right skillset and academic qualifications. They may also scan the resume for details such as training, experience, licenses, and certifications. some candidates even enhance their profiles with a<a href=\"https://imqrscan.com/resume-qr-code-generator\" target=\"_blank\" rel=\"noopener\"> resume QR code</a> that links to portfolios or projects, offering deeper insights beyond the document. Essentially, you are picking your new employee based on a rigid, lackluster<strong><a href=\"https://www.ismartrecruit.com/blog-4-secrets-to-make-an-ats-friendly-resume\"> resume template.</a></strong></p>\r\n<p dir=\"ltr\">In the world of business, competent leaders recognize that resumes tell you only so much about a candidate. This approach may seem sensible, but it greatly limits your ability to find the right candidate for your business. It would be best to adopt a different technique- take the non-traditional route to look beyond the resume details.</p>\r\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Resumes.webp.dat\" alt=\"Resumes - iSmartRecruit\" width=\"1000\" height=\"563\"></pre>\r\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-6469312a-7fff-07fd-f02a-157337355619\">Why RPO providers excel in hiring the perfect candidates?<br></span></h2>\r\n<p><span id=\"docs-internal-guid-6cc8d384-7fff-898e-acf2-80d8bd0ac1af\"><strong><a href=\"https://www.ismartrecruit.com/blog-top-9-tips-for-hiring-great-employee\">Quality hiring</a></strong> is something that many in-house talent acquisition teams struggle with the most. The recruitment capabilities that they lack are what companies offering</span><a href=\"https://rpo.techfetch.com/\" target=\"_blank\" rel=\"noopener nofollow\"> RPO services</a> have in abundance. Their acumen to exploring beyond a candidate\'s resume is what makes them consistently successful. It is no wonder that organizations are fast adapting to <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-outsourcing-rpo-for-recruiters\">recruitment process outsourcing (RPO)</a> to refine their workforce for years to come. What is it that they look for in a job seeker? Let\'s delve right into the details.</p>\r\n<h3><span id=\"docs-internal-guid-7b7b84d1-7fff-5171-a010-7cb522b455e3\">Looking at insights that lie beyond the resume</span></h3>\r\n<p><span id=\"docs-internal-guid-03a25937-7fff-93e7-2ead-0c8fbbba85de\">Here are the finer specifics that RPO firms look for in a job applicant. You can also implement the same to gain insights that go beyond a mere resume. It is this extended approach that also makes</span><a href=\"https://rpo.techfetch.com/significance-of-recruitment-process-outsourcing/\" target=\"_blank\" rel=\"noopener nofollow\"> Recruitment Process Outsourcing companies</a> highly successful.</p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/RPO2.webp.dat\" alt=\"RPO\" width=\"1000\" height=\"563\"></pre>\r\n<h4><span id=\"docs-internal-guid-5d768234-7fff-d3d0-b85d-724ee27e7522\"></span><strong>Potential</strong></h4>\r\n<p><span id=\"docs-internal-guid-845f9c51-7fff-1428-bfc4-8f5709cb2dce\">The candidate seated before your HR team may lack the required academic qualities and certifications for the job. These are the aspects you had hoped for. Instead of moving on to the next person, take a closer look at the applicant\'s potentiality. Despite the lack of resume-oriented qualities, they could be brimming with enthusiasm, energy, and out-of-the-box ideas. Look for innate leadership qualities such as sound decision-making and presence of mind. These factors should be given equal importance.</span></p>\r\n<h4><strong><span id=\"docs-internal-guid-aba82bca-7fff-3249-1a91-d20c2292fafa\">Personality</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-b901932e-7fff-6040-049f-ad6f1de17dc9\"></span>A resume will hardly give you a <strong><a href=\"https://www.ismartrecruit.com/blog-a-complete-journey-from-candidate-to-employee-ismartrecruit\">glimpse of the candidate\'s personality</a></strong>. The person who looks picture perfect on the resume may not acclimatize themselves well with the existing staff. This friction between staff will be the start of a downward spiral. Hence, right from the outset, you need to delve deeper and assess the applicant\'s personality, attitude, and temperament.</p>\r\n<h4><strong><span id=\"docs-internal-guid-c23ee678-7fff-8713-6f0e-7967944e0b07\">Ambition</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-5e4d6457-7fff-de9c-e378-d0187679007e\">One of your first questions can be centered around the candidate\'s long-term ambitions. Their answer will help you understand how long they intend to stay with your organization. What you want is someone who stays committed for an extended period. If the candidate exhibits the zeal to contribute to your business growth, you can assume they are fairly invested in your company.</span></p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/ambition_and_goals.webp.dat\" alt=\"ambition and goals\" width=\"1000\" height=\"563\"></pre>\r\n<h4><strong><span id=\"docs-internal-guid-a69359af-7fff-049b-f8fb-2adccf0d2955\">Trajectory</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-6d86572c-7fff-34ae-0936-414de0b8e137\">Many recruiters focus solely on the <strong><a href=\"https://www.ismartrecruit.com/blog-candidate-experience\">candidate\'s experience</a></strong>, forgetting that their trajectory also speaks volumes. A person\'s work trajectory gives you an idea of their career path, no matter what roles they\'ve held or what industries they\'ve worked in. You can ask about how they optimized their opportunities to grow in a certain job. You can glean insights about their demonstrative abilities and their zeal to boost their career graph in the right direction.</span></p>\r\n<h4><strong><span id=\"docs-internal-guid-a4579db5-7fff-570a-9104-cf29fd5bcd0c\">Mindset</span></strong></h4>\r\n<p id=\"docs-internal-guid-050ad726-7fff-8db4-873e-f4681dab6b3f\" dir=\"ltr\">When you are hiring for growth potential, you need to pick someone with an adaptable growth mindset. This aspect is well explained in Carol Dweck\'s research. The research reveals how some people believe that talents are inborn and cannot be altered, translating to a fixed mindset. You need to hire people who think just the opposite.  </p>\r\n<p dir=\"ltr\">Your company needs a person who believes in acquiring, developing, and nurturing talent to grow and instill <strong><a href=\"https://www.ismartrecruit.com/blog-10-tips-to-successfully-organize-your-small-business\">organizational growth</a> </strong> This mindset can be assessed by asking what motivates or demotivates them and how they deal with failure. This approach may help you uncover hidden talent with exceptional growth potential.</p>\r\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Deal_with_Failure_.webp.dat\" alt=\"Deal with Failure\" width=\"1000\" height=\"563\"></pre>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-64d3ca5c-7fff-caff-0c49-928c53145460\">Assessing personality traits that resumes don\'t mention </span></h3>\r\n<p id=\"docs-internal-guid-64cf954b-7fff-fa85-62c3-293c7225ec31\" dir=\"ltr\">In your effort to secure top-notch employees, you also need to recognize traits that differentiate outstanding candidates from the average applicant.</p>\r\n<p dir=\"ltr\">One of the things that <strong><a href=\"https://www.ismartrecruit.com/blog-top-staffing-agencies-latin-america\">RPO providers</a></strong> look for in a candidate is how they will fit into the organization\'s culture. That\'s because seasoned employers believe that a candidate\'s personality traits are as important as hard skills.</p>\r\n<p dir=\"ltr\">Here are some important personality traits to look out for:</p>\r\n<h4 dir=\"ltr\"><span id=\"docs-internal-guid-b27ce820-7fff-2ab6-ff71-3ca12d62e65e\"><strong>Teamwork</strong> </span></h4>\r\n<p><span id=\"docs-internal-guid-aa3f2079-7fff-5b8a-402b-db17a957d939\">Your candidate will not work alone. During their day, they will work closely with their colleagues. The best employees are those who are <strong><a href=\"https://www.ismartrecruit.com/ats-features-list\">comfortable with teamwork</a></strong> and excel at individual contributions. Consider how comfortable and receptive they are to ideas fostering coordination, cooperation, and collaboration.</span></p>\r\n<pre><a title=\"Why dose the Team Building Program Matter For your startup Team?\" href=\"https://www.ismartrecruit.com/blog-why-does-the-team-building-program-matter-for-your-startup-team\"><img src=\"https://www.ismartrecruit.com/upload/blog/Team_Work.webp.dat\" alt=\"Team Work\" width=\"1000\" height=\"286\"></a></pre>\r\n<h4><strong><span id=\"docs-internal-guid-a2a8083a-7fff-7d1d-02e0-4b5a507b3a91\">Work Ethics</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-50e6a4b5-7fff-b678-2800-2e2ff9196452\">Candidates who set high goals and are willing to go above and beyond to attain them are assets for your company. In the interview, you may glean information about how they made exceptional contributions to their former employers. This information may be cross-checked for confirmation.</span></p>\r\n<p><a title=\"11 Whys to Create Good Work Ethic\" href=\"https://www.ismartrecruit.com/blog-good-work-ethic\"><img src=\"https://www.ismartrecruit.com/upload/blog/Work_Ethics.webp.dat\" alt=\"Work Ethics\" width=\"1000\" height=\"286\"></a></p>\r\n<h4><strong><span id=\"docs-internal-guid-2bf8f82c-7fff-db41-650a-4c631b10cd0f\">Versatility</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-0a01c091-7fff-0114-61c8-1e50ac437c87\">Consider if the applicant is eager to explore fresh ideas and ways of working. To be a long-standing employee, the person ought to be flexible to changes and willing to learn new skills, if needed. This requisite is vital because, as your organization grows, change will be constant.</span></p>\r\n<h4><strong><span id=\"docs-internal-guid-e177b37d-7fff-5ad0-ca26-2af1bf57a6f2\">Reliability</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-a6885ea2-7fff-b3a8-c38a-4fe8d7a56922\">From the outset, dependable candidates will display examples of reliable behavior. They will attend the interview on time and diligently follow up with the other <strong><a href=\"https://www.ismartrecruit.com/blog-hiring-tools-to-streamline-recruitment-journey\">hiring processes.</a></strong> Recruiters also need to focus on those who show a keen commitment to meeting deadlines.</span></p>\r\n<h4><strong><span id=\"docs-internal-guid-4cfe55f1-7fff-d59d-5b67-872b98a2b189\">Detail-Oriented</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-825a978f-7fff-08e7-d496-9ab892f55ace\">Your applicant\'s resume itself will showcase the candidate\'s eye for detail. Sloppy, inaccurate, and incomplete resumes are red flags that indicate their disorganized attitude. You may also consider pre-employment testing as a metric to assess this quality. Detail-oriented employees are meticulous about every single detail in their work.</span></p>\r\n<h4><strong><span id=\"docs-internal-guid-fccec4a1-7fff-3dce-240e-8817899eea7a\">Confidence</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-51be9a97-7fff-6c9e-fabd-2d31d1452509\">A candidate who exudes confidence may be quite easy to identify. You may be able to assess this from their resumes and how they present themselves. However, an optimistic candidate will be self-assured in their <strong><a href=\"https://www.ismartrecruit.com/blog-skills-hr-managers\">skills and talents</a></strong>, however insignificant they may be for the job. These are the employees who will be willing to go the extra mile when the need arises.</span></p>\r\n<h4><strong><span id=\"docs-internal-guid-a5eed0b6-7fff-8561-5888-0e637cd0e4f9\">Trustworthiness</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-d53b2d7c-7fff-c593-ed02-53d3ee4a9730\">A candidate\'s honesty and integrity are just as important as their talent and qualifications. These are crucial parameters that distinguish high-quality candidates. Trusted employees are necessary for your company\'s success. Word travels fast in the business world, especially when there is a trust issue with an employee. You can determine a candidate\'s trustworthiness by running thorough background checks and cross-references.</span></p>\r\n<h3><span id=\"docs-internal-guid-a0078d72-7fff-f97a-e09e-c76f73f37753\">Refining your approach to recruiting</span></h3>\r\n<p><span id=\"docs-internal-guid-84ee32ef-7fff-272a-dd4d-adae583374c2\">A recruiter\'s job is easier said than done. Sifting through hundreds of resumes requires coordinated teamwork and streamlined processes. Hence, if you look beyond those resumes and traditional <strong><a href=\"https://www.ismartrecruit.com/blog-trend-candidate-search\">screening techniques</a></strong>, you have to polish your recruiting skills.  Take a look at our suggestions:</span></p>\r\n<h4><strong><span id=\"docs-internal-guid-73b03e9e-7fff-5323-2b82-4dd631e1fc34\">Scrutinize the application</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-67126472-7fff-8be1-3f96-1e65652a6d4e\">The application form is the initial interaction between you, the recruiter, and your potential candidate.  You need to pay close attention to how the candidates present themselves in the form. Have they made an effort to craft a personalized application with crucial details? Or have they stuck to the bare details without taking the interaction beyond that limit?  A serious or eager candidate will ensure their application stands out from the crowd.</span></p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/cv.webp.dat\" alt=\"cv\" width=\"1000\" height=\"563\"></pre>\r\n<h4><strong><span id=\"docs-internal-guid-5462b0f1-7fff-7924-185f-7a88c9d40a97\">Deploy different tactics</span></strong></h4>\r\n<p id=\"docs-internal-guid-0ebc0241-7fff-b525-55f6-e7c19d1c8162\" dir=\"ltr\">A one-on-one interview with standard questions is fast becoming a thing of the past. New age employers are resorting to more casual interviews and tactics to assess the candidate\'s performance. After all, it all boils down to how they will play their given role once they take up the job.</p>\r\n<p dir=\"ltr\">Recruiters can devise hiring tactics that are specific to the job. For example, candidates can be asked to attend mock telephone calls if they are being hired to answer phones. If <strong><a href=\"https://www.ismartrecruit.com/blog-6-ways-to-find-and-hire-developers-at-a-low-cost\">recruiters are looking for developers,</a></strong> you can have them work on some codes.  If the candidate will be your next project manager, have them assess the current project outline and evaluate their suggestions.</p>\r\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-04dfe3ed-7fff-d768-3c50-42820a737361\">Use trial periods</span></strong></h4>\r\n<p id=\"docs-internal-guid-8474e1e7-7fff-f9d6-8a0f-1b91e96dccfd\" dir=\"ltr\">Trial periods are like internships. This option may not be the best solution for all job positions. Nevertheless, many organizations are willing to give it a try. Trial periods are a win-win situation for the potential employee and employer alike. For the candidate, the pay is better than an internship. The employer also gets to assess the candidate for a few months or weeks to decide if they are the right fit for the company. </p>\r\n<p dir=\"ltr\">Companies that choose trial periods ought to be very clear in stating that the job is only temporary. Ensure you accurately state the period of work and the specific responsibilities it entails.</p>\r\n<h4 dir=\"ltr\"><strong><span id=\"docs-internal-guid-30129789-7fff-1dd2-46b8-ded0ca5b12ba\">Glean information from references</span></strong></h4>\r\n<p><span id=\"docs-internal-guid-6e0d0c13-7fff-4b8e-8c7d-361cad7710bc\">If you are shrewd, you will use the references provided by your candidate to collect the information you need. Apart from asking the contacts about the work performances, you may collect details about their interactive skills, organizational skills, hobbies, external activities, etc. Keep your <strong><a href=\"https://www.ismartrecruit.com/blog-things-to-know-about-the-company-culture-and-onboarding-process\">company culture</a></strong> in mind and use it as a question guide.</span></p>\r\n<h2><span id=\"docs-internal-guid-e3ac1319-7fff-7549-057c-a5f0c5bdf3dc\"></span>Key Takeaways</h2>\r\n<p id=\"docs-internal-guid-130c9883-7fff-bf95-5fc0-09746ad84dcb\" dir=\"ltr\">For recruiters, attracting top-quality talent is only half the battle. Selecting the best is what matters. Allow us to quickly run through the salient points that will help you revamp and refine your recruitment skills and look beyond resumes:</p>\r\n<p dir=\"ltr\">Always remember that soft skills are as important as candidate competency.</p>\r\n<p dir=\"ltr\">Refine your focus to specific characteristics- attributes that you would like to see in your employees.</p>\r\n<p dir=\"ltr\">Look for professionalism, high energy, intellectual curiosity, and technical expertise.</p>\r\n<p dir=\"ltr\">Assess their problem-solving capacities,<strong><a href=\"https://www.ismartrecruit.com/blog-surefire-steps-for-effective-candidate-communication\"> communication skills, and critical thinking abilities.</a></strong></p>\r\n<p dir=\"ltr\">Cultural fit is a top priority. Ensure that the applicant is the right fit for your business, culture, and brand.</p>\r\n<p dir=\"ltr\">Your workforce is your organization\'s lifeline. Therefore, you should do all it takes to pick the best candidates who will propel your business to resounding success.</p>\r\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/request-demo?utm_source=blog&utm_medium=Exploring-Beyond-Resume&utm_campaign=blog-img-CTA\"><img src=\"https://www.ismartrecruit.com/upload/blog/Recruiting_Technology1.png\" alt=\"Recruiting Technology\" width=\"778\" height=\"96\"></a></p>\r\n<div class=\"faqs\">\r\n<h2>FAQs - Frequently Asked Questions</h2>\r\n<h3>Why is it important to look beyond a candidate\'s resume?</h3>\r\n<p>Resumes provide basic information but often miss out on traits like personality, ambition, and mindset. Looking beyond the resume helps identify candidates who truly fit your company\'s culture and have growth potential. iSmartRecruit encourages this broader perspective.</p>\r\n<h3>How do RPO providers find better candidates?</h3>\r\n<p>RPO providers use extended screening methods beyond resumes, assessing potential, personality, and cultural fit. Their expertise in recruitment process outsourcing ensures consistent quality hires, a practice iSmartRecruit supports with its technology solutions.</p>\r\n<h3>What personality traits are most valuable in a candidate?</h3>\r\n<p>Traits such as teamwork, work ethics, versatility, reliability, confidence, and trustworthiness are crucial. These affect how well a candidate integrates and contributes to the workplace, which iSmartRecruit highlights as key evaluation points.</p>\r\n<h3>What are some effective recruiting tactics beyond traditional interviews?</h3>\r\n<p>Use casual interviews, job-specific tasks, trial periods, and reference checks. These tactics reveal practical skills and cultural fit, providing a clearer picture than standard resumes, aligning well with iSmartRecruit\'s streamlined hiring processes.</p>\r\n</div>','','RECRUITING','Exploring_Beyond_Resume_What_Really_Matters!.webp','blog-exploring-beyond-resume','Explore Beyond the Resume: What Really Matters!','It\'s high time recruiters start assessing qualities and traits in candidates that cannot be found in the resume. We list them here.','Resume, RPO, Recruitment Process Outsourcing, Candidate, Candidate\'s Resume, Candidate interview, Candidate Screening, Candidate Application, Resume Parsing','',NULL,0,19,0,1,1,2,7,'','','','',0,'0.67','2021-07-30','2021-07-30 01:43:28','2026-04-29 18:56:53','anand@ikraftsolutions.com','megha@ikraftsolutions.com','','',0,0),(260,'7 Unconventional Tips to Hiring the Right Candidate','<div class=\"tldr\">\r\n<p>A well-structured hiring process is critical for business success. Companies that continuously refine their recruiting process are more likely to succeed in hiring the right candidate — someone who not only has the required skills but also aligns with company culture and long-term objectives. In today’s competitive talent market, applying smart hiring tips and leveraging modern recruitment technology can significantly reduce costly hiring mistakes. When executed effectively, an optimised hiring process improves productivity, strengthens workplace culture, and supports sustainable organisational growth.</p>\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Sourcing the right employee is crucial for boosting productivity and positive workplace culture.</li>\r\n<li>Go beyond standard interviews by challenging candidates and observing their true behaviours.</li>\r\n<li>Use diverse perspectives from colleagues and paid homework tasks to better assess fit and skills.</li>\r\n<li>Prioritise diversity for creativity and financial benefits.</li>\r\n<li>Ensure candidates align with your organisation’s culture and trust your instincts during hiring.</li>\r\n</ul>\r\n</div>\r\n<p id=\"docs-internal-guid-e6e83454-7fff-40dc-a85e-38731c1dec56\" dir=\"ltr\">Sourcing the <strong><a href=\"https://www.ismartrecruit.com/blog-top-9-tips-for-hiring-great-employee\">right employee</a></strong> is challenging. If you end up hiring the wrong one, this could be a costly affair but if you are fortunate enough to find the right one, you would be developing a successful employment relationship, boosting productivity, and leaving a positive impact on the overall work environment.</p>\r\n<p>Onboarding the right person for the job is just as important as developing an effective performance appraisal process, <a href=\"https://www.cgtstaffing.com/resources/execute-workplace-investigations/\" target=\"_blank\" rel=\"noopener\">workplace investigation process</a>, etc. Most companies in the <a href=\"https://hbr.org/2019/05/your-approach-to-hiring-is-all-wrong\" target=\"_blank\" rel=\"noopener\">USA (almost 40%) have outsourced</a> a portion of their hiring process. That doesn\'t mean there is nothing you can do to source the right candidate (if you have outsourced hiring).</p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/hiring_process1.webp.dat\" alt=\"hiring process\" width=\"1260\" height=\"709\"></pre>\r\n<h2><span id=\"docs-internal-guid-81f3c340-7fff-5976-9788-b8c4a0702d47\">A Hiring Manager\'s Guide to Hiring the Right Employee </span></h2>\r\n<p><span id=\"docs-internal-guid-46e41e1a-7fff-a533-b3ad-7a56933deb2c\">There are some unconventional tips every hiring manager must be aware of.</span><br>Forget <strong><a href=\"https://www.ismartrecruit.com/blogs/interview-process/tips-for-interviewers\">standard interview procedures</a> </strong>for a while and embrace the modern approach to finding the ideal candidate for the position vacant.  Let\'s begin:</p>\r\n<h3><span id=\"docs-internal-guid-771eec85-7fff-d942-cdb1-120fa65dcb27\">1. Go beyond the standard job interview</span></h3>\r\n<p id=\"docs-internal-guid-3a04d5bb-7fff-1802-209e-c87779dc2c62\" dir=\"ltr\">What does a typical job interview look like, you ask? It\'s a conference room meeting where you are shown a pristine resume and you ask the interviewee standard questions like:</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Why should we hire you?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">What are your strengths and weaknesses?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Where do you see yourself in 5 years and so on….</p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\">The interviewee answers these questions like a pro, you do a reference check, make an offer and hire them, and hope that everything works out fine. This is especially true in customer-facing roles, where <a href=\"https://wellyx.com/blog/hire-the-right-employees-for-gym/\" target=\"_blank\" rel=\"noopener\">hiring gym employees</a> requires careful evaluation of attitude, communication, and service fit. A month later, the new hire starts complaining about the work. As a result, you start wondering if this was a mistake.</p>\r\n<p dir=\"ltr\">To avoid this, <strong><a href=\"https://www.ismartrecruit.com/blogs/interview-process/conducting-job-interviews\">go beyond the typical interview</a></strong>. Find new ways of understanding how that person thinks. At the same time, make things challenging. Put them in a situation where they are likely to show their true selves.</p>\r\n<pre dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Why_should_we_hire_you.webp.dat\" alt=\"Why should we hire you\" width=\"1260\" height=\"709\"></pre>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-8d0a1b40-7fff-45f0-9f30-30520a0fc39e\">2. Throw a curve ball</span></h3>\r\n<p id=\"docs-internal-guid-c8c71e54-7fff-b3c9-119a-23415aa32c3b\" dir=\"ltr\">Unusual questions can prove to be highly useful. These are great to open up a candidate and encourage them to offer their valuable insights. <strong><a href=\"https://www.ismartrecruit.com/blog-trend-candidate-search\">All smart candidates</a></strong> will be prepared for unusual interview questions. In fact, they will try finding clever ways to turn the negatives into positives.</p>\r\n<p dir=\"ltr\">Just to get beyond the rehearsed answers. don\'t brain tease the interviewee. Questions to avoid include \"how many golf balls can you fit in a car?\" Such questions are a complete waste of time. They don\'t predict anything. They simply make the interviewer feel smart and that\'s not the goal you are trying to achieve, right?</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-37f521f4-7fff-3c86-6464-34a5f40a3ff1\">3. Get others\' opinions</span></h3>\r\n<p id=\"docs-internal-guid-f7714a9c-7fff-9ba0-1f57-9c747124a708\" dir=\"ltr\">Talking to others about the candidate in question can either confirm your perceptions or prove them wrong. Even if you think you are the best judge of character, the blind spots always remain.</p>\r\n<p dir=\"ltr\">To get different perspectives on a candidate, ask at least 3 colleagues to meet them. The person you are <strong><a href=\"https://www.ismartrecruit.com/blog-recruitment-hacks-accelerate-hiring-game\">hiring is ultimately</a></strong> going to meet the team. Why not allow them to interact so that your team can share their opinion and you can ensure this particular person is a good hire.</p>\r\n<p dir=\"ltr\">Tap into the power of LinkedIn to find references for the candidate within your network. Press them for an unvarnished opinion about the strengths and weaknesses of that person.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-bba2bea0-7fff-d938-5fef-d60928ac0cdc\">4. Give importance to diversity</span></h3>\r\n<p><span id=\"docs-internal-guid-4a71daef-7fff-20e4-1e33-5ae8940480a8\">Every organization wants an innovative team and to build one, you must find people who think differently. In other words, make your <strong><a href=\"https://www.ismartrecruit.com/blog-ways-to-improve-diversity-in-recruitment-for-recruiters\">workforce diverse.</a></strong> It will allow you to innovate, be creative and solve problems.  McKinsey research says that companies with racial and ethnic diversity</span><a href=\"https://www.fundera.com/resources/diversity-in-the-workplace-statistics#sources\" target=\"_blank\" rel=\"noopener\"> are likely to see 35% more financial benefits.</a> In other words, organizations that belief in building a diverse workforce will experience a spike in the bottom line.</p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/McKinsey_research.webp.dat\" alt=\"McKinsey research\" width=\"1260\" height=\"709\"></pre>\r\n<p><span id=\"docs-internal-guid-71760b01-7fff-77f4-0b44-1c7ed55c5ccb\">Keep in mind diversity matters not because it makes your organization look good but because it\'s truly useful. It allows you to advance, break the stereotypes and create a new playbook of strategies instead of following the old methods. The more perspectives you have (coming from a diverse workforce), the more you are likely to excel.</span></p>\r\n<h3><span id=\"docs-internal-guid-284fff82-7fff-c03f-0695-2085d862fd21\">5. Assign them some homework (Paid)</span></h3>\r\n<p><span id=\"docs-internal-guid-38002acb-7fff-132e-8100-de58d41e002b\">Career Builder conducted research and found that</span><a href=\"http://press.careerbuilder.com/2017-12-07-Nearly-Three-in-Four-Employers-Affected-by-a-Bad-Hire-According-to-a-Recent-CareerBuilder-Survey\" target=\"_blank\" rel=\"noopener\"> 74% of the employers admit</a> they have hired the wrong candidate for a position. This is common especially when you don\'t conduct a skill assessment test.</p>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/wrong_candidate_for_a_position.webp.dat\" alt=\"wrong candidate for a position\" width=\"1260\" height=\"709\"></pre>\r\n<p id=\"docs-internal-guid-079cffa1-7fff-4ad3-4b8b-d1f8dfc525cf\" dir=\"ltr\">Speaking of tests, on-site tests certainly help access the candidate, but some people fail to perform because of the time constraints and the pressure to \"perform well.\" Hence, to give the candidate another chance, assign them a paid homework. It could be any small task that will help you judge the abilities of the person.</p>\r\n<p dir=\"ltr\">This will also show you how committed they are when it comes to working at your organization. The way they communicate with you via email will also give you a clear sense of how that <strong><a href=\"https://www.ismartrecruit.com/blog-surefire-steps-for-effective-candidate-communication\">candidate thinks and communicates.</a></strong></p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-e032976d-7fff-81ee-40fc-278e4fa6b32d\">6. Identify if they are the right cultural fit</span></h3>\r\n<p id=\"docs-internal-guid-ed2233bd-7fff-bd4d-aadc-1e5e48f51a27\" dir=\"ltr\">Every organization has a culture they take pride in. Let\'s assume your <strong><a href=\"https://www.ismartrecruit.com/ats-features-list\">organization arranges collaborative</a></strong> initiatives time after time. You encourage your team members to engage in events, hackathons, workshops, etc. It\'s best to explain how your team members are expected to contribute in different areas outside of work.</p>\r\n<p dir=\"ltr\">Some organizations expect their employees to be available for unexpected commitments. In that case, proactive communication is imperative. This needs to be communicated upfront too. If the applicant would turn off their phone at 7 P.M. or decline invitations to additional activities, they are obviously not the right cultural fit.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-fc64e8f5-7fff-e1a6-9005-19fce441aad3\">7. Trust your instincts</span></h3>\r\n<p dir=\"ltr\"><span id=\"docs-internal-guid-ac06b8c2-7fff-feb5-8929-78b0bb942da3\">In the end, put your instincts to work. If you have doubts about a candidate, find the \"why\". Sometimes, everything seems alright on the surface but you still have doubts. Don\'t make the mistake of NOT listening to these doubts. The nagging suspicion that you have <strong><a href=\"https://www.ismartrecruit.com/blogs/interview-process/interview-scheduling\">during the interview process</a></strong> about the candidate\'s attitude will magnify after you have hired them. This is exactly why you shouldn\'t settle for the first person you meet even if there\'s this pressure to fill the position quickly. Of course, no one has a perfect performance track record. But you have to find the right balance.</span></p>\r\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-cde58512-7fff-1db3-2e7b-d52e779c138b\">Wrap Up With Hiring the Right Candidate!</span></h2>\r\n<p><span id=\"docs-internal-guid-def74fe7-7fff-4e35-f861-2740cb739a99\">Every hiring manager wants talented and driven individuals who will add diversity to their team while being a good fit for the company\'s culture. They also want to avoid making <strong><a href=\"https://www.ismartrecruit.com/blog-3-ways-to-avoid-the-bad-hires\">hiring mistakes,</a></strong> which is more costly than being understaffed. This blog brings you these unconventional tips to find the right candidate from sourcing to interviewing and then onboarding.</span></p>\r\n<div class=\"faqs\">\r\n<h2>FAQs - Frequently Asked Questions</h2>\r\n<h3>How can I make interviews more effective using iSmartRecruit?</h3>\r\n<p data-start=\"194\" data-end=\"402\">iSmartRecruit improves your hiring process with structured interviews, scheduling tools, and evaluation features, helping you streamline the recruiting process and hire the right candidate more efficiently.</p>\r\n<h3>Why is diversity important in hiring?</h3>\r\n<p>Diversity strengthens the hiring process by bringing different perspectives, improving innovation, and enhancing overall team performance.</p>\r\n<h3>What is paid homework in the hiring process?</h3>\r\n<p>Paid homework involves assigning small tasks to candidates outside the interview to assess their skills and commitment. This gives a clearer picture of their abilities under less pressure.</p>\r\n<h3>How do you assess cultural fit?</h3>\r\n<p>Clearly communicate company values and observe how candidates respond to collaboration and feedback to ensure alignment when hiring the right candidate.</p>\r\n<h3 data-start=\"989\" data-end=\"1041\">How can recruitment technology improve hiring?</h3>\r\n<p data-start=\"1042\" data-end=\"1182\">Recruitment technology automates screening, scheduling, and tracking, making the hiring process faster, more efficient, and more accurate.</p>\r\n</div>','','RECRUITING','Unconventional_Tips_to_Hiring_the_Right_Candidate.webp','blog-tips-hiring-right-candidate','7 Unconventional Tips to Hiring the Right Candidate','Improve your hiring process with 7 smart tips for hiring the right candidate. Learn recruiting strategies and recruitment technology best practices','Hiring process, Hiring the Right Candidate, Tips for hiring, Recruiting Process, Recruitment Technology','{\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"How can I make interviews more effective using iSmartRecruit?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"iSmartRecruit improves your hiring process with structured interviews, scheduling tools, and evaluation features, helping you streamline the recruiting process and hire the right candidate more efficiently.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"Why is diversity important in hiring?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Diversity strengthens the hiring process by bringing different perspectives, improving innovation, and enhancing overall team performance.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"What is paid homework in the hiring process?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Paid homework involves assigning small tasks to candidates outside the interview to assess their skills and commitment. This gives a clearer picture of their abilities under less pressure.\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"How do you assess cultural fit?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Clearly communicate company values and observe how candidates respond to collaboration and feedback to ensure alignment when hiring the right candidate\"\r\n    }\r\n  },{\r\n    \"@type\": \"Question\",\r\n    \"name\": \"How can recruitment technology improve hiring?\",\r\n    \"acceptedAnswer\": {\r\n      \"@type\": \"Answer\",\r\n      \"text\": \"Recruitment technology automates screening, scheduling, and tracking, making the hiring process faster, more efficient, and more accurate.\"\r\n    }\r\n  }]\r\n}',NULL,0,18,0,1,1,3,5,'','','','',0,'0.51','2021-08-03','2021-08-03 02:00:24','2026-04-06 18:09:38','anand@ikraftsolutions.com','cyril@ikraftsolutions.com','','',0,0),(261,'Tips to Make Your Resume Stand Out From the Crowd','<p><span id=\"docs-internal-guid-7f8ae7c9-7fff-ecc5-e42b-4cc5571d4abe\">If you are currently looking for a job or will find yourself in that position, you are likely facing one of the most competitive labour markets in human history. Remote work means workers are now far less geographically constrained than they have ever been. Combine this with the globalization of labour and increased outsourcing, and trying to find a job, especially if you are new to the labour market, is no small task.</span></p>\r\n<h2><span id=\"docs-internal-guid-0a013bee-7fff-031b-ae50-aab551078e9b\">Tips To Make Your Resume Stand out</span></h2>\r\n<p><span id=\"docs-internal-guid-df88e15d-7fff-4c6f-3954-aa8637013b63\">While the majority of jobs are no longer listed on job boards and are found, instead, through personal and professional networks, your resume continues to be a critical variable in your job market success. With that in mind, below are some tips to <a href=\"https://www.ismartrecruit.com/blog-exploring-beyond-resume\">help ensure your resume stands</a> out from the steadily growing crowd. </span></p>\r\n<h3><span id=\"docs-internal-guid-76adca67-7fff-8024-df03-710798dac361\">Be a Better Writer </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Better_Writer.webp.dat\" alt=\"Better Writer\" width=\"1000\" height=\"715\"></pre>\r\n<p id=\"docs-internal-guid-14437141-7fff-b7fe-d4a6-60407a470fe6\" dir=\"ltr\">If you consider yourself a mediocre written communicator, you can take comfort knowing that very few people, if anyone, is born a good writer. This is one of those things people improve over time through practice, learning, and a willingness to accept criticism. The truth of the matter is that, while your ability with the written word is never a guarantee someone will prefer your resume over that of <a href=\"https://www.ismartrecruit.com/blog-trend-candidate-search\">another candidate,</a> being a better writer than your competition is guaranteed, at the very least, to catch your reader\'s eye. And, if you already have a solid resume, this might be all it takes.</p>\r\n<p dir=\"ltr\">There are many ways to improve your writing by working at it daily, one of which is playing word games. Word games like Scrabble, for instance, which is free to play on either your phone or desktop when played for 15 or 20 minutes each day, are a great way to help you add words to your vocabulary and make you a better writer. If you are new to Scrabble and struggling to find words, there are tools like <a href=\"https://unscramblex.com\" target=\"_blank\" rel=\"noopener\">Unscramble X</a>, which helps rearrange tiles into all possible word permutations. If you\'re struggling with writing your own resume, you can use an <a href=\"https://www.kickresume.com/en/ai-resume-writer/\" target=\"_blank\" rel=\"noopener\">ai based resume builder</a> or consider the <a href=\"https://www.linkedin.com/pulse/best-resume-writing-services-edureviewercom-hb9rc/\" target=\"_blank\" rel=\"noopener\">best resume writing services</a> to do the job for you.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-f306b982-7fff-229e-5b25-a7477fa7344e\">Add Visuals </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Resumes2.webp.dat\" alt=\"Resumes\" width=\"1000\" height=\"407\"></pre>\r\n<p id=\"docs-internal-guid-93067498-7fff-5b46-8ec4-a6dc59254a26\" dir=\"ltr\">Resumes are no longer expected to be the static, purely text documents they once were. While the use of visuals and things like graphs are still not common practice, when done right, they can help quantify any claims or statements you make about past work experience and results. You do not want any visuals you use to make your resume several pages long, so they should still be used sparingly, but a couple of well-placed visual representations throughout your resume can make a big <a href=\"https://www.ismartrecruit.com/blog-skills-hr-managers\">impression on a hiring manager. </a></p>\r\n<p dir=\"ltr\">You can add visuals to a resume using programs like Microsoft Excel to create graphs and tables or even include figures and images from previous projects you have worked on.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-73c893ce-7fff-835c-f0a5-a2ee87a8151f\">Map it to the Job Description </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Job_Description2.webp.dat\" alt=\"Job Description\" width=\"1000\" height=\"667\"></pre>\r\n<p id=\"docs-internal-guid-c5e50972-7fff-bbd2-9d95-129a47417db1\" dir=\"ltr\">It is still quite amazing how often applicants fail to use the job description as their guide for their application. All these means, however, is that anyone who manages to hit as <a href=\"https://www.ismartrecruit.com/blog-what-is-job-description-how-to-write-it-effectively\">many requirements in the job description</a> as possible, with examples for each one, will come off as that much more impressive.</p>\r\n<p dir=\"ltr\">Even if you are not as qualified as another candidate, if you do a better job of highlighting the parts of the job description where you shine, you can end up receiving higher marks from a hiring manager. All you have to do is go through the job description point by point and map your own experience (where possible and when applicable) onto each one.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-901823af-7fff-ed09-bdfa-d7f8d8913477\">Avoid Cliches </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/avoiding_the_use_of_cliches,.webp.dat\" alt=\"avoiding the use of cliches\" width=\"1000\" height=\"706\"></pre>\r\n<p dir=\"ltr\"><span id=\"docs-internal-guid-7b1e2cc0-7fff-10e5-103b-3633fd9cbde5\">One of the keys to good writing is avoiding the use of cliches, tired phrases, and </span><a href=\"https://www.thebalancecareers.com/resume-buzzwords-to-avoid-1287368\" target=\"_blank\" rel=\"noopener\">overused, meaningless words</a>. Doing things like claiming you have \"extensive experience,\" proclaiming that you are \"innovative,\" \"results-oriented\", and \"motivated\" are not going to impress anyone. On the contrary, they will place you alongside all of the other applicants who are simply spamming resumes to as many places as possible while trying to cut down on the amount of work required. While this approach is understandable, it is not what is going to get your resume to the top of the pile.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-92535f07-7fff-48b8-df00-cc7ede18adc4\">Use Keywords From the Job Posting</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Keywords_From_the_Job_Posting.webp.dat\" alt=\"Keywords From the Job Posting\" width=\"1000\" height=\"770\"></pre>\r\n<p id=\"docs-internal-guid-2a16b217-7fff-839c-d4d4-5f5be231b2f8\" dir=\"ltr\">Another great way to use the job posting as a guiding light while <a href=\"https://www.ismartrecruit.com/blog-ats-friendly-resume\">writing your resume</a> is to deliberately use keywords from throughout the posting. Employers often spend a great deal of time crafting the perfect job description so that they find what is usually referred to as the \"ideal\" candidate for the job. The words they choose to use, therefore, are not an accident. </p>\r\n<p dir=\"ltr\">Read over the job description many times before tailoring your resume to it and make a mind map of the keywords you notice. How many are recurring action words? What sorts of adjectives do they use to describe how the ideal candidate will perform his or her duties? If you use these words throughout your resume and cover letter while taking care to avoid \"keyword stuffing\", you can have a significant impact on the person reading your application. Using the right keywords can also get your resume picked up by the <a href=\"https://www.theladders.com/career-advice/how-to-algorithm-optimize-your-resume-to-get-past-the-bots\">algorithms that are increasingly used</a> to find and shortlist candidates.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-fa3aa822-7fff-ca9a-9fa0-94a4d3b5f1c0\">Speak to Cultural Fit </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Cultural_Fit.webp.dat\" alt=\"Cultural Fit\" width=\"1000\" height=\"445\"></pre>\r\n<p id=\"docs-internal-guid-5dc64079-7fff-1521-b9be-94b728c5e158\" dir=\"ltr\">One of the most neglected areas of most people\'s resumes and cover letters is how they describe and emphasize their cultural fit. Employers are interested not only in whether you possess the requisite technical skills and experience to do the job but also in how well you will fit in culturally. You can find out more about a prospective <a href=\"https://www.ismartrecruit.com/blog-things-to-know-about-the-company-culture-and-onboarding-process\">employer\'s culture</a> by doing some research before writing your application package.</p>\r\n<p dir=\"ltr\">If it is a publicly traded company, look at their annual general meeting statement and read the opening remarks, as well as scan the corporate social responsibility section of their website. You can also look at if and how the company has made the news, including for its charitable and <a href=\"https://donorbox.org/nonprofit-blog/guide-to-volunteerism\" target=\"_blank\" rel=\"noopener\">volunteering efforts</a>, or look at their video content on YouTube. Following <a href=\"https://www.ismartrecruit.com/blog-generating-leads-with-social-recruiting\">companies on social media</a> is another way to get a feel for corporate culture.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-a1d52885-7fff-5731-fbac-0c2cfab848ab\">Emphasize Your Results </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Results.webp.dat\" alt=\"Results\" width=\"1000\" height=\"400\"></pre>\r\n<p><span id=\"docs-internal-guid-53c427ef-7fff-9303-f354-950da6ffcf1f\">As previously mentioned, it is next to useless to describe yourself as \"results-oriented\"; that is basically assumed about anyone who stands any chance of being contacted for an interview. What you absolutely should do, however, is emphasize your results. Results-based bullet points and descriptions, ironically, should be a large part of your work experience section. Employers want to see, where possible, what kind of results your work has produced for your previous employers because it gives them insight into what they might expect from you if they hire you. </span></p>\r\n<h3><span id=\"docs-internal-guid-b0aad8f4-7fff-b6eb-f8b1-c15fb1664698\">Draw Attention to Growth</span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Draw_Attention_to_Growth.webp.dat\" alt=\"Draw Attention to Growth\" width=\"1000\" height=\"558\"></pre>\r\n<p dir=\"ltr\">This is a resume tactic that is underutilized to the detriment of those who fail to realize its importance. No one assumes you were born or entered any of the jobs you have previously held or educational programs you were in as an expert. In fact, quite the opposite, most people expect new employees or students to be, to varying extents, blank or partially filled slates.</p>\r\n<p dir=\"ltr\">Employers want to see that you are not only capable of growth but humble enough to acknowledge your trajectory from less to more competent throughout your professional, academic, and even personal life. Making references to this <a href=\"https://www.ismartrecruit.com/blog-understand-resume-parsing\">growth on your resume,</a> always with the intention being to show improvement over time, can have a big impact on the reader.</p>\r\n<h3 dir=\"ltr\"><span id=\"docs-internal-guid-bd44c804-7fff-2cb8-54d8-9e4233f1b6dd\">Demonstrate Your Industry Insight </span></h3>\r\n<pre><img src=\"https://www.ismartrecruit.com/upload/blog/Demonstrate_Your_Industry_Insight_.webp.dat\" alt=\"Demonstrate Your Industry Insight\" width=\"1000\" height=\"667\"></pre>\r\n<p id=\"docs-internal-guid-5bb9dde6-7fff-79cc-8311-3a65f0def652\" dir=\"ltr\">If you have worked in a particular industry for a while, are plugged into what is going on, and are confident in your ability to speak and write intelligently about it, then your resume and cover letter can be a great place to showcase your industry insight.</p>\r\n<p dir=\"ltr\">This is a worthwhile tactic because by demonstrating you are up on industry trends and developments, you also showcase your passion, which will give you major brownie <a href=\"https://www.ismartrecruit.com/blog-latest-recruiting-trends-for-hr\">points among recruiters</a> and hiring managers. People are not only attracted to passion in others, but it is quite a good indicator that you are going to be an employee who takes their job seriously and wants to continue learning. </p>\r\n<p dir=\"ltr\">Keep in mind that focusing too much on your industry insight can end up occupying valuable resume space that should be used for advertising your skills, work experience, education, etcetera. Be sparing but strategic with where you show off your industry insight, and all the better if you are able to do so within the context of the specific company and role for which you are applying.</p>\r\n<h2 dir=\"ltr\"><span id=\"docs-internal-guid-fc22d3dc-7fff-c6db-8937-9c19e006068c\">So, Make Your Resume Stand Out!</span></h2>\r\n<p id=\"docs-internal-guid-b18853e5-7fff-fd3c-30e2-708eb17b9d8f\" dir=\"ltr\">Depending on the labour market in question, the company, the role, and even the time of year, you could potentially be up against hundreds of other candidates-make that thousand, potentially, if you are applying for a position that is advertised internationally. You need every advantage you can get if and when your application makes it to the desk or computer screen of the person responsible for shortlisting resumes and determining who gets called or emailed for an <a href=\"https://www.ismartrecruit.com/blogs/interview-process/tips-for-interviewers\">interview or pre-interview.</a></p>\r\n<p dir=\"ltr\">Most <a href=\"https://www.ismartrecruit.com/blog-application-management-software\">resumes and applications</a> won\'t pass muster, but enough will that you still need to be on top of your resume game if you are going to stand a chance of getting noticed. Keep the above tips in mind and ensure that your resume makes an impact and resonates with its reader.</p>','','RECRUITING','Tips_to_Make_Your_Resume_Stand_Out_From_the_Crowd.webp','blog-tips-make-your-resume','Tips to Make Your Resume Stand Out From the Crowd','Are you looking for a job? Then your resume plays a vital role in your job success. Follow these tips to make your resume stand out from the crowd. Read now!','Resume, Job Description, Resume Design, Resume Parsing, Candidates resume, Resume Parser, Interview','',NULL,0,17,0,1,1,2,6,'','','','',0,'0.47','2021-08-06','2021-08-06 01:37:25','2025-11-05 11:46:09','anand@ikraftsolutions.com','shakti@ikraftsolutions.com','','',0,0),(262,'Inbound Recruitment: Meaning, Benefits, Drawbacks & Tips','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Inbound Recruitment attracts high-quality candidates by building a strong employer brand and positive company culture.</li>\r\n<li>It boosts online visibility, reduces the need for outbound outreach, and enhances the candidate experience.</li>\r\n<li>Inbound methods work well for long-term recruitment but can be less effective for urgent or short-term hiring due to waiting times.</li>\r\n<li>Successful strategies include updating websites, making them mobile-friendly, strengthening social media presence and creating engaging content.</li>\r\n</ul>\r\n</div>\r\n<p dir=\"ltr\">Are you ready to revolutionise your hiring process and bring the best talent to your doorstep?</p>\r\n<p dir=\"ltr\">Imagine a recruitment strategy that not only flips the script but also boosts the quality of your candidates. This is where Inbound Recruitment steps in a dynamic approach that magnetically attracts top-tier professionals to your organisation.</p>\r\n<p dir=\"ltr\">Consider this: Traditional methods often lead to a flood of mismatched applications, making finding the perfect fit akin to searching for a needle in a haystack. But with Inbound Recruitment, the game changes. </p>\r\n<p dir=\"ltr\">Let\'s take a quick peek at the numbers – studies reveal that companies embracing this method experience a <strong>50%</strong> increase in candidate quality, setting the stage for greater efficiency and productivity.</p>\r\n<p dir=\"ltr\">In today\'s fast-paced business landscape, it\'s no longer just about finding the right candidates; it\'s about making them find you. So, why is mastering Inbound Recruitment crucial for staying ahead? </p>\r\n<p dir=\"ltr\"><strong> </strong>Let\'s dive deep into the meaning, benefits, drawbacks, and expert tips that can reshape your approach to <a href=\"https://www.ismartrecruit.com/blog-talent-acquisition-for-hiring-process\">talent acquisition.</a> Get ready to <a href=\"https://www.ismartrecruit.com/blog-recruitment-hacks-accelerate-hiring-game\">supercharge your recruitment game</a> and unlock a new realm of possibilities. </p>\r\n<p dir=\"ltr\">Let\'s jump in!</p>\r\n<h2 dir=\"ltr\">What is Inbound Recruitment?</h2>\r\n<p dir=\"ltr\">With Inbound recruitment, organisations form a positive brand image through content marketing. It highlights the environment and culture that attracts candidates to them. Rather than the organisations looking for the candidates, it is the other way around. </p>\r\n<p dir=\"ltr\">Inbound recruitment <a href=\"https://www.ismartrecruit.com/blog-passive-recruiting-definition-strategy-benefits\">targets passive job seekers</a>. They are the ones that are already employed somewhere but would want to opt for better opportunities with other employers.</p>\r\n<p dir=\"ltr\">Did you know? The market is filled with <strong><a href=\"https://www.hrcloud.com/blog/8-recruitment-stats-you-need-to-know\" target=\"_blank\" rel=\"noopener\">73%</a></strong> of passive job seekers. They are only sometimes seeking jobs but would be interested in working with your organisation. Your Inbound recruitment strategies will connect them to your organisation, leading to a diverse talent pool.</p>\r\n<p dir=\"ltr\">So, what is employer branding?</p>\r\n<p dir=\"ltr\">It is a good name attached to an employer because of its positive value perception among job seekers. It takes years to form a brand image, yet it is fragile. One wrong step, and you bid farewell to the good books of your potential employees.</p>\r\n<h2 dir=\"ltr\">Inbound VS Outbound Recruitment </h2>\r\n<p dir=\"ltr\">The inbound and outbound recruitment approaches are marketing and sales, respectively. </p>\r\n<p dir=\"ltr\">Inbound recruitment works as inbound marketing, where you create needs that help the candidates realise what they are missing. Contrastingly, outbound recruitment is like sales, where you reach out to the candidates, and they can choose you. </p>\r\n<p dir=\"ltr\">Moreover, Inbound recruitment is good for the long term, while outbound recruitment works best for short-term and urgent hiring.</p>\r\n<h2 dir=\"ltr\">4 Key Benefits of Inbound Recruitment </h2>\r\n<p dir=\"ltr\">Inbound recruitment has many benefits. All it requires is smart handling. If you know the art of Inbound recruitment, things will fall in your favour. Here are some of the many benefits of Inbound recruitment.</p>\r\n<h3 dir=\"ltr\">1. Makes You More Approachable</h3>\r\n<p dir=\"ltr\">Do you ever wonder how often you search your queries on Google? It is so many times that we all lose count. </p>\r\n<p dir=\"ltr\">When candidates graduate, Google is their saviour in searching for suitable jobs. When you carry Inbound recruitment, you need to increase your online visibility. </p>\r\n<p dir=\"ltr\">With your Search Engine Optimised content, Google ranks you higher in its search results. Why would any candidate not want to be a part of your company when all Google brings up is your webpage? Hence, Inbound recruitment marketing forms a positive brand image and makes you more reachable.</p>\r\n<h3 dir=\"ltr\">2. You Don\'t Need to Reach out to Candidates</h3>\r\n<p dir=\"ltr\">Unlike outbound recruitment, you don\'t have to e-mail, <a href=\"https://www.ismartrecruit.com/blog-cold-calling-in-recruitment\">cold-calling</a>, or advertise jobs every time there is a vacancy in your organisation. Instead, candidates themselves visit your website regularly to stay updated. Suppose your organisation\'s Inbound recruitment marketing is effective. </p>\r\n<p dir=\"ltr\">In that case, your website traffic will increase. <a href=\"https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx\" target=\"_blank\" rel=\"noopener\">Gallup reported</a> that in 2015, <strong>51%</strong> of already employed Americans were searching for new jobs or watching for any openings. In this case, Inbound <a href=\"https://www.ismartrecruit.com/blog-recruitment-marketing-guide\">recruitment marketing</a> helps in better talent acquisition.<strong><br></strong></p>\r\n<h3 dir=\"ltr\">3. Helps you Fill the Open Posts Quickly  </h3>\r\n<p dir=\"ltr\">Even if you are not seeking employees, Inbound recruitment <a href=\"https://www.ismartrecruit.com/blog-what-is-candidate-engagement-and-why-does-it-matter-ismartrecruit\">engages candidates</a> and helps build strong relationships. You make a healthy bond with strangers, so they turn up to you when you conduct a <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">recruitment process</a>. In effect, your vacancies fill immediately, which prevents losses from employee shortages. </p>\r\n<p dir=\"ltr\">Statistics show that <strong><a href=\"https://officevibe.com/blog/12-recruiting-stats\" target=\"_blank\" rel=\"noopener\">60%</a></strong> of employers worry about the cost of unfilled positions. Similarly, <strong>79%</strong> of Australian hiring managers point out the challenge of hiring on time, as reported by Robert Half Research.</p>\r\n<p dir=\"ltr\">Inbound recruitment is helpful, but this is not the case. Along with so many benefits, there are some drawbacks too.</p>\r\n<h3>4. Elevate Positive Candidate Experience</h3>\r\n<p>Recruiters need to ensure a personalised <a href=\"https://www.ismartrecruit.com/blog-candidate-experience\">candidate experience</a> via prompt and effective communication. This way, the candidate will be informed and engaged.</p>\r\n<p>It leads to a higher satisfaction ratio among candidates and helps you attract a diverse range of candidates in the future.</p>\r\n<p>So, the future talent will get a positive vibe about your company and eventually boost your employer\'s brand reputation. </p>\r\n<h2 dir=\"ltr\">Challenges in Inbound Sourcing </h2>\r\n<p dir=\"ltr\">As a recruiter, you must consider the drawbacks of inbound recruitment before deciding on a strategy. However, it has more benefits; pay attention to the following drawbacks for better results.</p>\r\n<h3 dir=\"ltr\">1. Unsuitable for Short-term Recruitment</h3>\r\n<p dir=\"ltr\">According to an SHRM research report, <strong>83%</strong> of HR professionals reported having difficulty recruiting suitable job candidates in the past 12 months.</p>\r\n<p dir=\"ltr\">The percentage of these HR professionals increased over time. One of the main reasons for this difficulty was a low number of applicants, as reported by <strong>51%</strong> of hiring managers.</p>\r\n<pre dir=\"ltr\"><a title=\" HR professionals having difficulty recruiting suitable job candidates\" href=\"https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/Skills-Gap-2019.aspx\" target=\"_blank\" rel=\"noopener\"><img src=\"https://www.ismartrecruit.com/upload/blog/Statistics_Image_Design_-_Ajay_(1).webp.dat\" alt=\" 83% of HR professionals reported having difficulty recruiting suitable job candidates in the past 12 months\" width=\"1260\" height=\"750\"></a></pre>\r\n<p dir=\"ltr\">With a rise in recruitment difficulties, inbound recruitment methods are unfit for short-term hiring. If time is less, <a href=\"https://www.ismartrecruit.com/blog-11-musthave-qualities-for-hr-professionals\">HR professionals</a> can save time for suitable candidates to contact. The Inbound recruitment approach is best if Human Resource Planners forecast a vacancy in the future.</p>\r\n<h3 dir=\"ltr\">2. You Have to Wait for the Right Candidate to Get in Touch </h3>\r\n<p dir=\"ltr\">As you know, Inbound recruitment marketing helps create awareness about your organisation\'s existence. When people perceive your <a href=\"https://www.ismartrecruit.com/blog-company-culture-and-its-important\">company culture</a> positively, they want to be a part of your team. This approach gathers many resumes. But if you depend on Inbound recruitment alone, you will have to wait for suitable candidates to get in touch. </p>\r\n<p dir=\"ltr\">Unless that happens, your wait will be prolonged, disturbing your <a href=\"https://www.ismartrecruit.com/blog-scalable-recruiting-function-for-recruiters\">recruitment functions</a>. All are waiting, and no work risks the growth factor. Moreover, this is not the case with one position alone; with every vacancy, the same waiting process repeats, compromising the work.</p>\r\n<h3 dir=\"ltr\">3. General Targeting Widens Your Talent Pool </h3>\r\n<p dir=\"ltr\">If you receive many resumes and CVs daily, you are gathering a general candidate pool. Those resumes may need to meet your exact requirements. Hence, it makes Inbound recruitment unfit for specific targets. Furthermore, a more diverse <a href=\"https://www.ismartrecruit.com/blog-all-you-need-to-know-about-talent-pool\">talent pool</a> is a disadvantage, too, as you will have to consider the opportunity costs. </p>\r\n<p dir=\"ltr\">Besides, some candidates are not specifically looking for a job but send their resumes anyway to take a chance. This is good for gathering more talent, but you will only know who will provide quality work if hired. You must consider these drawbacks of inbound recruitment before entirely relying on it to make your hiring decisions.</p>\r\n<h2 dir=\"ltr\">Practical Tips for Inbound Recruitment in 2026</h2>\r\n<p dir=\"ltr\">Follow the tips listed below and get things sorted!</p>\r\n<h3 dir=\"ltr\">1. Update Your Website </h3>\r\n<p dir=\"ltr\">Updated information with relevant keywords on your website will increase your online visibility. It will also <a href=\"https://www.ismartrecruit.com/blog-employer-branding-strategies\">improve your employer branding</a>. Even if your blog posts are top-ranked on Google right now, there is always someone doing a better job for a higher ranking. Important information is a few clicks away these days; hence you need to update your website regularly.</p>\r\n<h3 dir=\"ltr\">2. Make the Mobile-friendly User Interface </h3>\r\n<p dir=\"ltr\">Your mobile-friendly user interface will further increase your talent pool. Did you know? The first quarter of 2023 generated<a href=\"https://www.statista.com/statistics/277125/share-of-website-traffic-coming-from-mobile-devices/\" target=\"_blank\" rel=\"noopener\"><strong> 54.8%</strong> </a>of global website traffic. Today, smartphones are more commonly used than laptops. </p>\r\n<p dir=\"ltr\">If your website only has a desktop-friendly interface, your bounce rates will increase, and potential candidates will never apply for a job. It is essential to assist visitors with an easy and fast website so they remain updated.</p>\r\n<h3 dir=\"ltr\">3. Strengthen Your Social Media Presence </h3>\r\n<p dir=\"ltr\">A survey found that <strong>82%</strong> of employers use <a href=\"https://www.ismartrecruit.com/blog-social-media-recruitment-guide\">social media to recruit passive candidates</a>. Social media is not used for entertainment purposes alone. Instead, recruiters leave no platform unturned to <a href=\"https://www.ismartrecruit.com/blog-how-to-acquire-the-best-talents-for-your-company\">acquire the best talents.</a> These recruiters are your competitors. So, it would help if you strengthen your social media presence for inbound recruitment.</p>\r\n<p><img src=\"https://www.ismartrecruit.com/upload/blog/80.webp.dat\" alt=\"82% of employers use social media to recruit passive job candidates\" width=\"1260\" height=\"750\"></p>\r\n<p dir=\"ltr\">Through social media, your employees will know more about your organisation, its culture, practices, etc., informally. Did you know? Top talents stay in the market for only ten days before employers hire them. So, before candidates can even reach you through your <a href=\"https://www.ismartrecruit.com/features-integration-with-career-website\">career website</a>, they are taken down. Hence, social media is crucial for Inbound recruitment.</p>\r\n<h3>4. Create and Share Highly Useful Content</h3>\r\n<ul>\r\n<li>What are your strong points that candidates will admire?</li>\r\n<li>How do you help them to grow?</li>\r\n<li>What is the image of your company\'s work environment?</li>\r\n</ul>\r\n<p>Create informative and engaging content to answer the above questions. This will add value to your target audience. It will be easier for you to attract them when the position opens in the company.</p>\r\n<p>Here are some tips for you to <a href=\"https://www.ismartrecruit.com/blog-boost-online-recruitment-with-content-marketing\">elevate your recruitment efforts via content marketing</a> efforts.</p>\r\n<ul>\r\n<li>Apply SEO and PPC techniques</li>\r\n<li>Find the relevant keywords</li>\r\n<li>Choose the right social media channel</li>\r\n<li>Create a compelling career page</li>\r\n</ul>\r\n<h2 dir=\"ltr\">Should You Choose an Inbound Recruitment Approach? </h2>\r\n<p dir=\"ltr\">When it comes to whether or not you should choose an Inbound recruitment approach, there are both advantages and disadvantages to consider. </p>\r\n<p dir=\"ltr\">While Inbound recruitment can provide you with a wider range of candidates to choose from, it\'s important to note that there are better solutions than this one. </p>\r\n<p dir=\"ltr\">To make the most of Inbound recruitment, you must work hard to establish a strong brand image that will <a href=\"https://www.ismartrecruit.com/blog-recruiting-secrets-boost-talent-attraction-retention\">attract suitable candidates</a> to your company. </p>\r\n<p dir=\"ltr\">That being said, if you\'re willing to put in the effort to create a solid brand image, Inbound recruitment can be a great way to ensure that you always have a steady stream of potential employees to choose from. </p>\r\n<p dir=\"ltr\">By using both <a href=\"https://www.ismartrecruit.com/blog-top-innovative-recruitment-methods-for-recruiters\">recruitment methods</a>, Inbound and outbound, as needed, you can ensure that you\'re always selecting from the best possible pool of candidates for any given position. </p>\r\n<p dir=\"ltr\">So, while Inbound recruitment may not be the perfect solution for every company, it is definitely worth considering if you\'re looking for ways to find and attract a wider range of top applicants for your organisation.</p>\r\n<h2><strong><span data-preserver-spaces=\"true\">How iSmartRecruit Can Help Your Inbound Recruitment Strategy? </span></strong></h2>\r\n<p><span data-preserver-spaces=\"true\">Want to simplify your inbound recruitment workflow?</span></p>\r\n<p><span data-preserver-spaces=\"true\">Did you say \'YES\' out loud? Then iSmartRecruit is at your rescue.</span></p>\r\n<p><span data-preserver-spaces=\"true\">Streamline your inbound recruitment processes and make them more efficient.</span></p>\r\n<p><span data-preserver-spaces=\"true\">Leverage features like website integration, automated social media posting, and job board promotions to attract more candidates.</span></p>\r\n<p><span data-preserver-spaces=\"true\">Elevate your employer brand with Recruitment Marketing features </span><span data-preserver-spaces=\"true\">like</span><span data-preserver-spaces=\"true\"> Branded Career Pages, Social Recruiting, Email Marketing Campaigns and Mobile Recruiting.</span></p>\r\n<p><span data-preserver-spaces=\"true\">With iSmartRecruit, you can easily manage all aspects of your inbound recruitment strategy and achieve your hiring goals </span><span data-preserver-spaces=\"true\">more effectively</span><span data-preserver-spaces=\"true\">.</span><span data-preserver-spaces=\"true\"> </span></p>\r\n<p><a class=\"editor-rtfLink\" href=\"https://www.ismartrecruit.com/request-demo\" target=\"_blank\" rel=\"noopener\"><span data-preserver-spaces=\"true\">Get a 30 Minutes of Demo Now</span></a><span data-preserver-spaces=\"true\"> and take the first step toward your inbound recruitment success!</span></p>\r\n<p dir=\"ltr\"><a href=\"https://www.ismartrecruit.com/request-demo?utm_source=Blog&utm_medium=CTA&utm_campaign=Inbound Recruitment\"><img src=\"https://www.ismartrecruit.com/upload/blog/Ready_to_Simplify_Inbound_Recruitment.webp.dat\" alt=\"Ready to Simplify Inbound Recruitment?\" width=\"1260\" height=\"300\"></a></p>\r\n<div class=\"faqs\">\r\n<h2>FAQs - Frequently Asked Questions</h2>\r\n<h3>What is inbound recruitment and how does it differ from outbound recruitment?</h3>\r\n<p>Inbound recruitment focuses on attracting candidates by building a strong employer brand and positive company culture, allowing candidates to find you. Outbound recruitment involves reaching out directly to candidates, often used for urgent hiring.</p>\r\n<h3>Can inbound recruitment help attract passive job seekers?</h3>\r\n<p>Yes, inbound recruitment strategies effectively target passive job seekers who are currently employed but open to better opportunities. It connects them to your organisation, broadening your talent pool.</p>\r\n<h3>What are the main benefits of using inbound recruitment?</h3>\r\n<p>Inbound recruitment increases your online visibility, reduces the need to actively contact candidates, and helps fill open positions more quickly. It also enhances candidate experience and employer branding.</p>\r\n<h3>Are there any drawbacks to inbound recruitment?</h3>\r\n<p>Inbound recruitment may not be suitable for urgent, short-term hiring since you must wait for candidates to approach you. It can also lead to a broader talent pool, requiring careful filtering.</p>\r\n<h3>How can iSmartRecruit support my inbound recruitment efforts?</h3>\r\n<p>iSmartRecruit offers tools like website integration, automated social media posting, job board promotions, and recruitment marketing features to streamline your inbound recruitment process and attract quality candidates.</p>\r\n</div>','','RECRUITING','Untitled_design_(2)1.webp','blog-inbound-recruitment-benefits-drawbacks-tips','Inbound Recruitment: Meaning, Benefits, Drawbacks & Tips','Inbound recruitment will assist you in expanding your talent pool. Learn about inbound recruitment marketing, including its benefits, drawbacks and tips.','inbound recruitment, inbound hiring, what is inbound recruitment, inbound talent, outbound recruitment, inbound v/s outbound recruitment, what are the benefits of inbound recruitment marketing, marketing strategies for inbound recruitment, inbound recruiting strategy, inbound and outbound recruiting, inbound recruiting funnel, inbound marketing for recruiters, inbound recruiting strategy, inbound recruiting definition, inbound recruitment meaning, inbound talent','',NULL,0,19,0,1,1,1,7,'Want to Manage Your Inbound Recruitment Easily? ','Choose iSmartRecruit to attract top talent. Create a strong employer brand by giving a positive experience to your candidates. ','','',0,'0.54','2021-08-11','2021-08-11 08:12:01','2025-12-16 17:29:26','anand@ikraftsolutions.com','megha@ikraftsolutions.com','','',0,0),(263,'12 Skills Every Talent Acquisition Specialist Needs','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>Talent acquisition specialists are vital for hiring talented employees who align with organisational goals.</li>\r\n<li>Key skills include effective communication, strategic HR planning, negotiation, analytical abilities, and sharp observation.</li>\r\n<li>Expertise in diversity, equity, and inclusion (DEI), social media recruitment, marketing, and technical tools is essential.</li>\r\n<li>Stress management, cost efficiency, and a commitment to continuous learning further enhance performance.</li>\r\n<li>The role is evolving with technology, requiring adaptability to AI, data analytics, and global recruitment trends.</li>\r\n<li>Developing these 12 skills positions specialists for success and supports long-term organisational growth.</li>\r\n<li>Effective talent acquisition goes beyond filling positions—it is about building an inclusive and dynamic workforce.</li>\r\n</ul>\r\n</div>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">The core strength of any successful organisation lies in its people. But finding the right people is harder than it looks.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Talent is not something you can manufacture. It is inherent, unique to each individual, and difficult to identify in a sea of applicants. That is precisely why talent acquisition specialists exist. They are the strategic force behind finding, attracting, and securing the best-fit candidates before your competitors do.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">But here is the challenge: 80% of employers in 2026 report difficulty filling roles easily, according to recent hiring data. In an increasingly competitive labour market shaped by AI tools, remote work, and shifting candidate expectations, the role of a talent acquisition specialist has never been more demanding or more important.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Here, we cover the 12 key skills every talent acquisition specialist must have in 2026. Whether you are building your own skill set or evaluating a TA specialist to hire, this guide gives you a clear, practical framework to work with.</p>\r\n<h2 dir=\"ltr\">12 Key Skills Every Talent Acquisition Expert Should Have</h2>\r\n<p dir=\"ltr\">These skills are drawn from thousands of real job postings and current hiring trends. Think of them as the non-negotiables that separate average recruiters from high-performing talent acquisition professionals.</p>\r\n<h3 dir=\"ltr\">1. Effective Communication Skills</h3>\r\n<p><span id=\"docs-internal-guid-b7be405c-7fff-7a9e-411f-fe46f08e4f94\">A Talent acquisition specialist should have good communication skills. With the pandemic, many organisations faced a huge communication gap with their employees. It is crucial to set clear expectations and deliver your message to potential candidates. Did you know?<a href=\"https://www.statista.com/statistics/831563/recruitment-trends-importance-of-diversity-by-country/\" target=\"_blank\" rel=\"noopener\"> 78% of talent acquisition specialists in Germany reported</a> diversity as a challenging issue in hiring. With such a diverse labour market, your talent acquisition specialist is responsible for choosing the best. They should understand the candidate and organisational needs, and fill any gaps for <a href=\"https://www.ismartrecruit.com/blog-tips-hiring-right-candidate\">successful hiring</a>.</span></p>\r\n<pre><span id=\"docs-internal-guid-b7be405c-7fff-7a9e-411f-fe46f08e4f94\"><img src=\"https://www.ismartrecruit.com/upload/blog/Diversity_Issue_Statistics.webp.dat\" alt=\"Diversity as a challenging issue in Hiring\" width=\"1260\" height=\"750\"><br></span></pre>\r\n<h3 dir=\"ltr\">2. Strategic HR Planning Abilities</h3>\r\n<p><span id=\"docs-internal-guid-6f60ef18-7fff-acf4-029e-beb0727ebc30\">It is important to forecast the workforce needs and plan beforehand. Economic conditions are very unpredictable in all countries hence affecting the labour market. Talent acquisition skills include<a href=\"https://www.ismartrecruit.com/blog-daily-routine-of-a-human-resource-manager\"> human resource planning</a>. The specialists should forecast the future labour needs, the present supply, and the balance between both. This will help in aligning the hiring decisions with the organisational goals. This is very crucial for your organisation so you are not left with any employee shortages or surpluses. If your talent acquisition specialist pre-plans, your company will enjoy higher profitability. Moreover,<a href=\"https://www.koreascience.or.kr/article/JAKO202109554061378.page\" target=\"_blank\" rel=\"noopener nofollow\"> research says</a>, strategic planning of human resources increases economic productivity too.</span></p>\r\n<pre><span id=\"docs-internal-guid-6f60ef18-7fff-acf4-029e-beb0727ebc30\"><img src=\"https://www.ismartrecruit.com/upload/blog/Strategic_HR_Planning.webp.dat\" alt=\"Strategic planning of human resource\" width=\"2240\" height=\"1260\"><br></span></pre>\r\n<h3 dir=\"ltr\">3. Advanced Negotiation Techniques</h3>\r\n<p dir=\"ltr\">Negotiation is all about your<a href=\"https://dictionary.cambridge.org/dictionary/english/people-skills\" target=\"_blank\" rel=\"noopener\"> people\'s skills</a> and can be very tricky as you need to please both parties. This is another skill you should look for in your talent acquisition specialist. He is the middle man between your organisation and the potential employees who need to benefit both. Remember, your hiring decision is long-term because once hired it is hard to fire an unfit employee. So you know who is capable of managing the employee issues? Of course, it is the person in the office that has hands-on experience in <a href=\"https://www.ismartrecruit.com/blog-recruitment-practices-hire-top-talent\">choosing the right talent</a> that is the talent acquisition expert.</p>\r\n<h3 dir=\"ltr\">4. Strong Analytical Skills</h3>\r\n<p><span id=\"docs-internal-guid-f3796cad-7fff-1fd8-8f42-234473cf762f\">In this era of technology, there is a lot of employee data that you need to process and analyse from different angles. Raw data is converted into useful information for analysis and action-taking. if your talent acquisition specialist fails to filter the important information it is useless. The talent acquisition skills include <a href=\"https://cllax.com/top-13-best-data-analysis-and-business-analytics-software.html\" target=\"_blank\" rel=\"noopener\">analysis of the market trends</a> and conditions. Moreover, it included defining data, forming reports, and managing employee behaviours. Wrong data analysis can bring a bad fortune for your organisation so look for these talent acquisition skills in the specialist of this field. Did you know?<a href=\"https://www2.deloitte.com/us/en/pages/human-capital/articles/talent-acquisition-analytics.html\" target=\"_blank\" rel=\"noopener\"> 83% of 924 companies globally</a> lack in analysing employee data. It means there are problematic areas that need prompt solutions but are unknown. As a result, companies suffer.</span></p>\r\n<pre><span id=\"docs-internal-guid-f3796cad-7fff-1fd8-8f42-234473cf762f\"><img src=\"https://www.ismartrecruit.com/upload/blog/Lack_in_analyzing_data.webp1.dat\" alt=\"Lack in analysing employee data\" width=\"1260\" height=\"750\"><br></span></pre>\r\n<h3 dir=\"ltr\">5. Sharp Observation Skills (Crucial to Talent Acquisition Skills)</h3>\r\n<p dir=\"ltr\">The talent acquisition skills should include observation skills as they are very necessary. Your expert needs to be aware of details so they don\'t miss any opportunity. Yet, not every detail is useful, so the specialist should pay attention and be very picky with details. Moreover, it is not easy to understand human behaviours, so observation skills can help in forming common patterns in everyone. Yes, perceptions can sometimes be wrong, but observing nature can prepare you for the worst.</p>\r\n<p dir=\"ltr\">A<a href=\"https://www.researchgate.net/publication/254700555_Use_of_observation_skills_as_a_teachinglearning_strategy_in_primary_science_classroom\" target=\"_blank\" rel=\"noopener\"> study reported</a> observation skills can be used as learning/teaching strategies. These skills engage trainees and help them in exploring their surroundings. It tells observations that the skills of your talent acquisition specialist can be transferred to others too. All this adds up to your<a href=\"https://www.ismartrecruit.com/blog-hiring-software-system\"> organisational growth.</a></p>\r\n<h3 dir=\"ltr\">6. Diversity, Equity, and Inclusion (DEI) Expertise</h3>\r\n<p dir=\"ltr\">In today’s hiring landscape, having strong DEI expertise is essential. </p>\r\n<p dir=\"ltr\">With <a href=\"https://www.ismartrecruit.com/blog-recruiting-trends-of-diversity-equity-inclusion\">DEI</a> expertise, you’re not just looking at skills and experience; you’re also considering how each candidate can contribute to a diverse and inclusive environment. It’s about making sure that all voices are heard and that everyone has an equal opportunity to succeed.</p>\r\n<p dir=\"ltr\">From crafting <a href=\"https://www.ismartrecruit.com/blog-what-is-job-description-how-to-write-it-effectively\">job descriptions</a> that appeal to a wide range of candidates to ensuring unbiased interview practices, DEI expertise helps you create a workplace where everyone feels valued and respected. This approach not only enriches the company culture but also enhances overall team performance and innovation.</p>\r\n<p dir=\"ltr\">So, DEI is a crucial tool for building a strong, dynamic, and inclusive team.</p>\r\n<h3>7. Talent Acquisition Skills Speak Through Marketing</h3>\r\n<p><span id=\"docs-internal-guid-cef30612-7fff-6c09-6e1c-696fc6b6b519\">Do you think it is easy to attract potential candidates? Absolutely not! For this, your talent acquisition specialist needs to possess exceptional marketing skills. They are responsible for making catchy job ads with attractive content.<a href=\"https://www.researchgate.net/publication/321025897_The_Impact_of_Online_Job_Advertisements\'_Appearance_on_Organizational_Attractiveness_From_Job_Seekers_Perspective\"> Research says</a> the job ads\' content and appearance impact your organisational effectiveness. Moreover,<a href=\"https://www.softwareadvice.com/hr/industryview/visual-job-postings-2014/\"> visual elements in your job ads increase company attractiveness</a> by 51%. It means talent acquisition skills are helpful in attracting the best-fit candidates to your organisation. You don\'t want to miss a talent because of poor marketing so ensure this skill is present with your TA specialists.</span></p>\r\n<pre><span id=\"docs-internal-guid-cef30612-7fff-6c09-6e1c-696fc6b6b519\"><img src=\"https://www.ismartrecruit.com/upload/blog/Job_Ads_(1).webp.dat\" alt=\"Job Ads look affect your organisational image\" width=\"2240\" height=\"1260\"><br></span></pre>\r\n<h3 dir=\"ltr\">8. Social Media Recruitment Expertise</h3>\r\n<p><span id=\"docs-internal-guid-e2db8d96-7fff-71d1-df8c-06da707c1299\">A decade ago, social media was just used for entertainment purposes. But now, both employees and employers use it for job-seeking and hiring purposes, respectively. According to<a href=\"https://www.glassdoor.com/employers/blog/going-inbound-talent-acquisition/#:~:text=The average candidate uses 18,company before applying (source).&text=79% of job seekers are,their job search (source).\"> Glassdoor</a>, 79% of job seekers actively use social media for job search. Do you know what this means? You may find your next employee on some social media platforms. But, what if your talent acquisition specialist is unable to use social media? You will surely lose your potential candidates to your competitors. To avoid this issue, look for social media management skills in your talent acquisition specialist.</span></p>\r\n<p><span id=\"docs-internal-guid-e2db8d96-7fff-71d1-df8c-06da707c1299\"><img src=\"https://www.ismartrecruit.com/upload/blog/_job_seekers_actively_use_social_media_for_job_search.webp.dat\" alt=\"Candidates use social media for Job search\" width=\"1260\" height=\"750\"><br></span></p>\r\n<h3 dir=\"ltr\">9. Stress Management Techniques</h3>\r\n<p dir=\"ltr\">Stress ruins your daily activities if it is unmanaged. But what is its link with the talent acquisition specialist? He handles <a href=\"https://www.ismartrecruit.com/blog-digital-age-modern-recruitment-trends\">finding, attracting, and hiring the best-fit candidates</a> without any room for mistakes. Your talent acquisition specialist competencies include finding long-term and productive employees. Their talents can benefit your organisation with proper utilisation. Making the right decision in a limited time can be very stressful along with managing the new talents. Hence, stress management skills are very vital for better performance.</p>\r\n<h3 dir=\"ltr\">10. Cost Efficiency in Hiring</h3>\r\n<p><span id=\"docs-internal-guid-93c3e159-7fff-b063-8c30-309186ca965b\">According to the US department of labor, the<a href=\"https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/?sh=71dfd6e44aa4\"> cost of bad hires can reach up to 30%</a> of the employee\'s first-year earnings. This is a crucial decision for your talent acquisition manager hence he needs to estimate and analyse all the potential costs. He should work on ways to cut costs and improve the satisfaction levels of the hiring managers. satisfied managers prevent the loss from bad hires. They also need to analyse the time to fill any position. If your talent acquisition specialist values time and money and possesses cost management skills, you are likely to meet positive outcomes.</span></p>\r\n<pre><span id=\"docs-internal-guid-93c3e159-7fff-b063-8c30-309186ca965b\"><img src=\"https://www.ismartrecruit.com/upload/blog/Cost_of_bad_hires_is_high.webp.dat\" alt=\"Cost of bad hire is high\" width=\"1260\" height=\"750\"><br></span></pre>\r\n<h3 dir=\"ltr\">11. Technical Expertise in Recruitment</h3>\r\n<p dir=\"ltr\">The field of Human Resource Management is vast. It consists of different departments that need technical experts.</p>\r\n<p dir=\"ltr\">Talent acquisition specialists need <a href=\"https://www.zavzy.io/blog/technical-competencies-examples\" target=\"_blank\" rel=\"noopener\">specific technical skills</a> that make them unique and credible. They should know the use of the <a href=\"https://www.ismartrecruit.com/blog-talent-acquisition-software-guide-for-recruiters\">talent acquisition solutions</a> such as <a href=\"https://www.ismartrecruit.com/blog-applicant-tracking-system-guide-for-recruiters\">Applicant Tracking System,</a> Human Resource Information Management Systems,<a href=\"https://www.ismartrecruit.com/blog-employee-onboarding-portal\"> on-boarding portals</a>, and other such software. It is important for attracting and recruiting the right candidates. With greater technical skills in the area, talent acquisition specialists perform better.</p>\r\n<h3 dir=\"ltr\">12. Continuous Learning and Development</h3>\r\n<p dir=\"ltr\">Your talent acquisition specialist should be open to new knowledge and carry a willingness to learn and adapt. Talent acquisition skills of the future may have different requirements than today. So, your specialist should be open to new information and carry the traits of seeing things from different perspectives. Learning skills lead to a person\'s development and, hence, are the epitome of career advancement in every field. In the end, these skills will add up to your competitive advantage when the hiring, acquisition, and market requirements evolve.</p>\r\n<h2 dir=\"ltr\">How to Become a Talent Acquisition Specialist?</h2>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Breaking into talent acquisition typically starts with a background in HR, business, or psychology, though many specialists enter through administrative or coordination roles and develop their expertise on the job.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">The real differentiators are practical experience, a strong understanding of the skills above, and a genuine interest in people and strategy. Certifications like NextInHR, SHRM-CP, AIRS, or LinkedIn Recruiter credentials add credibility and often translate into higher compensation.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Most importantly, great talent acquisition specialists are curious. They ask why a hire did not work out, look for patterns in their data, and continuously refine their approach based on outcomes.</p>\r\n<pre dir=\"ltr\"><br><a title=\"Meaning of TalentAcquisition along With Process&Strategies\" href=\"https://www.ismartrecruit.com/blog-talent-acquisition-for-hiring-process\"><img src=\"https://www.ismartrecruit.com/upload/blog/Meaning_of_Talent_Acquisition_along_with_Process_Strategies.webp.dat\" alt=\"Meaning of TalentAcquisition\" width=\"1260\" height=\"300\"></a></pre>\r\n<h2 dir=\"ltr\">Evolving Role of a Talent Acquisition Specialist in 2026</h2>\r\n<p dir=\"ltr\">Talent Acquisition Specialist’s roles are changing rapidly due to how tech interweaves in recruitment.</p>\r\n<p dir=\"ltr\"> In the past, this role might have focused mainly on filling positions and managing recruitment processes, but today, it\'s so much more than that.</p>\r\n<p dir=\"ltr\">AI and data analytics are becoming integral parts of recruitment. A Talent Acquisition Specialist now needs to be comfortable not just with traditional<a href=\"https://www.ismartrecruit.com/blog-recruiting-methods-for-recruiters-and-hrs\"> recruitment methods</a> but also with these advanced tools that help identify the right talent more efficiently.</p>\r\n<p dir=\"ltr\">Moreover, the expectations from organisations have grown. Companies are looking for specialists who can understand the broader business strategy and align <a href=\"https://www.ismartrecruit.com/blog-talent-acquisition-for-hiring-process\">talent acquisition</a> efforts accordingly. This means being more strategic, thinking ahead about workforce needs, and being able to attract not just any candidate but the best fit for the company\'s future.</p>\r\n<p dir=\"ltr\">In addition, Remote work, flexible schedules, and a more global<a href=\"https://www.ismartrecruit.com/blog-all-you-need-to-know-about-talent-pool\"> talent pool </a>mean that you need to adapt to new ways of finding and engaging candidates. It\'s about understanding different cultures, being open to diverse talent, and creating an inclusive <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">recruitment process</a>.</p>\r\n<p dir=\"ltr\">So, in 2026, the role will be more dynamic, requiring a blend of traditional skills with a forward-thinking approach.</p>\r\n<h2 dir=\"ltr\">Conclusion</h2>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Hiring the right people is one of the highest-leverage decisions any organisation makes. Talent acquisition specialists sit at the centre of that process, and the quality of their skills directly shapes the quality of every hire.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">The 12 skills covered in this blog represent both the current requirements and the future direction of the role. From communication and negotiation to AI fluency and DEI expertise, each skill builds on the others to create a TA specialist who adds genuine strategic value.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal\">Whether you are developing your own capabilities or building out your talent acquisition team, use these skills as your benchmark. The organisations that invest in developing strong talent acquisition functions consistently attract better candidates, hire faster, and retain more of the people they bring on board.</p>\r\n<pre dir=\"ltr\"><a title=\"Streamline your hiring process now!!!\" href=\"https://www.ismartrecruit.com/request-demo?utm_source=blog&utm_medium=blog_cta_image&utm_campaign=cta_demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/blog_cta_image_final15.png\" alt=\"Streamline your hiring process now!!!\" width=\"1260\" height=\"230\"></a></pre>\r\n<div class=\"faqs\">\r\n<h2>Frequently Asked Questions (FAQs)</h2>\r\n<h3>1. What are the essential skills a talent acquisition specialist must have?</h3>\r\n<p>A talent acquisition specialist should possess effective communication, strategic planning, negotiation, analytical, and strong social media skills. These skills help in attracting, assessing, and securing top talent, ensuring successful and inclusive hiring processes.</p>\r\n<h3>2. How does iSmartRecruit assist talent acquisition specialists?</h3>\r\n<p>iSmartRecruit offers advanced recruitment solutions such as applicant tracking systems and onboarding portals. These tools empower specialists to streamline hiring, manage candidates efficiently, and enhance overall recruitment performance.</p>\r\n<h3>3. Why is diversity, equity, and inclusion (DEI) expertise important in talent acquisition?</h3>\r\n<p>DEI expertise ensures equal opportunities for all candidates and fosters an inclusive workplace culture. It helps attract a diverse talent pool, which boosts innovation and strengthens organisational performance over time.</p>\r\n<h3>4. How is the role of talent acquisition specialists evolving with technology?</h3>\r\n<p>With AI and data analytics integration, specialists now use advanced tools for efficient recruitment. They align hiring with business strategies and adapt to remote and global talent markets for a more dynamic and effective approach.</p>\r\n<h3>5. What strategies can help a talent acquisition specialist manage stress effectively?</h3>\r\n<p>Balancing tasks with proper time management, prioritising duties, and continuous learning are key. Managing stress helps specialists make accurate hiring decisions and maintain productivity under pressure.</p>\r\n</div>','','RECRUITING','Top_Talent_Acquisition_Specialist_Skills.webp','blog-talent-acquisition-specialist-key-skills','12 Skills Every Talent Acquisition Specialist Needs','Want to excel as a Talent Acquisition Specialist? Discover 12 must-have skills to sharpen your hiring strategy and attract top talent in 2026.','talent acquisition process, talent acquisition skills, talent acquisition  specialist, talent acquisition questions, talent acquisition software, talent acquisition certification, talent acquisition job description, difference between talent acquisition and recruitment','{\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What are the essential skills a talent acquisition specialist must have?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"A talent acquisition specialist should possess effective communication, strategic planning, negotiation, analytical, and strong social media skills. These skills help in attracting, assessing, and securing top talent, ensuring successful and inclusive hiring processes.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"How does iSmartRecruit assist talent acquisition specialists?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"iSmartRecruit offers advanced recruitment solutions such as applicant tracking systems and onboarding portals. These tools empower specialists to streamline hiring, manage candidates efficiently, and enhance overall recruitment performance.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Why is diversity, equity, and inclusion (DEI) expertise important in talent acquisition?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"DEI expertise ensures equal opportunities for all candidates and fosters an inclusive workplace culture. It helps attract a diverse talent pool, which boosts innovation and strengthens organisational performance over time.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"How is the role of talent acquisition specialists evolving with technology?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"With AI and data analytics integration, specialists now use advanced tools for efficient recruitment. They align hiring with business strategies and adapt to remote and global talent markets for a more dynamic and effective approach.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What strategies can help a talent acquisition specialist manage stress effectively?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Balancing tasks with proper time management, prioritising duties, and continuous learning are key. Managing stress helps specialists make accurate hiring decisions and maintain productivity under pressure.\"\r\n      }\r\n    }\r\n  ]\r\n}',NULL,0,8,0,1,1,1,7,'','','','',0,'0.56','2021-08-12','2021-08-12 09:43:32','2026-06-10 12:39:04','khyati@marketing.com','anand@ikraftsolutions.com','','',0,0),(264,'Job Advertisement: The Big Door to Your Organization','<p><span id=\"docs-internal-guid-8bf7883c-7fff-7fd8-b453-868f330a39d8\">Have you ever considered the impact of your job ads on the job seekers? It is just an advertisement to attract candidates but are you even <a href=\"https://www.ismartrecruit.com/blog-recruitment-practices-hire-top-talent\">attracting the right talent?</a> LinkedIn is considered as the top social networking site for <a href=\"https://www.ismartrecruit.com/blog-digital-age-modern-recruitment-trends\">hiring candidates</a>. The number of its users has increased by<a href=\"https://kinsta.com/blog/linkedin-statistics/\"> 60% in the last 10 years</a>. But stats tell users only spend around<a href=\"https://kinsta.com/blog/linkedin-statistics/\"> 17 minutes on LinkedIn every month</a>.<br><img src=\"https://www.ismartrecruit.com/admin/upload/blog/LinkedIn_-_top_social_network.png\" alt=\"LinkedIn top social network\" width=\"1200\" height=\"700\"><br><br></span></p>\r\n<p dir=\"ltr\">Imagine a site that is used worldwide for hiring and job search is used only for a short span. It means you only have few minutes to attract potential employees. So how are you going to do that? Here, job advertisements have a huge role to play. Like you, other employers too are in search of the <a href=\"https://www.ismartrecruit.com/blog-top-5-recruitment-channels-that-delivers-the-best-candidates\">best candidates.</a> But, the best does not just fall into your lap. You need to make effort.</p>\r\n<p><span id=\"docs-internal-guid-8ff1fe19-7fff-b096-fc13-b89b59bc24d8\"><a href=\"https://www.softwareadvice.com/hr/industryview/visual-job-postings-2014/\">Statistics</a> tell 51% of the candidates are more attracted to job ads that contain visual elements. Another finding tells shorter job ads gather<a href=\"https://www.linkedin.com/business/talent/blog/talent-acquisition/stats-that-will-change-the-way-you-write-job-posts\"> 8.4% more applications</a> per view than the average.<br><br></span></p>','','RECRUITING','Job_Advertisement.png','job-advertisement-the-big-door-to-your-organization','Job Advertisement: The big door to your organization!','Online Job vacancy advertisements have a crucial role in recruitment. Hiring ads should be error-free. Read to find what is the impact of your job ads on job seekers?','job advertisement, job ads, job vacancy advertisement, hiring ads, post free job ads, online job advertisement',NULL,NULL,1,12,0,1,1,1,7,NULL,NULL,NULL,NULL,0,'','2021-08-16','2021-08-16 14:03:15','2024-11-25 05:57:23','khyati@marketing.com','nirmal@ikraftsolutions.com','','',0,0),(265,'Job Advertisement Guide: How to Write Effective Job Adverts','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>A job advertisement is a strategic tool that shapes candidate perceptions and reflects your employer brand.</li>\r\n<li>Effective job adverts balance clarity, appeal, and strategic content to attract the right talent amidst intense competition.</li>\r\n<li>Inclusion of key elements like job title, summary, responsibilities, salary, and application instructions enhances advert performance.</li>\r\n<li>Avoid jargon, unclear descriptions, and missing salary or location information to maintain candidate trust.</li>\r\n</ul>\r\n</div>\r\n<p data-start=\"348\" data-end=\"738\">A job advertisement is one of the most important tools in modern recruitment. In today’s competitive hiring landscape, a well-written job advert shapes how candidates perceive your organisation, culture, and leadership. For HR professionals, recruiters, and staffing agencies, crafting a compelling, well-structured job advert is essential to successful hiring outcomes.</p>\r\n<p data-start=\"740\" data-end=\"1100\">To fully appreciate this ‘big door’ metaphor, it is important to understand what a job advertisement truly entails and why it plays such a pivotal role in recruitment today. Whether referred to as a job advert, job posting, or job listing, this outward-facing communication is designed to attract the right talent and establish a positive candidate experience.</p>\r\n<p data-start=\"1102\" data-end=\"1342\">Here, we explore what makes a job advertisement effective, how it influences employer branding, and how to optimise job postings using the latest data, SEO principles, and best writing practices aligned with modern recruitment challenges.</p>\r\n<h2 data-start=\"1261\" data-end=\"1320\">What is a Job Advertisement and Why Is It Important?</h2>\r\n<p>A job advertisement is a public job listing used by organisations to attract candidates by promoting a vacancy, describing the role, and explaining how to apply.</p>\r\n<p data-start=\"1322\" data-end=\"1586\">A job advertisement is a public communication used to promote a vacant role to potential candidates. Unlike a <a href=\"https://www.ismartrecruit.com/blog-what-is-job-description-how-to-write-it-effectively\">job description</a>, which outlines internal responsibilities, a job advert is outward-facing and crafted to engage candidates emotionally and professionally.</p>\r\n<p data-start=\"1588\" data-end=\"1763\">You will typically find job adverts on job boards, social media, company websites and recruitment platforms. It needs to strike a balance between clarity, appeal and strategy.</p>\r\n<p data-start=\"1765\" data-end=\"2287\">According to the REC Labour Market Tracker, there were 1.49 million active job postings, including over 750,000 new job adverts in that single month. This represented a 6.2% increase from May, underscoring the intense competition for talent in today’s market. Amidst this volume, your job advert needs to be visually distinct and contextually relevant to capture attention [<a href=\"https://www.rec.uk.com/our-view/news/press-releases/labour-market-tracker-uk-job-market-sees-growth-new-postings-rec\" target=\"_blank\" rel=\"noopener\">Source</a>]. Given this broad role, it is crucial to explore exactly why an effective job advert can make or break your hiring success.</p>\r\n<p data-start=\"1765\" data-end=\"2287\"><img src=\"https://www.ismartrecruit.com/upload/blog/REC_Labour_Market_Tracker_Survey.webp.dat\" alt=\"UK job advertisement market statistics recruitment survey\" width=\"1260\" height=\"750\"></p>\r\n<h2 data-start=\"2294\" data-end=\"2362\">Why Job Advertisements Are Critical in the Recruitment Process</h2>\r\n<p data-start=\"2499\" data-end=\"2720\">A well-written <a href=\"https://mygovtjob.in\" target=\"_blank\" rel=\"noopener\">job advertisement</a> delivers much more than basic information. It drives visibility, aligns expectations, and accelerates the <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">hiring process</a>. Several key factors underline why your job advert matters so much:</p>\r\n<h3>1. First Impressions Shape Interest</h3>\r\n<p>Your job posting is often a candidate’s first interaction with your organisation. Poor formatting, vague language, or missing details can discourage high-quality applicants from applying.</p>\r\n<h3>2. Drives Employer Brand Visibility</h3>\r\n<p>A clear and professional job listing reflects your company’s tone, values, and standards. It offers candidates an early glimpse into how they may be treated throughout the hiring journey.</p>\r\n<h3>3. Improves Candidate Quality</h3>\r\n<p>The more precisely your advert targets the ideal applicant, the more likely you are to receive relevant and qualified applications.</p>\r\n<h3>4. Reduces Hiring Costs and Time-to-Fill</h3>\r\n<p>Fewer unqualified applications translate to less time spent screening, which speeds up shortlisting and hiring.</p>\r\n<h3>5. Establishes Clear Expectations</h3>\r\n<p>Well-defined responsibilities, benefits, and qualifications help candidates feel informed and confident about whether the role suits them.</p>\r\n<p data-start=\"3688\" data-end=\"3833\">Understanding these critical impacts naturally leads us to consider what elements should be included to maximise your job advert’s effectiveness.</p>\r\n<h2 data-start=\"3402\" data-end=\"3449\">What Should Be Included in a Job Advert?</h2>\r\n<p data-start=\"3885\" data-end=\"4043\">An effective job advertisement should include several essential components to communicate the opportunity clearly and <a href=\"https://www.ismartrecruit.com/blog-recruiting-secrets-boost-talent-attraction-retention\">attract the right candidates</a>. These are:</p>\r\n<p data-start=\"4048\" data-end=\"4193\"><strong data-start=\"4048\" data-end=\"4061\">1. Job Title</strong></p>\r\n<p data-start=\"4048\" data-end=\"4193\">Use clear, specific, and searchable titles such as “HR Manager” rather than vague terms like “HR Rockstar.”</p>\r\n<p data-start=\"4048\" data-end=\"4193\"><strong data-start=\"4198\" data-end=\"4213\">2. Job Summary</strong></p>\r\n<p data-start=\"4048\" data-end=\"4193\">Begin with a compelling overview of the role and its impact. Explain why the job exists and what makes it exciting.</p>\r\n<p data-start=\"4336\" data-end=\"4497\"><strong data-start=\"4336\" data-end=\"4356\">3. Company Overview</strong></p>\r\n<p data-start=\"4336\" data-end=\"4497\">Briefly describe your company, mission, and culture. Highlight unique selling points such as awards, social initiatives, or recent growth.</p>\r\n<p data-start=\"4502\" data-end=\"4626\"><strong data-start=\"4502\" data-end=\"4522\">4. Responsibilities</strong></p>\r\n<p data-start=\"4502\" data-end=\"4626\">List key duties using bullet points. Be concise but detailed enough to convey daily tasks accurately.</p>\r\n<p data-start=\"4631\" data-end=\"4765\"><strong data-start=\"4631\" data-end=\"4669\">5. Required Skills and Qualifications</strong></p>\r\n<p data-start=\"4631\" data-end=\"4765\">Separate essential skills from preferred ones. Avoid unrealistic or unnecessary requirements.</p>\r\n<p data-start=\"4770\" data-end=\"5013\"><strong data-start=\"4770\" data-end=\"4793\">6. Salary and Benefits</strong></p>\r\n<p data-start=\"4770\" data-end=\"5013\">Transparency here matters. According to the Indeed 2026 UK Hiring Trends Report, 72% of job adverts now include salary information, boosting trust and increasing application rates.</p>\r\n<p data-start=\"5018\" data-end=\"5164\"><strong data-start=\"5018\" data-end=\"5051\">7. Work Environment and Location</strong></p>\r\n<p data-start=\"5018\" data-end=\"5164\">Clarify whether the role is on-site, remote, or hybrid, as flexibility is a major filter for candidates today.</p>\r\n<p data-start=\"5018\" data-end=\"5164\"><strong data-start=\"5169\" data-end=\"5197\">8. Application Instructions</strong></p>\r\n<p data-start=\"5018\" data-end=\"5164\">Clearly explain how candidates should apply, what documents to submit, and any deadlines.</p>\r\n<p data-start=\"5294\" data-end=\"5406\"><strong data-start=\"5294\" data-end=\"5327\">9. Equal Opportunities Statement</strong></p>\r\n<p data-start=\"5294\" data-end=\"5406\">Demonstrate your commitment to inclusivity with neutral, bias-free language.</p>\r\n<p data-start=\"5408\" data-end=\"5551\">While it’s essential to know what to include, it’s equally important to avoid common pitfalls that can undermine your job advert’s performance.</p>\r\n<h2 data-start=\"5118\" data-end=\"5158\">Mistakes to Avoid in Job Postings</h2>\r\n<p data-start=\"5596\" data-end=\"5700\">Crafting a job listing can be challenging, but avoiding these frequent errors will improve your results:</p>\r\n<ul data-start=\"5702\" data-end=\"6084\">\r\n<li data-start=\"5702\" data-end=\"5772\">\r\n<p data-start=\"5704\" data-end=\"5772\">Using jargon or internal acronyms that candidates won’t understand</p>\r\n</li>\r\n<li data-start=\"5773\" data-end=\"5841\">\r\n<p data-start=\"5775\" data-end=\"5841\">Failing to mention compensation or location reduces trust</p>\r\n</li>\r\n<li data-start=\"5842\" data-end=\"5918\">\r\n<p data-start=\"5844\" data-end=\"5918\">Writing unclear, overly long, or vague descriptions that confuse readers</p>\r\n</li>\r\n<li data-start=\"5919\" data-end=\"6008\">\r\n<p data-start=\"5921\" data-end=\"6008\">Over-promising on responsibilities or benefits can damage an employer\'s credibility</p>\r\n</li>\r\n<li data-start=\"6009\" data-end=\"6084\">\r\n<p data-start=\"6011\" data-end=\"6084\">Omitting a clear call to action leaves candidates unsure how to proceed</p>\r\n</li>\r\n</ul>\r\n<p data-start=\"6086\" data-end=\"6195\">Avoiding these traps helps maintain a positive <a href=\"https://www.ismartrecruit.com/blogs/how-recruiters-use-ats-improve-candidate-experience\">candidate experience</a> and encourages high-quality applications.</p>\r\n<p data-start=\"6197\" data-end=\"6333\">Beyond the mechanics of writing a job advert, the language and tone you choose have significant implications for your employer branding.</p>\r\n<h2 data-start=\"5390\" data-end=\"5440\">How do Job Adverts Influence Employer Branding?</h2>\r\n<p data-start=\"6392\" data-end=\"6620\">A job listing is more than just an announcement; it reflects your organisation’s internal values, tone of communication, and professionalism. Your choice of language and style creates an early impression of your <a href=\"https://www.ismartrecruit.com/recruitment-glossary/company-culture-term\">company culture</a>.</p>\r\n<p data-start=\"6622\" data-end=\"6997\">Make sure your tone matches your company’s identity. For example, a start-up might adopt a friendly, conversational voice, while a legal or healthcare organisation might prefer a more formal tone. Emphasise values such as diversity, innovation, growth, and a people-first culture where appropriate; these are increasingly critical to candidates evaluating potential employers.</p>\r\n<p data-start=\"6999\" data-end=\"7129\">With your brand voice clearly defined, let’s explore practical steps to craft job adverts that resonate with the right candidates.</p>\r\n<h2 data-start=\"5933\" data-end=\"5996\">How to Write a Job Advertisement That Attracts the Right Talent</h2>\r\n<p data-start=\"7198\" data-end=\"7270\">To maximise the impact of your job adverts, follow these best practices:</p>\r\n<ul data-start=\"7272\" data-end=\"7737\">\r\n<li data-start=\"7272\" data-end=\"7341\">\r\n<p data-start=\"7274\" data-end=\"7341\">Write with a clear understanding of your target candidate persona</p>\r\n</li>\r\n<li data-start=\"7342\" data-end=\"7408\">\r\n<p data-start=\"7344\" data-end=\"7408\">Use inclusive, accessible language that <a href=\"https://www.ismartrecruit.com/blog-reduce-hiring-bias-for-successful-recruiting\">avoids bias</a> and jargon</p>\r\n</li>\r\n<li data-start=\"7409\" data-end=\"7483\">\r\n<p data-start=\"7411\" data-end=\"7483\">Structure content with subheadings and bullet points for easy scanning</p>\r\n</li>\r\n<li data-start=\"7484\" data-end=\"7547\">\r\n<p data-start=\"7486\" data-end=\"7547\">Focus on the role’s value, impact, and growth opportunities</p>\r\n</li>\r\n<li data-start=\"7548\" data-end=\"7613\">\r\n<p data-start=\"7550\" data-end=\"7613\">Avoid filler content or vague claims that dilute your message</p>\r\n</li>\r\n<li data-start=\"7614\" data-end=\"7737\">\r\n<p data-start=\"7616\" data-end=\"7737\">Incorporate keyword-rich but natural phrases like \"job listing,\" \"job posting,\" and \"career opportunity\" for SEO benefits</p>\r\n</li>\r\n</ul>\r\n<p data-start=\"7739\" data-end=\"7874\">One frequently debated aspect of job adverts is whether salary information should be included; let’s examine why transparency matters.</p>\r\n<h3 data-start=\"6371\" data-end=\"6428\">Should You Include Salary in a Job Advertisement?</h3>\r\n<p data-start=\"7935\" data-end=\"8131\">Including salary details in your job adverts is now standard practice. Research shows that adverts with salary ranges receive higher engagement and are perceived as more trustworthy by candidates.</p>\r\n<p data-start=\"8133\" data-end=\"8396\">Salary transparency reduces application drop-off rates and builds early trust, particularly among qualified professionals. Being upfront about compensation signals respect for candidates’ time and helps attract applicants whose expectations align with your offer.</p>\r\n<p data-start=\"8398\" data-end=\"8500\">Alongside content, the length of your job advert also influences candidate engagement and readability.</p>\r\n<h3 data-start=\"6585\" data-end=\"6634\">What Is the Ideal Length of a Job Advert?</h3>\r\n<p data-start=\"8553\" data-end=\"8776\">A well-crafted job advert typically ranges between 600 and 900 words. This length provides sufficient space to include all essential information while maintaining a format that is easy to scan, especially on mobile devices.</p>\r\n<p data-start=\"8778\" data-end=\"8931\">Balancing detail with clarity is key. The text is too short, and candidates may miss critical information. Too long, and your advert risks losing readers’ attention.</p>\r\n<p data-start=\"8933\" data-end=\"9040\">After perfecting your job advert, the next key consideration is where to publish it for maximum visibility.</p>\r\n<h2 data-start=\"6827\" data-end=\"6876\">Where Should You Publish Your Job Posting?</h2>\r\n<p data-start=\"9094\" data-end=\"9228\">To achieve optimal reach and attract high-quality candidates, it is best to publish your job advertisements across multiple platforms:</p>\r\n<ul data-start=\"9230\" data-end=\"9814\">\r\n<li data-start=\"9230\" data-end=\"9323\">\r\n<p data-start=\"9232\" data-end=\"9323\"><strong data-start=\"9232\" data-end=\"9254\">General job boards</strong> such as Indeed, CV-Library, and Reed attract large <a href=\"https://www.ismartrecruit.com/blog-all-you-need-to-know-about-talent-pool\">candidate pools</a></p>\r\n</li>\r\n<li data-start=\"9324\" data-end=\"9420\">\r\n<p data-start=\"9326\" data-end=\"9420\"><strong data-start=\"9326\" data-end=\"9352\">Professional platforms</strong> like LinkedIn offer targeting options for industry-specific roles</p>\r\n</li>\r\n<li data-start=\"9421\" data-end=\"9528\">\r\n<p data-start=\"9423\" data-end=\"9528\"><strong data-start=\"9423\" data-end=\"9438\">Niche sites</strong> tailored to tech, creative, healthcare, or nonprofit sectors provide specialised talent</p>\r\n</li>\r\n<li data-start=\"9529\" data-end=\"9622\">\r\n<p data-start=\"9531\" data-end=\"9622\"><strong data-start=\"9531\" data-end=\"9561\">Your company’s career page</strong> maintains brand control and encourages direct applications</p>\r\n</li>\r\n<li data-start=\"9623\" data-end=\"9720\">\r\n<p data-start=\"9625\" data-end=\"9720\"><strong data-start=\"9625\" data-end=\"9650\">Social media channels,</strong> including LinkedIn, Twitter, and Facebook, expand your network reach</p>\r\n</li>\r\n<li data-start=\"9721\" data-end=\"9814\">\r\n<p data-start=\"9723\" data-end=\"9814\"><strong data-start=\"9723\" data-end=\"9744\">Referral networks,</strong> such as employee and alumni connections, tap into trusted talent pools</p>\r\n</li>\r\n</ul>\r\n<p data-start=\"9816\" data-end=\"9921\">Publishing is just the start; to continually improve, you need to measure how well your adverts perform.</p>\r\n<h2 data-start=\"7486\" data-end=\"7538\">How to Measure the Success of Your Job Advert?</h2>\r\n<p data-start=\"9978\" data-end=\"10115\">Evaluating job advert effectiveness allows you to optimise your recruitment strategy. Key performance indicators (KPIs) to track include:</p>\r\n<ul data-start=\"10117\" data-end=\"10260\">\r\n<li data-start=\"10117\" data-end=\"10145\">\r\n<p data-start=\"10119\" data-end=\"10145\">Click-through rate (CTR)</p>\r\n</li>\r\n<li data-start=\"10146\" data-end=\"10166\">\r\n<p data-start=\"10148\" data-end=\"10166\">Application rate</p>\r\n</li>\r\n<li data-start=\"10167\" data-end=\"10183\">\r\n<p data-start=\"10169\" data-end=\"10183\"><a href=\"https://www.ismartrecruit.com/blogs/how-to-reduce-time-to-hire-recruitment-automation\">Time to hire</a></p>\r\n</li>\r\n<li data-start=\"10184\" data-end=\"10202\">\r\n<p data-start=\"10186\" data-end=\"10202\">Source of hire</p>\r\n</li>\r\n<li data-start=\"10203\" data-end=\"10225\">\r\n<p data-start=\"10205\" data-end=\"10225\">Cost per applicant</p>\r\n</li>\r\n<li data-start=\"10226\" data-end=\"10260\">\r\n<p data-start=\"10228\" data-end=\"10260\">Quality of applications received</p>\r\n</li>\r\n</ul>\r\n<p data-start=\"10262\" data-end=\"10377\">Using <a href=\"https://www.personizely.net/blog/ab-testing-tools\" target=\"_blank\" rel=\"noopener\">A/B testing tools</a> to test different headlines, summaries, or calls to action can also reveal what resonates best with candidates.</p>\r\n<p data-start=\"10379\" data-end=\"10476\">As recruitment evolves, so do job adverts; let’s look at the emerging trends shaping the future.</p>\r\n<h2 data-start=\"7739\" data-end=\"7853\">The Future of Job Advertisements: Emerging Trends in Recruitment</h2>\r\n<p data-start=\"10552\" data-end=\"10828\">Job advertisements are evolving from simple vacancy notices into strategic, technology-driven communication tools. Artificial intelligence (AI) now helps optimise job listings by suggesting inclusive language and improving candidate targeting, saving recruiters valuable time.</p>\r\n<p data-start=\"10830\" data-end=\"11146\">Personalisation is increasing, with data-driven adverts tailored to specific candidate groups to boost engagement and application quality. Transparency remains a priority; over 70% of candidates expect clear salary information upfront, alongside details about flexible work options like remote or hybrid arrangements.</p>\r\n<p data-start=\"11148\" data-end=\"11344\">Mobile optimisation is essential, as more than 60% of job seekers primarily use smartphones for job searches. Ensuring adverts are mobile-friendly enhances candidate experience and broadens reach.</p>\r\n<p data-start=\"11346\" data-end=\"11546\">Together, these trends highlight a future where job adverts are more personalised, transparent, and tech-enabled, enabling organisations to attract top talent more efficiently in a competitive market.</p>\r\n<h2>Key Takeaways</h2>\r\n<ul>\r\n<li>A job advertisement acts as the first impression of your organisation for potential candidates.</li>\r\n<li>Clear job titles, salary transparency, and structured descriptions improve application quality.</li>\r\n<li>Strong job adverts enhance employer branding and candidate experience.</li>\r\n<li>Publishing job listings across multiple channels increases reach and engagement.</li>\r\n<li>Tracking job advert metrics helps optimise recruitment performance.</li>\r\n</ul>\r\n<h2 data-start=\"9647\" data-end=\"9664\">Conclusion</h2>\r\n<p data-start=\"9666\" data-end=\"9882\">A job advertisement is more than just a recruitment task. It is a strategic communication tool that reflects your values, showcases your employer brand and invites the right candidates to become part of your journey.</p>\r\n<p data-start=\"9884\" data-end=\"10130\">By applying data-driven insights, using inclusive language, sharing salary details and optimising for both humans and search engines, you will create job listings that not only perform well but also reflect the true identity of your organisation.</p>\r\n<p data-start=\"10132\" data-end=\"10271\">Now is the time to treat each job advert as a front door to your workplace. Make sure it is welcoming, clear and built to attract the best.</p>\r\n<p data-start=\"10132\" data-end=\"10271\"><a href=\"https://www.ismartrecruit.com/request-demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/iSmartRecruit_Demo.webp1.dat\" alt=\"iSmartRecruit Demo\" width=\"1260\" height=\"300\"></a></p>\r\n<h2 data-start=\"8644\" data-end=\"8672\">Frequently Asked Questions (FAQs)</h2>\r\n<h3 data-start=\"8674\" data-end=\"8902\">1. What is the difference between a job advert and a job posting?</h3>\r\n<p data-start=\"8674\" data-end=\"8902\">A job advert refers to the written content used to attract candidates. A job posting refers to where that advert appears, such as on a job board or website.</p>\r\n<h3 data-start=\"9441\" data-end=\"9640\">2. Do Job Adverts Offered Through An ATS Appear Differently?</h3>\r\n<p data-start=\"9441\" data-end=\"9640\">Yes. If your job advert redirects to an external Applicant Tracking System (ATS) or website, application tracking may be limited. Only applications submitted through the original platform’s “Apply Now” button are reliably tracked.</p>\r\n<h3 data-start=\"9441\" data-end=\"9640\">3. Can Social Media Improve the Reach of Job Advertisements?</h3>\r\n<p data-start=\"9441\" data-end=\"9640\">Absolutely. Sharing job ads on platforms like LinkedIn, Twitter, and Facebook boosts visibility and taps into passive candidates who might not visit job boards directly. Social sharing also enhances employer branding.</p>\r\n<h3 data-start=\"9441\" data-end=\"9640\">4. How Often Should Job Advertisements Be Updated or Refreshed?</h3>\r\n<p data-start=\"9441\" data-end=\"9640\">It is best practice to update job adverts every 2-4 weeks or sooner if roles or requirements change. Fresh content can improve search ranking and keep candidates engaged with up-to-date information.</p>\r\n<h3 data-start=\"9441\" data-end=\"9640\">5. What Is the Difference Between a Job Description and a Job Advertisement?</h3>\r\n<p data-start=\"9441\" data-end=\"9640\">A job description is an internal document detailing responsibilities and requirements, while a job advertisement is externally facing, designed to attract and engage candidates. The advert is more concise and persuasive.</p>\r\n<h3>6. What makes a job advertisement effective?</h3>\r\n<p>An effective job advertisement includes a clear job title, a concise summary, defined responsibilities, salary information, a company overview, and clear application instructions.</p>','','RECRUITING','Job_Advertisement_The_Big_Door_to_Your_Organization.webp','blog-job-advertisement-the-big-door-to-your-organization','Job Advertisement Guide: How to Write Effective Job Adverts','A complete guide for recruiters and HRs to create impactful job advertisements in 2026. Learn what to include, where to post, and how to measure success.','Job advertisement, job ads, job vacancy advertisement, hiring ads, post free job ads, online job advertisement, Job posting, job listing, Hiring advertisement, Recruitment ad, Job vacancy announcement, Job board listing, Job ad format, Candidate sourcing, Components of a job advertisement, How to write a job advert, Best platforms for job posting, Job advert examples for recruiters','{\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What is the difference between a job advert and a job posting?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"A job advert refers to the written content used to attract candidates. A job posting refers to where that advert appears, such as on a job board or website.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Do Job Adverts Offered Through An ATS Appear Differently?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Yes. If your job advert redirects to an external Applicant Tracking System (ATS) or website, application tracking may be limited. Only applications submitted through the original platform’s “Apply Now” button are reliably tracked.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Can Social Media Improve the Reach of Job Advertisements?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Absolutely. Sharing job ads on platforms like LinkedIn, Twitter, and Facebook boosts visibility and taps into passive candidates who might not visit job boards directly. Social sharing also enhances employer branding.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"How Often Should Job Advertisements Be Updated or Refreshed?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"It is best practice to update job adverts every 2-4 weeks or sooner if roles or requirements change. Fresh content can improve search ranking and keep candidates engaged with up-to-date information.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What Is the Difference Between a Job Description and a Job Advertisement?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"A job description is an internal document detailing responsibilities and requirements, while a job advertisement is externally facing, designed to attract and engage candidates. The advert is more concise and persuasive.\"\r\n      }\r\n    }\r\n  ]\r\n}',NULL,0,18,0,1,1,1,9,'','','','',0,'0.60','2021-08-16','2021-08-16 14:15:06','2026-03-27 17:31:37','khyati@marketing.com','cyril@ikraftsolutions.com','','',0,0),(266,'How to Boost Online Recruitment with Content Marketing?','<div class=\"tldr\">\r\n<h2>TL;DR</h2>\r\n<ul>\r\n<li>High-quality content is key for successful recruitment marketing, building brand awareness and relationships.</li>\r\n<li>Content marketing in recruitment should attract, engage, and retain clients and candidates by offering valuable information.</li>\r\n<li>Use a mix of written content (blogs, case studies) and audio/video (podcasts, videos) to reach diverse audiences.</li>\r\n<li>Understand your target audience’s background, goals and preferences to tailor content effectively.</li>\r\n</ul>\r\n</div>\r\n<p dir=\"ltr\">Having high-quality content is essential for a successful online recruitment marketing campaign. By creating and utilizing content in a strategic manner, you can effectively generate brand awareness, foster strong relationships with clients and candidates, and even reduce your overall marketing expenses.</p>\r\n<p dir=\"ltr\">It\'s well worth investing the time and effort into crafting compelling and informative content that resonates with your target audience.</p>\r\n<h2>What is Content Marketing, and why is it important for Recruiters?</h2>\r\n<p dir=\"ltr\">From a recruitment perspective, content marketing involves creating and distributing content that clients and candidates will find valuable and relevant. Accordingly, your content marketing should:</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Attract</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Engage</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Retain</p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\">Content refers to more than just job postings; it can also educate prospects on how they can resolve any issues they might be facing.</p>\r\n<h2 dir=\"ltr\">What Type of Recruitment Content Can You Create?</h2>\r\n<p dir=\"ltr\">You can utilize two types of content in your online recruitment.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">1. Written content</h3>\r\n<p>Writing and publishing blogs is the most popular content marketing strategy adopted by online businesses, including recruiters. Blogging will allow you to:</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Show off your knowledge and expertise, especially if you are in a niche recruitment industry.</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Offer leadership and comprehensive advice to both clients and candidates.</p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\">CEOs, managers, and other staff members can write informative blogs that present a variety of insights and perspectives. These blogs should be published on a regular basis, at least once a week. This will encourage your audience to return to your website. It will also improve your search engine optimization (SEO) efforts. New content will usually convince search engines to crawl your site more often.</p>\r\n<p dir=\"ltr\">Meanwhile, you can use infographics to present readers with information and statistics in a visual format. While blogs are an essential component of SEO, many of your readers may not have the time to read a lengthy piece of text. With infographics, they will be able to process the information much faster.</p>\r\n<p dir=\"ltr\">There are also other types of written content you can use, such as:</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Brochures</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\"><a href=\"https://www.digitalsilk.com/case-studies/\" target=\"_blank\" rel=\"noopener\">Case studies</a></p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Emails</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Newsletters</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\"><a href=\"https://visme.co/blog/white-paper-examples/\" target=\"_blank\" rel=\"noopener\">White papers</a></li>\r\n</ul>\r\n<h3>2. Audio and video</h3>\r\n<p dir=\"ltr\">Audio files, such as podcasts, are becoming much more popular nowadays. There are several benefits that can accrue from <a href=\"https://riverside.fm/blog/podcast-editing-software\" target=\"_blank\" rel=\"noopener\">producing podcasts</a>:</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">They give your brand a human voice.</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">They can cover topics your clients and candidates will relate to.</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">They provide businesses with information about the <a href=\"https://www.ismartrecruit.com/blog-recruitment-industry-trends\">latest industry trends</a>.</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">They offer advice to job candidates.</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">They share insights about an employer\'s work culture.</p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\">Videos have also grown in popularity, especially during the Covid-19 pandemic and the need to practice social distancing.</p>\r\n<p dir=\"ltr\">Remember, you don\'t need a huge budget, high-tech equipment, or a specialist crew to produce videos. Making videos with the help of <a href=\"https://lovo.ai/post/best-text-to-speech\" target=\"_blank\" rel=\"noopener\">text-to-speech software</a> can also enhance accessibility and diversity in your content.For example, you could decide to make a simple talking-head video. All you need to do is speak directly to the camera on your phone or laptop. Although the end product may not be overly professional, you will be able to easily share it on social media platforms such as Facebook. An amateur video may also add authenticity to your brand.</p>\r\n<p dir=\"ltr\">According to <a href=\"https://thetalentgames.com/how-recruitment-marketing-can-transform-your-hiring-process/\" target=\"_blank\" rel=\"noopener\">The Talent Games,</a> recruiters must shift their mindset to think like marketers and build a killer <a href=\"https://www.ismartrecruit.com/blog-recruitment-marketing-guide\">recruitment marketing</a> strategy to significantly boost candidate engagement.</p>\r\n<h2 dir=\"ltr\">How to Attract Your Ideal Clients and Candidates?</h2>\r\n<p dir=\"ltr\">Before creating an effective <a href=\"https://www.digitalwebsolutions.com/blog/content-marketing-statistics/\" target=\"_blank\" rel=\"noopener\">content marketing strategy</a>, you need to gain an understanding of your target audience. The following factors may help you accurately identify the people who will need your services or job offers.</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Background - What level of education and professional experience should the candidate have?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Career goals - What career path will they follow in X years?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Demographics - How old are they? Where do they live? What is their current job title?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Personality - What are their strengths and weaknesses?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Qualifications - Do they possess the requisite academic credentials, experience, and skills?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Objection - What type of negative attributes can make a potential employer say \"no\" to a candidate?</p>\r\n</li>\r\n</ul>\r\n<h2 dir=\"ltr\">Avoid Sharing Job Postings with the Wrong Candidates</h2>\r\n<p dir=\"ltr\">Sharing a few job posts on <a href=\"https://www.ismartrecruit.com/blog-social-media-recruitment-guide\">social media platforms</a> is an acceptable content marketing strategy. However, frequently posting and sharing may alienate your audience, especially if they are not interested in your job offers.</p>\r\n<p dir=\"ltr\">Instead, you should focus on sharing content that will attract and engage the majority of your social media followers, both clients and candidates.</p>\r\n<h2 dir=\"ltr\">How to use SEO in Content Marketing?</h2>\r\n<p dir=\"ltr\">You can attract and engage your audience by providing valuable content that will help them resolve their problems effectively. However, that\'s not enough. <a href=\"https://recruitmenttraffic.com/seo-tips-7-easy-ways-to-obtain-more-visibility-on-google/\" target=\"_blank\" rel=\"noopener\">According to Recruitment Traffic</a>, you need to ensure that you regularly post fresh content. This is a standard SEO practice because search engines such as Google are constantly looking for new content.</p>\r\n<p dir=\"ltr\">If you don\'t have the resources to <a href=\"https://loganix.com/blog-writing-services/\" target=\"_blank\" rel=\"noopener\">write new blogs</a>, consider updating your old blogs by replacing obsolete facts with the latest information. Another method involves converting a blog into another format, such as <a href=\"https://www.adobe.com/express/create/infographic\" target=\"_blank\" rel=\"noopener\">infographics</a>.</p>\r\n<p dir=\"ltr\">For better SEO of marketing content, it must be unique and have a higher readability score. These traits are important for both search engine ranking and user experience. So, an <a href=\"https://www.paraphraseonline.io/\" target=\"_blank\" rel=\"noopener\">online paraphrase</a> would be a great option. It will help you automatically transform your content into a unique, simple, and easily readable one.</p>\r\n<p dir=\"ltr\">Although you need to become more visible on Google, you should never sacrifice the quality of your content. Your ultimate goal is to meet the needs of your target clients and candidates. With SEO, you are creating content for a human audience and then optimizing it for search engines.</p>\r\n<p dir=\"ltr\">Furthermore, optimizing your content will enable you to reach more potential clients. Here are some tips that will prove useful.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">1. Make sure your target readers can find you</h3>\r\n<p dir=\"ltr\">Once you have identified your target audience, make sure your content is searchable via:</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Search engines</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Social media channels</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">Websites</li>\r\n</ul>\r\n<h3>2. Present your value proposition</h3>\r\n<p dir=\"ltr\">You need to address the concerns of your audience. For instance, what benefits can they can obtain from your services? Make sure you provide a satisfactory answer to this question. In addition, your web content should inform your visitors about your recruitment services and why they differ from the competition.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">3. Make your brand trustworthy</h3>\r\n<p>Displaying positive reviews and testimonials written by satisfied clients and candidates will help build trust among prospects who are considering using your services.</p>\r\n<p dir=\"ltr\">Moreover, instead of spending huge amounts of money on expensive digital photos, why not use authentic images from your company? For example, you could upload pictures of satisfied candidates and clients.</p>\r\n<h3 dir=\"ltr\" role=\"presentation\">4. Promote your recruitment content</h3>\r\n<p>After creating high-quality content, you need to publish and promote it. There are various channels you can use, such as:</p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\"><a href=\"https://www.growthcollective.com/blog/influencer-marketing-platforms\" target=\"_blank\" rel=\"noopener\">Influencer marketing platforms</a> and websites</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Social media platforms (e.g., Facebook, Twitter, Linkedin)</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Discussion sites (e.g., Reddit, Quora)</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Video sharing sites (e.g., YouTube, Vimeo)</p>\r\n</li>\r\n</ul>\r\n<p dir=\"ltr\">It is vital that you publish and share your content on platforms that are popular among your target audience.</p>\r\n<h2 dir=\"ltr\">Let Content Marketing Boost Your Recruitment Process</h2>\r\n<p dir=\"ltr\">Content marketing should be an integral element of your online recruitment strategy as it will enable you to attract, engage, and retain clients and candidates. There are two types of content: text, such as blogs, and audio and video files. Regardless of the type, you need to focus on providing solutions to the problems faced by your target audience. You also need to share your valuable content on a variety of platforms, such as on your website or via social media channels.</p>\r\n<p dir=\"ltr\"> </p>\r\n<div class=\"faqs\">\r\n<h2>FAQs - Frequently Asked Questions</h2>\r\n<h3>What is the main purpose of content marketing in recruitment?</h3>\r\n<p>Content marketing helps recruiters attract, engage, and retain ideal clients and candidates by sharing valuable and relevant information. It builds trust and brand awareness, making it easier to connect with your target audience with the help of platforms like iSmartRecruit.</p>\r\n<h3>How often should recruitment blogs be published?</h3>\r\n<p>Recruitment blogs should ideally be published regularly, at least once a week. Consistent posting encourages your audience to return to your site and improves SEO, helping platforms such as iSmartRecruit to boost your online presence efficiently.</p>\r\n<h3>Can social media help in content marketing for recruiters?</h3>\r\n<p>Yes, social media platforms like Facebook, Twitter, and LinkedIn are vital channels for promoting recruitment content. Sharing engaging posts can attract a wider audience and enhance connections with both clients and candidates through tools offered by providers like iSmartRecruit.</p>\r\n<h3>What types of content are effective in recruitment marketing?</h3>\r\n<p>Written content such as blogs, brochures, and case studies, along with audio and video content like podcasts and videos, are effective. These formats provide valuable information and create a human connection, which iSmartRecruit supports to boost engagement.  Furthermore, implementing robust video moderation ensures that user-generated content and video interactions remain professional and aligned with your brand standards.</p>\r\n</div>','','RECRUITING','Banner_Designs_(1)_(1).webp','blog-boost-online-recruitment-with-content-marketing','How to Boost Online Recruitment with Content Marketing?','Learn how to take advantage of content marketing in online recruitment. Discover the best practices to boost your recruitment efforts and attract top talent.','content marketing strategy, content marketing examples, content marketing definition, types of content marketing, content marketing meaning, content marketing benefits, what is content marketing in digital marketing, content marketing recruitment, recruitment marketing content, content marketing for recruiting, content marketing for recruitment,','',NULL,0,19,0,1,1,1,5,'','','','',0,'0.54','2021-08-17','2021-08-17 07:22:47','2026-05-07 17:19:39','khyati@marketing.com','megha@ikraftsolutions.com','','',0,0),(267,'Personal Development Plans: Benefits & How to Implement','<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Are your employees showing up, doing the minimum, and mentally checking out by noon? If so, you\'re not dealing with a performance problem — you\'re dealing with a development problem.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Here\'s a telling stat: according to BreatheHR, 66% of employees don\'t have a Personal Development Plan (PDP) at all. Of those who do, nearly 48 percent feel their plan isn\'t taken seriously. That\'s a significant amount of wasted potential — and a very avoidable business cost.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">The companies closing that gap aren\'t just investing in employee happiness. They\'re investing in performance, retention, and long-term competitive advantage. A well-structured PDP gives employees a clear path forward and gives businesses the engaged, skilled workforce they need to grow.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Let\'s break down what PDPs actually do, how to implement one that works, and how to measure whether it\'s delivering results.</p>\r\n<h2 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">TL;DR</h2>\r\n<ul class=\"[li_&]:mb-0 [li_&]:mt-1 [li_&]:gap-1 [&:not(:last-child)_ul]:pb-1 [&:not(:last-child)_ol]:pb-1 list-disc flex flex-col gap-1 pl-8 mb-3\">\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">\r\n<p>Personal Development Plans significantly improve employee engagement, productivity, and retention.</p>\r\n</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">\r\n<p>A well-structured PDP aligns individual growth with business goals — benefiting both at the same time.</p>\r\n</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">\r\n<p>PDPs support smarter recruitment by revealing skill gaps and informing future hiring strategies.</p>\r\n</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">\r\n<p>Effective implementation requires skill-gap analysis, goal alignment, tailored training, and consistent measurement.</p>\r\n</li>\r\n<li class=\"font-claude-response-body whitespace-normal break-words pl-2\">\r\n<p>ROI on PDPs is measurable — through performance data, retention rates, and business outcomes.</p>\r\n</li>\r\n</ul>\r\n<h2 class=\"text-text-100 mt-3 -mb-1 text-[1.125rem] font-bold\">What Is a Personal Development Plan?</h2>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">A Personal Development Plan (PDP) is a structured framework that helps employees identify their goals, map the skills they need to develop, and create a clear path to achieving them — within the context of their role and the organization\'s broader objectives.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">A PDP is not a checkbox exercise done before an annual appraisal. When built and maintained properly, it\'s a living document that reflects where an employee is, where they want to go, and how the organization will support them in getting there.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">The distinction matters — because PDPs that gather dust help nobody.</p>\r\n<h2 id=\"4-benefits-of-personal-development-plans-for-employees-1\" dir=\"ltr\">4 Benefits of Personal Development Plans for Employees</h2>\r\n<p><img src=\"https://www.ismartrecruit.com/upload/blog/blobid061.dat\" alt=\"Personal Development Plans template\" width=\"1260\" height=\"750\"></p>\r\n<p id=\"docs-internal-guid-3fdbe184-7fff-d80d-66ae-66a5ff2efe1f\" dir=\"ltr\">A <a href=\"https://www.perkbox.com/uk/resources/blog/the-ultimate-personal-development-plan-guide-free-templates\" target=\"_blank\" rel=\"noopener\">Personal Development Plan</a> shouldn\'t just be a mandatory thing that a supervisor looks into before the annual appraisal. A well-structured plan provides focus and charts out the growth path for the company. It also encourages you to strategise as per business priorities and put things back on track when they go wrong.</p>\r\n<p dir=\"ltr\">However, discover the transformative power of <a href=\"https://blog.photoadking.com/best-daily-planner-apps/\" target=\"_blank\" rel=\"noopener\">daily planner apps</a> in enhancing personal development among your business employees. With intuitive features and customisable templates, these apps streamline the planning process, making it easier than ever to invest in your employees\' success.</p>\r\n<p dir=\"ltr\">Here are some ways how you can benefit from a well-defined PDP.</p>\r\n<h3 class=\"text-text-100 mt-2 -mb-1 text-base font-bold\">1. Builds a More Engaged and Productive Workforce</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Employees who feel supported in their growth are more motivated, more confident, and more effective in their roles. </p>\r\n<p>According to a Gallup study, an engaged workforce amounts to a <a href=\"https://blog.smarp.com/employee-engagement-8-statistics-you-need-to-know#:~:text=According to Gallup\'s meta-analysis,17 percent higher on productivity.\" target=\"_blank\" rel=\"noopener\">21% increase in productivity</a> levels. <a href=\"https://hurak.com/blog/personal-development\" target=\"_blank\" rel=\"noopener\">Personal Development</a> can help your employees develop and boost their confidence levels. This may appear to be very insignificant but can make a huge difference for your business. If your employees are in a client-facing role, then that surely reflects in their communication as they come across as more confident than ever. The client is more likely to recommend your business if they have a positive experience while speaking to your confident employees.</p>\r\n<p><img src=\"https://www.ismartrecruit.com/upload/blog/engaged_workforce_amounts_to_increase_in_productivity.webp2.dat\" alt=\"engaged_workforce_amounts_to_increase_in_productivity\" width=\"1260\" height=\"750\"></p>\r\n<h3 class=\"text-text-100 mt-2 -mb-1 text-base font-bold\">2. Reduces Employee Turnover</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Replacing an employee costs significantly more than retaining one — estimates typically range from 50% to 200% of annual salary, once recruitment, onboarding, and lost productivity are factored in. PDPs reduce that risk by giving employees something most organizations don\'t: a visible future.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">When people can see how they\'ll grow in their role — and feel that the organization is invested in that growth — they\'re far less likely to start looking elsewhere.</p>\r\n<h3 class=\"text-text-100 mt-2 -mb-1 text-base font-bold\">3. Strengthens Recruitment Strategy</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Even with a strong PDP in place, some employees will eventually move on. But here\'s the upside: if you\'ve been tracking PDP data consistently, you\'ll have meaningful insight into why.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Are people leaving because of unclear job roles? Limited progression pathways? Specific skill gaps that weren\'t addressed? This data directly informs how you write job descriptions, design onboarding, and structure future hiring — making your recruitment smarter with every cycle.</p>\r\n<p id=\"docs-internal-guid-320594e0-7fff-b8a5-d4ac-f13bbe251001\" dir=\"ltr\">It is possible that even after implementing a carefully designed <a href=\"https://development-academy.co.uk/news-tips/the-ultimate-guide-to-creating-a-personal-development-plan/\" target=\"_blank\" rel=\"noopener\">personal development plan</a>, some employees may choose to quit. But if you have consistently recorded your PDP data, you will be able to identify the top concerns - job descriptions, job roles, transitions, etc. that led to the attrition and be able to address those in <a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\">your</a><a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\"> future</a><a href=\"https://www.ismartrecruit.com/blog-recruitment-process-guide-for-recruiters\"> hiring plans.</a></p>\r\n<h3 class=\"text-text-100 mt-2 -mb-1 text-base font-bold\">4. Develops Leadership from Within</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Hiring externally for senior roles is costly and carries significant cultural risk. PDPs help you identify high-potential employees early, give them targeted development, and build a pipeline of internal candidates ready to step into business-critical roles.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Beyond leadership, PDPs also help you spot people who are disengaged not because of attitude, but because they\'re in the wrong role. Catching that early — and acting on it — can turn an underperformer into a strong contributor.</p>\r\n<p><span id=\"docs-internal-guid-6738fca6-7fff-165e-cc2e-1aacf2cdc7d3\">It\'s always a good idea to <a href=\"https://www.ismartrecruit.com/blog-recruiting-secrets-boost-talent-attraction-retention\">retain existing employees</a>, <span data-olk-copy-source=\"MessageBody\">but you also need to ensure they are given the right role and responsibilities to advance their careers. Besides the pay, employees care about job satisfaction and fulfilment. PDPs help in identifying the high-performing candidates and if they\'re provided with appropriate <a href=\"https://rainmakermastery.com/\" target=\"_blank\" rel=\"noopener\">training provider</a> and guidance, they could be assigned to business-critical roles that offer great opportunities. Further, a PDP will also help you spot the people stuck in incorrect job roles and are disengaged</span></span></p>\r\n<h2 id=\"<span-id=\">7 Steps to Implement a Personal Development Plan That Actually Works</h2>\r\n<p id=\"docs-internal-guid-cbe55033-7fff-7925-f947-00813ff591eb\" dir=\"ltr\">Now that you know about the benefits of a PDP, the next obvious question is how do you create and implement a PDP. </p>\r\n<p dir=\"ltr\">Here is a blueprint for you to get started with implementing your PDP.</p>\r\n<h3 id=\"<span-id=\"><span id=\"docs-internal-guid-9ec364b3-7fff-b4fd-2d03-64a74b3047a5\">1. Conduct a Comprehensive Skill-Gap Analysis</span></h3>\r\n<p><span id=\"docs-internal-guid-db636ef7-7fff-eaac-8eb9-371581f34180\">The first step is to figure out what is the gap that you need to fill. You can conduct a Training Needs Analysis (TNA) that will help you understand not only the missing skills but also which of the <a href=\"https://www.ismartrecruit.com/blog-top-9-tips-for-hiring-great-employee\">employees need to be</a> trained first. This analysis further prioritises your organisational goals before anything else. Subsequently, all the training efforts can be streamlined to achieve maximum benefits.</span></p>\r\n<h3 id=\"<span-id=\">2 <span id=\"docs-internal-guid-261aa756-7fff-17ea-ed19-3025a10c0a68\">Identify and Engage Growth-Oriented Employees</span></h3>\r\n<p id=\"docs-internal-guid-cd5b24f5-7fff-55c3-8db2-3fd1664cc1bb\" dir=\"ltr\">The next step is to identify the employees who are interested in growing their careers and taking up leadership roles. When you feel they\'re ready, invest in leadership programs that will further boost their potential. The bonus point here is when the employees realise you are invested in their personal development, they\'ll be more committed to helping your company succeed.</p>\r\n<h3 id=\"<span-id=\">3. <span id=\"docs-internal-guid-133739a3-7fff-7d55-f1df-f04fec89600e\">Synchronise Personal and Organisational Goals</span></h3>\r\n<p><span id=\"docs-internal-guid-db243253-7fff-b121-8c81-ca552799eacf\">When you have identified the areas of development along with the employees who show the promise of growing within the company, the next step will be to align the <a href=\"https://www.ismartrecruit.com/blog-10-tips-to-successfully-organize-your-small-business\">organisational goals</a> with individual goals. Discussions with your employees regarding their job satisfaction and career growth plans will help you align the goals successfully.</span></p>\r\n<h3 id=\"<span-id=\">4. <span id=\"docs-internal-guid-72f9220d-7fff-e650-771c-ebcfd45af17e\">Forecast and Plan for Future Growth Needs</span></h3>\r\n<p id=\"docs-internal-guid-7f91a0c0-7fff-3c78-3629-d58d5183f42b\" dir=\"ltr\">A PDP shouldn\'t just focus on the current growth opportunities but should also consider how it will grow over the next five or ten years. A few questions you need to keep in mind here are:</p>\r\n<ol>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Do you plan to explore new industries or service offerings?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">How many leaders do you need to train to help in the expansion process?</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">Do you have the right people in your organisation who can take up this responsibility or do you need to hire from outside?</p>\r\n</li>\r\n</ol>\r\n<h3 id=\"<span-id=\"><span id=\"docs-internal-guid-b89edb7e-7fff-6e66-c3b4-cb2a19241e4f\">5. Implement Structured Personal Development Plan Templates</span></h3>\r\n<p id=\"docs-internal-guid-f63d7754-7fff-ef70-846d-b5664d62c51e\" dir=\"ltr\">There are two kinds of personal or employee development plan templates. </p>\r\n<p dir=\"ltr\"><img src=\"https://www.ismartrecruit.com/upload/blog/Free_Personal_Development_Plan_(PDP)_Example_Template.webp2.dat\" alt=\"Free Personal Development Plan(PDP) Example Template\" width=\"1260\" height=\"1200\"></p>\r\n<h4 dir=\"ltr\" role=\"presentation\">A. Individual development plan template</h4>\r\n<p dir=\"ltr\" role=\"presentation\">This template helps your employees reflect on their personal <a href=\"https://www.ismartrecruit.com/blog-recruitment-analytics-guide-to-optimize-recruiting\">career goals</a> and how they could align their growth with organisational goals.</p>\r\n<h4 dir=\"ltr\" role=\"presentation\">B. Success plan template</h4>\r\n<p dir=\"ltr\" role=\"presentation\">This template helps your organisation understand where and how they need to expand. It also highlights what resources are currently available and what could be developed to meet their long-term needs.</p>\r\n<h3 id=\"<span-id=\"><span id=\"docs-internal-guid-3726047d-7fff-7b58-82b5-866930bc3d2c\">6. Tailor Training Programs to Specific Job Roles</span></h3>\r\n<p>Once you have identified the training opportunities for your employees, make sure they fit the job roles and responsibilities. You may consider different learning modalities or delivery methods to train your <a href=\"https://www.ismartrecruit.com/blog-top-5-ways-to-hire-remote-employees-effectively-for-your-firm\">employees effectively. </a></p>\r\n<ul>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">For example, leadership training could use a variety of approaches like coaching, job shadowing, or mentoring.</p>\r\n</li>\r\n<li dir=\"ltr\" aria-level=\"1\">\r\n<p dir=\"ltr\" role=\"presentation\">On the other hand, you could use different tools, such as microlearning, Augmented Reality (AR), or On-the-Job Training (OJT) to upskill your employees based on their skill gaps.</p>\r\n</li>\r\n</ul>\r\n<h3 id=\"<span-id=\"><span id=\"docs-internal-guid-3e0e52c2-7fff-f4fe-920e-d0f240d8bcc2\">7. Measure Success with Targeted Metrics</span></h3>\r\n<p>You have invested a lot of time and effort in coming up with a PDP. How do you know that your employees have benefitted from it? Do a regular check-in with your employees and ask them how it is going with the PDP. Ask for specific feedback - what do they need more or less of. As an organisation, make sure you have an individual or a team dedicated to measuring the success of the PDP, only then you will see its benefits.</p>\r\n<h2 id=\"measuring-roi-on-personal-development-plans -14\" dir=\"ltr\">Measuring ROI on Personal Development Plans </h2>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Measuring the return on investment from PDPs isn\'t just a finance department concern — it\'s how you prove the value of your people strategy and make the case for continued investment.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">The good news is that ROI doesn\'t require complex modeling. Start with the metrics you\'re already tracking and connect them directly to development activity:</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Performance data</strong> — Are employees who completed specific training performing measurably better? Fewer errors, faster task completion, higher output quality?</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Retention rates</strong> — Are employees with active PDPs staying longer? Compare turnover rates between employees with and without development plans.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Internal promotion rates</strong> — How many leadership or senior hires were filled internally? Each internal promotion represents avoided external recruitment costs.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\"><strong>Customer and client feedback</strong> — For customer-facing teams, is there a measurable improvement in satisfaction scores following development programs?</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">The goal is to draw a direct line between development investment and business outcomes. When that line is clear, the case for continued PDP investment becomes straightforward — and leadership buy-in follows.</p>\r\n<h2 class=\"text-text-100 mt-3 -mb-1 text-[1.125rem] font-bold\">Getting Started with PDPs in Your Organization</h2>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Building a PDP culture doesn\'t require a complex HR infrastructure. It starts with the right process, applied consistently from day one.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Get the foundations right first: clear goal-setting, honest skill-gap analysis, and regular check-ins that treat development as an ongoing conversation rather than an annual event. Collect meaningful data from the start — it\'s far easier to track outcomes when measurement is built into the process, not added as an afterthought.</p>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">When employees see that their development plan is a living tool — not a filed document — the engagement that follows tends to be genuine and lasting.</p>\r\n<p><a href=\"https://www.ismartrecruit.com/request-demo\"><img src=\"https://www.ismartrecruit.com/upload/blog/iSmartRecruit_Demo.webp2.dat\" alt=\"iSmartRecruit Demo\" width=\"1260\" height=\"230\"></a></p>\r\n<h2>Frequently Asked Questions (FAQs)</h2>\r\n<h3 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">1. What is a Personal Development Plan (PDP)?</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">A PDP is a structured framework that helps employees set career goals, identify skills they need to develop, and create a roadmap for achieving both — in alignment with organizational objectives. It\'s a practical tool, not a bureaucratic formality.</p>\r\n<h3 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">2. How does a PDP improve employee retention?</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">PDPs signal that the organization is genuinely invested in an employee\'s future, not just their current output. Employees with clear growth paths and active support are consistently more satisfied and significantly less likely to leave.</p>\r\n<h3 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">3. Can PDPs improve recruitment?</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Yes. Tracking PDP data over time reveals why employees leave, what skills are consistently underdeveloped, and where role design may be misaligned. This intelligence directly improves how you write job descriptions, structure roles, and onboard new hires.</p>\r\n<h3 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">4. How do I measure whether a PDP is working?</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">Use a combination of quantitative and qualitative measures: performance data before and after training, retention rates among employees with active PDPs, internal promotion rates, and regular feedback from employees on whether their plan feels relevant and supported.</p>\r\n<h3 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">5. How often should PDPs be reviewed?</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">At minimum, quarterly. Annual reviews don\'t give enough opportunity to course-correct when goals shift, roles evolve, or training isn\'t delivering results. More frequent, lighter-touch check-ins keep PDPs alive and relevant throughout the year.</p>\r\n<h3 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">6. What\'s the difference between a PDP and a performance review?</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">A performance review looks backward — assessing what an employee has done. A PDP looks forward — mapping where they\'re going and how they\'ll get there. Both are valuable, but they serve different purposes and should be treated as separate conversations.</p>\r\n<h3 class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">7. What if an employee isn\'t interested in developing?</h3>\r\n<p class=\"font-claude-response-body break-words whitespace-normal leading-[1.7]\">That\'s worth exploring rather than ignoring. Disengagement from development often signals a mismatch, between the person and their role, the person and the organization\'s culture, or the PDP and what the employee actually wants. Understanding the root cause usually reveals something more actionable than the disengagement itself.</p>','','HR_AND_PEOPLE','Personal_Development_Plan_to_Help_Your_Business_Employees.webp','blog-personal-development-plan-help-your-employees','Personal Development Plans: Benefits & How to Implement','Learn how Personal Development Plans boost employee engagement, reduce turnover, and align team growth with your business goals. Practical steps inside.','Personal Development Plan, Employees Development Plan, Business Growth, Employee Training, Recruiting Process','{\r\n  \"@type\": \"FAQPage\",\r\n  \"mainEntity\": [\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What is a Personal Development Plan (PDP)?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"A Personal Development Plan (PDP) is a structured framework that helps employees set career goals, identify skills they need to develop, and create a roadmap for achieving both in alignment with organizational objectives. It\'s a practical tool designed to support employee growth and long-term development.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"How does a PDP improve employee retention?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"PDPs show employees that the organization is invested in their long-term growth, not just their current performance. Employees who have clear development paths and ongoing support are generally more engaged, satisfied, and less likely to leave the company.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"Can PDPs improve recruitment?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Yes. PDP data can help organizations understand why employees leave, identify skill gaps, and improve role alignment. These insights can strengthen recruitment strategies, job descriptions, onboarding processes, and workforce planning.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"How do I measure whether a PDP is working?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"Organizations can measure PDP effectiveness using both quantitative and qualitative indicators, including employee performance improvements, retention rates, internal promotions, training outcomes, and employee feedback regarding the relevance and support of their development plans.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"How often should PDPs be reviewed?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"PDPs should ideally be reviewed quarterly. Frequent check-ins allow managers and employees to adjust goals, address evolving role requirements, and ensure development activities remain relevant and effective throughout the year.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What\'s the difference between a PDP and a performance review?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"A performance review evaluates past employee performance, while a Personal Development Plan focuses on future growth and career progression. Both are important but serve different purposes and should be handled as separate discussions.\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"Question\",\r\n      \"name\": \"What if an employee isn\'t interested in developing?\",\r\n      \"acceptedAnswer\": {\r\n        \"@type\": \"Answer\",\r\n        \"text\": \"A lack of interest in development may indicate deeper issues such as role mismatch, disengagement, unclear career paths, or misalignment with company culture. Understanding the underlying reasons can help organizations address employee concerns more effectively and create better development experiences.\"\r\n      }\r\n    }\r\n  ]\r\n}',NULL,0,8,0,1,1,1,5,'','','','',0,'0.43','2021-08-27','2021-08-27 02:41:44','2026-05-11 18:04:21','anand@ikraftsolutions.com','anand@ikraftsolutions.com','','',0,0),