April 15, 2016

Five Key Takeaways From Our Interview with Eploy

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Chris Bogh, Chief Technology Officer at Eploy, was a recent guest on our podcast, B2B Nation. In this episode, we discuss his thoughts on the best recruitment software, measuring recruitment activity, and using software to manage recruitment compliance.

Below are the five biggest insights from the conversation.

1. Communication between stakeholders is key

Whether that’s candidates, agencies, hiring managers, or recruitment teams. One way to improve communication is by having different ‘portals’ dedicated to each key group. For example, a candidate portal allows candidates to log in and communicate with the recruiter.  Portals allow organisations to simplify and enhance the journey for the relevant stakeholder.

2. Cloud security is paramount.

There’s a lot of benefits in recording your information in one place that is secured and managed by somebody else. There’s been a lot of scare stories of people leaving laptops on trains with personal details on it and things like this. Cloud is now really more secure and you know it’s being backed up and there’s redundancy built in.

3. There is a social media.

What we’ve found is that recruitment’s not really changed, it’s just evolved. People are still doing the same job that they were doing before, but there are more ways to communicate with candidates now. There are more ways to engage with candidates, so there’s a lot more to manage and channels to track the success of. So if you’re using these different channels, how do you track that success? And then the other– obviously the other thing is the use of mobile technology. Candidates now want to engage with recruitment teams, and hiring managers throughout the day on different devices. So that needs to be a seamless process.

4. The need for dashboards and analytics is growing.

Those requirements are very agile and they change on a daily basis. You could have a client phone you one day and say, “I really need your help. My manager has asked for this key data on our recruits, and we didn’t have that report built yet. How do we get the information out?”

5. Powerful Analytics Tools enable  “Predictive Metrics”

It’s like looking at what has happened or previous trends. What you soon start to do is predict more. We now talk about things like predictive analytics. This is where you’re using data — not just old data — but you’re using data that’s happening now. You’re using live data to predict future trends and help you close or reduce bottlenecks in the future.

One example of that as a historical trend might be something like most of your candidates come through a certain job board or a certain social channel. Then look at the success of those candidates. Of those different channels, which candidates are most likely to stay with the organization?

If you start getting predictive, what you could say is, “Let’s analyze our talent pool today. What shortages do we have? Let’s look at the skill sets across our talent pool. We don’t have many developers right now, so we know in six month’s time we’re probably going to have a new project that we need a lot of developers for, let’s start working now to increase that skill set in our talent pool.”

And then when these things do happen in the future, you’re prepared for them.