Category: Blog

 

Talent onboarding is an essential process for any organization that aims to bring in new employees and integrate them into the company culture, goals, and values. With the rapid pace of technological advancements, the traditional methods of onboarding have undergone a significant transformation, and the latest trends in talent onboarding have emerged to keep up with the changing times. So in this blog post, we’ll take a look at some of the latest trends used in talent onboarding and why they matter.

Virtual Onboarding

With the COVID-19 pandemic and the shift towards remote work, virtual onboarding has become the norm for many organizations. Virtual onboarding refers to the use of digital tools and technology to facilitate the onboarding process for remote employees. This trend has become increasingly popular, with many organizations recognizing the benefits of virtual onboarding, including cost-effectiveness, flexibility, and convenience.

Virtual onboarding typically involves a combination of video conferencing, online training, and digital forms to provide new hires with all the information they need to get started in their new roles. This process also helps employees to connect with their new colleagues, despite not being physically present in the same location.

Personalized Onboarding

Personalized onboarding is another trend that has emerged in recent years. This approach to onboarding involves tailoring the process to meet the unique needs and preferences of each new hire. This could include customized training programs, individualized feedback, and one-on-one sessions with mentors or managers.

Personalized onboarding has several benefits, including improved employee engagement and satisfaction, reduced turnover rates, and increased productivity. By tailoring the onboarding process to the individual, new hires are able to integrate into the company culture and feel more confident in their new roles.

Gamification

Gamification is a trend that has been gaining popularity in recent years. This approach involves incorporating elements of gaming into the onboarding process, such as quizzes, challenges, and interactive activities. This makes the process more engaging and fun.

Further, gamification is a useful tool for companies that want to make their onboarding process more memorable and enjoyable for new hires. By providing a fun and interactive experience, companies can improve employee engagement and help new hires to better understand the company culture and goals.

Social Onboarding

Social onboarding is a trend that focuses on using social media and other digital tools to help new hires get to know their colleagues and familiarize themselves with the company culture. This approach involves creating online communities, such as Facebook groups or LinkedIn groups, where new hires can connect with each other and other employees.

Social onboarding is an effective way to build a sense of community and improve employee engagement. By providing new hires with a platform to connect with others, organizations can help to reduce feelings of isolation and promote a more inclusive work environment.

Artificial Intelligence and Machine Learning

Artificial Intelligence (AI) and machine learning (ML) are rapidly changing the way organizations approach talent onboarding. Organizations can use AI-powered tools to automate many of the manual tasks involved in the onboarding process, such as scheduling interviews, collecting and analyzing data, and providing feedback.

Customized and personalized onboarding experiences for new hires can also be provided using ML. For example, an AI-powered onboarding system could analyze an employee’s skills, interests, and work style to determine the best training and development programs for them.

AI and ML have the potential to significantly streamline the onboarding process and improve its efficiency. Hence by automating repetitive tasks and providing personalized experiences, organizations can ensure that their new hires are given the support they need to succeed in their new roles.

Conclusion

In conclusion, talent onboarding is an ever-evolving process that is essential for the success of any organization. With the latest trends in technology, it is now possible to deliver a more efficient, engaging, and personalized experience for new hires. Whether it’s through virtual onboarding, personalized training programs, gamification, social onboarding, or the use of AI and ML, organizations can take various measures to onboard new employees effectively. These measures can help new employees integrate into the company culture, values, and goals. The onboarding process can equip new employees with the skills and knowledge they need to succeed in their new roles.

By embracing these trends, organizations can create an environment where new hires feel valued, supported, and connected to their colleagues, helping to reduce turnover rates and improve employee engagement. With the right approach to talent onboarding, organizations can ensure that their new hires become productive and valuable members of their team, contributing to the overall success of the company.

Download the inclusive L&D framework report to learn more about the personalized training programs you can offer.

 

What is a Virtual Internship?

A Virtual Internship software is used for retaining graduates while acquiring on-the-job experience in a professional environment without going onsite.

The need for virtual internship software

The global pandemic brought significant changes in the industry, and with the rise in digital technology, it’s vital to make graduates job ready from day one. Graduates must be updated on the latest technologies as the demand for niche skills skyrockets constantly. To bridge the gap and enhance the offer-to-joining ratio, organizations offer internships to students in their sophomore year, allocate projects, and let them innovate and develop new solutions through virtual internships. Allowing businesses to acquire diverse talent and build a sustainable Hiring pipeline.

How does the Software Work?

Virtual Internships softwares are custom-built Developer LMS Softwares that offer a wide array of project-based challenges and exercises for graduates to innovate solutions and get them job-ready. This will streamline the graduate thought process and lets employers train their next-gen coders. A well-built virtual internship software allows you

• Generates new sources for permanent employees
• Generate Higher Retention rates
• Source new ideas and approaches to problems
• Builds a sustainable hiring pipeline

Retain the best talent, Crowdsource the best ideas

One of the most significant advantages of virtual internships is flexibility. Don’t let the long list of constraints, such as relocation, commute issues, lack of brand awareness, etc., restricts candidates from applying/turning up for offline Internships. Because they can be done from anywhere with an internet connection, virtual interns can work from home. This allows them to fit their internship into their existing schedule rather than rearranging their lives to accommodate a traditional internship.

Access to a broader pool of resources

A wider pool of potential interns is also accessible through virtual internships. Virtual internships can draw candidates from all over the world, not just those who reside in the same region as the business because they can be completed anywhere. This may result in a more varied set of interns, which might be advantageous to both the company and the interns.

Cost-effectiveness

Another advantage of virtual internships is cost-effectiveness. Traditional internships often require interns to relocate or commute, which can be expensive. With a virtual internship, however, interns can save money on things like housing, transportation, and meals. Furthermore, companies offering virtual internships save office space and other infrastructure costs. Remote internships can help interns develop skills such as time management, self-motivation, and communication which are essential for success in a remote work environment.

Conclusion

Compared to traditional internships, virtual internships have various benefits, including flexibility, time management, cost efficiency, access to a larger pool of potential interns, and a more remote and adaptable work environment. They are an excellent option for interns seeking to develop the necessary experience and skills.

 

 

Why do you need to hire on campus?

Due to the shortage of talent, filling entry-level positions has become a significant challenge for companies worldwide, and it has been identified as the top emerging risk. As a result, more employers are turning to college campuses to source potential candidates from the large talent pool. For companies with a high demand for recruiting, developing a campus recruitment strategy is the most sensible way for attracting the best candidates.

To know more about the major recruitment trends of 2023, visit our blog.

What is the current status of campus talents?

The talent pool of campus recruitment 2023 is highly diverse and competitive. With more and more students graduating each year and seeking employment, employers are facing a larger pool of potential candidates to choose from. This means that companies need to be strategic and innovative in their approach to campus hiring in order to stand out and attract the best talent.

Right now, Gen Z is an important demographic in campus recruitment and they occupy the highest share in the talent pool. Employers that are successful in attracting and retaining them will need to have a strong digital presence, focus on purpose and social impact, and be able to articulate their mission and values.

Campus recruitment strategies

1. Branding and Awareness

By creating a strong brand and increasing awareness, companies establish the image and reputation of an organization in the minds of potential job candidates. A strong brand can also help to differentiate the company from its competitors and establish it as a desirable employer, leading to a stronger and more productive talent pipeline. There is no hard and fast rule when it comes to building brand awareness.

• Design engagement campaigns
• Clearly communicate company values and mission
• Conduct extensive email and SMS outreach to prospects
• Provide updates on events, assessments, or links to enhance their exposure during the recruitment process.

2. Virtual Drives

Virtual campus recruitment refers to the process of recruiting students and recent graduates through virtual events, such as webinars, video conferences, or online assessments, rather than in-person events. Virtual Drives are effective way of recruiting since it can be conducted from anywhere and opens up the possibility for a global talent pool. It eliminates the logistics costs associated with any conventional hiring drive and hence stays pocket-friendly.

3. ATS

Applicant Tracking System (ATS) is a software used in the recruitment process to manage and automate the hiring process. Campus hiring often involves receiving a large volume of applications, and an ATS can help manage and organize this data, saving time and effort. ATS can automate many aspects of the recruitment process, such as candidate screening, scheduling interviews, and tracking candidate status, making the process more efficient. By using an ATS in campus hiring strategy, organizations can ultimately lead to a more efficient and effective hiring process.

4. Analyze as you progress

At every stage of your hiring process, measure your efforts and progress. This will help you figure our what is working and what is not. Also, it is essential to keep track of the candidate status at each stage to make an informed decision about your hiring strategy. This will also help you keep both the candidates and the organization well informed.

5. Rediscover Candidates

It is possible to miss out on qualified candidates. Maintaining a database of previous campus drive applicants and utilizing AI-powered tools to search for eligible candidates from that database can reduce your dependency on external job boards. By revisiting a pool of previously screened candidates, you can save time and resources that would have otherwise been spent on attracting and reviewing new candidates.

6. Pre-Onboarding Engagements

Don’t wait until the joining date to engage a new hire; keep them excited and anticipated from the day of hiring. It is commonly observed that new hires can lose interest and even not show up during the waiting period prior to joining a company.

You can keep them engaged by exposing them to your company cultures and mission. Let them have a better understanding of their job responsibility by giving them a chance to connect with the current employees. Get them started on the paperwork and also collect feedback on the hiring process. Invite them for an office campus tour or a hangout. This will give them a sense of belonging and familiarity at the time of joining.

7. Assess the efforts

Last but not least, thoroughly assess the results of your campus drive. Evaluating the efforts and progress made during each successful campus hiring can lead to an even more successful one in the future. Utilizing AI-powered software to assess your campus hiring strategies will ensure that you can maintain and build upon your success.

 

The world of recruitment is shifting rapidly. Digital transformation is revolutionizing businesses, and the IT industry is no exception. Companies are now focusing on building an attractive talent pool for the next phase of digital disruption by incorporating new technology and processes into the recruitment process. With the advent of Digital technology, it’s never been more important for recruiters to have the right tools and resources to succeed.

Let’s examine the recruitment practices in the IT industry in the 1990s and how they have changed due to digital transformation.

IT recruitment in the 90s

There was significant demand for talent during the 1990s as the IT industry was expanding quickly. However, the hiring procedure for IT positions was very dissimilar from now. The internet was less widely available than now, meaning job seekers had to rely on more traditional methods of finding job openings.

At that time, recruiters would get offline resumes in the mail, scan them using software, and enter the information into a database. It also includes placing classified advertising in newspapers and journals and attending job fairs and networking events. In contrast to submitting a resume online through a job portal, resumes were usually sent or given in person to the company. As a result, applying for a job could take a lot of work.

The Decade of Noughties (2000-2009)

With the internet booming and then came websites for everything. Recruiters started posting online job boards while waiting for people to apply online. Online recruitment boards began to grow and evolved into the current recruitment landscape. 

 Another popular method of recruitment was through recruitment agencies. These agencies would act as intermediaries between companies looking to hire IT professionals and job seekers looking for IT positions. Recruitment agencies typically have a database of candidates and match them with available work based on their skills and experience.

Social recruiting era

The rise of social media paved a new path for recruiters, as social media has become an essential tool for recruiting and hiring top talent. With a vast pool of potential candidates at their fingertips, companies can easily connect with professionals in their industry, advertise open positions, and attract top candidates through social media platforms like LinkedIn, Twitter, and Facebook.

In today’s digital age, One of the significant advantages of recruiting through social media is the ability to target specific groups of people. Companies can use hashtags and targeted advertising to reach specific demographics, such as recent college graduates or experienced professionals in a particular field. Allowing recruiters to narrow their search and find the best candidates for their open positions.

Social media allows companies to showcase their culture and values, attracting candidates seeking a company that aligns with their personal goals. By sharing company updates and content, recruiters can provide candidates with a glimpse into the company culture and attract those who fit it. Social media recruitment offers an efficient and cost-effective way to connect with and screen candidates. Instead of spending time and resources on job fairs or resume databases, recruiters can use social media to quickly and easily connect with candidates.

Malpractice during assessments has been drastically reduced since the inception of AI in recruitment. AI-based proctoring tools have come up in large numbers to assist recruiters in identifying potential resources and eliminate candidates that indulge in malpractices.

Additionally, artificial intelligence (AI) in IT recruitment has become increasingly popular in recent years, allowing companies to automate certain aspects of the hiring process and find the best candidates for their open roles. AI-powered recruitment tools such as neohire can analyze resumes and job descriptions to identify the most qualified candidates, saving time and resources for recruiters. 

Conclusion 

Overall, digital transformation transforms IT recruitment by making it more efficient, effective, and convenient. By leveraging social media and AI, businesses are transforming recruitment with the newfound channel and cutting-edge technology. Companies that embrace these technologies will be well-positioned to find and hire the best talent in the industry.