Topic: TotalRewards Software

Creating Candidate Personas 101

candidate-personas

 

Every recruiter goes into an interview with a profile of their perfect candidate. They know the amount of experience the candidate should have, what skill sets she needs, any necessary degrees or certifications, and maybe even what previous positions she’s held. These “perfect” profiles are extremely helpful for targeting recruitment efforts, but are they enough for recruiters and HR teams to really understand if a person is right for a certain position?

SHRM explored this question in a recent article. The article highlights how recruiters may benefit from evolving their “perfect” candidate profiles into in-depth explorations of a prospective employee’s interests and motivators, a technique often used by marketers to identify their most qualified buyers.

According to Johnny Campbell, the founder and CEO of Social Talent, the key to creating candidate personas starts by putting successful current and former employees under the microscope. While doing this, there are three questions talent acquisition teams should ask to help create a comprehensive persona for certain positions…

1. What motivates this person?

2. Where does this person want to be in 10 years?

3. Where is the person now?

Read SHRM’s full article to get more insights into developing candidate personas.

Perhaps the greatest benefit of leveraging a candidate persona instead of a standard resume checklist is that it’s flexible and proactive. Chances are, the “profile” for a certain job position won’t change – a certain degree will always be needed, as will an approximate number of years of experience. But the mindsets, perspectives and motivators of potential candidates is fluid and ever-evolving. For this reason, your candidate persona guide should be a living document, and HR teams should always be updating it as they learn more about their talent.

For more insight into tailoring HR tactics to employees and candidates, read about our new recruiting acceleration platform.

Four Must-Use Features of CandidateRewards

Total Rewards Software

 

The next evolution of CandidateRewards is almost here, bringing with it a variety of new tools for busy recruiters, HR pros and talent acquisition specialists. While the first version of the platform gave employers a major edge in making candidate recruiting and onboarding more streamlined and engaging, our new version offers a whole new set of features designed to accelerate the recruiting process, boost candidate conversion rates and cut costs for talent acquisition teams.

Here are four of the most innovative features of the upgraded CandidateRewards platform:

Nintendo Wii Meets HR: The Benefits of the Virtual Reality Interview

virtual-reality-interview

 

Gamification has already hit the workplace. Retailers are turning the checkout aisle into a high-speed chase, and software giants are turning a routine customer service call into an opportunity to win cash rewards. So, at what point does HR get in on the fun?

They already have.

Enter the virtual reality interview, an opportunity for job seekers to take a potential employer for a real-life test-drive before even walking into the office – and vice versa.

No More “I Wish We Had Known That Before…” Complaints

Imagine you’re hiring a captain for an oil tanker and want to gauge how the candidate manages a panicked crew in the middle of a squall. Without paying to fly the prospect out to your ship and throwing them into a weather emergency, it’d be impossible for you to know how he or she would react in such an extreme situation, and you may end up finding out the hard way that the candidate was never right for the position in the first place.

Help Candidates Get to Know You – For Real

In addition to shedding light on potential candidate “gotchas”, the virtual reality interview can also help job seekers get acquainted and comfortable with their future team, workplace and organizational culture. E-commerce platform Jet is even using VR to take candidates to happy hour and let them sit in on executive meetings.

Real-World Training Without the Big-Buck Investment

Employee onboarding, development and training processes are some of the most expensive investments a company can make. In fact, organizations routinely spend some 150% of an employee’s salary just to get them up to speed. VR gives companies a cost-effective training option the enables them to help new hires gain hands-on experience without investing in additional expenses like mentors and training resources.

Testing, training, touring – the sky’s the limit with what a virtual reality interview can accomplish for companies. Learn more about the innovative ways companies are already using VR in HR by checking out 1-Page’s full article.