HR Tech https://www.phenom.com/ en Making the Most of Your HR Tech Stack https://www.phenom.com/blog/how-to-make-the-most-of-hr-tech-stack <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: x field--node--title--blog-article.html.twig * field--node--title.html.twig * field--node--blog-article.html.twig * field--title.html.twig * field--string.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <div class="field field--name-title field--type-string field--label-hidden featured-tag field--item">Making the Most of Your HR Tech Stack</div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--body--blog-article.html.twig * field--node--body.html.twig * field--node--blog-article.html.twig * field--body.html.twig * field--text-with-summary.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><p>Getting the most out of your HR technology starts with knowing what you already have — and then understanding where you can optimize for the future. <br />  </p> <p>On last week’s episode of <em><a href="https://www.phenom.com/podcasts" target="_blank">Talent Experience Live</a></em>, Ed Newman, CEO &amp; founder, and Amy Schwenck, VP of Growth at <a href="https://talentexp.com/" target="_blank">talentEXP</a> shared important information on how to make the most of your HR tech, including how to:<br />  </p> <ul><li>Evaluate your current HR tech stack</li> <li>Identify company must-haves for the future</li> <li>Get what you need to fill short-term and long-term gaps<br />  </li> </ul><center><strong>Scan through the highlights of their talk below, or catch the full episode here!</strong><br />  </center> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" hr="" make="" most="" of="" src="https://www.youtube.com/embed/nNJhrW57bBI" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" tech="" the="" title="“How" to="" width="560" your=""></iframe></div> <h2><br /> How do I evaluate my current HR tech stack effectively?<br />  </h2> <p>Because development in the tech field is moving fast, Newman suggested that “from a business practice standpoint, companies should be constantly looking and evaluating what’s coming.” Think of it the way you’d approach an investment portfolio, he advised. Some technology, like human capital management software, will fall into the long-term investment category.<br />  </p> <p>Other technology may fall under the category of short-term investments, technology that you’re testing out or using temporarily as stop-gap measures. Either way, “you should always be carving out some of your budget to experiment and looking at what’s coming down the pipe,” Newman said.<br />  </p> <p>His other tips include:<br />  </p> <ul><li>Do a full tech stack review every 2 years at a minimum, evaluating investments and legacy tech that may need to be replaced. </li> <li>Evaluate what your platform provider offers before investing in point solutions. </li> <li>Constantly look at your long-term strategy and road map and adjust as necessary.</li> </ul><p><br /> “Always be researching,” Schwenck added, advising a quarterly meeting to go over long-term and short-term tech investments. HR tech evaluation doesn’t have to be overwhelming: delegate some research to team members with an interest in technology, she suggested.<br />  </p> <hr /><p><strong><em>Related reading: <a href="https://www.phenom.com/blog/how-to-get-the-most-out-of-your-hr-tech-right-now" target="_blank">How to Get the Most Out of Your HR Tech Right Now</a></em></strong></p> <hr /><h2><br /> What are some “must-haves” for today’s HR tech stack?<br />  </h2> <p>Evaluating what tools are right for your HR tech stack can be overwhelming, especially at the scale and velocity with which the field is changing. So how can you identify the must-have HR technology that’s best for your company? <br />  </p> <p><a href="https://www.phenom.com/talent-marketplace" target="_blank">Internal Talent Marketplace tools</a> that help HR and TA leaders understand the talent that’s already in-house top Schwenck’s list. Schwenck’s other must-haves include:<br />  </p> <ul><li><a href="https://www.phenom.com/career-site" target="_blank">A compelling career site</a> that’s authentic to your organization and entices visitors to leave contact information, which gets funneled into your CRM.</li> <li><a href="https://www.phenom.com/talent-crm" target="_blank">A CRM</a> that enables sales- and marketing-focused recruiting.  </li> <li><a href="https://www.phenom.com/talent-analytics" target="_blank">Sourcing tools</a> capable of collecting and analyzing good data.</li> </ul><p><br /> Tight integrations are another important aspect of the tech puzzle. “You have to have these systems talk to each other. Otherwise, adoption can fall down,” she said. That means selecting tech that will serve all talent audiences: candidates, applicants, hiring managers, recruiters, and employees.<br />  </p> <p>For Newman, prioritizing the CRM/career site combination and ability to do real marketing — not just blast out jobs — is critical right now. “We’re finally at a point with the tech where we can do real marketing, where we can personalize content, where we can create a digital experience that gets that employer brand messaging across in unique ways.”<br />  </p> <p><a href="https://www.phenom.com/artificial-intelligence" target="_blank">AI and automation features</a> that alleviate the administrative burden on recruiters are key as well, as they leave them with more time to focus on the people part of their jobs.<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" for="" frameborder="0" haves="" height="315" hr="" src="https://www.youtube.com/embed/WjQT-OvD2qQ" stack="" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" tech="" title="“Must" width="560" your=""></iframe></div> <h2><br /> Which stakeholders need HR tech most right now? <br />  </h2> <p>Recruitment teams were hit hard during the pandemic, and they haven’t fully bounced back yet. Because teams are now smaller, Schwenck stressed the importance of leadership understanding just how necessary recruiters are to their companies — and providing them the resources and technology they need to do their jobs well. <br />  </p> <p><a href="https://www.phenom.com/hiring-manager" target="_blank">Hiring managers</a> are another group traditionally overlooked in the recruitment process, Schwenck said — and they need support in the form of training, technology, and access to data so they can back up their recruitment team. “They should see what they need in front of them — very easily — with a really slick UI,” Schwenck said.<br />  </p> <p>Newman agreed, calling hiring managers the “next frontier.” While the last decade has been all about candidate and employee experience, hiring managers are key stakeholders who need tools and platform plug-ins that allow them to interact seamlessly with candidates and recruiters.<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" are="" frameborder="0" frontier="" height="315" hiring="" managers="" next="" src="https://www.youtube.com/embed/GbIEmHzDmBE" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" the="" title="“Why" width="560"></iframe></div> <h2><br /> What is AI’s role in talent acquisition?<br />  </h2> <p>Talent acquisition teams rely heavily on AI and automation to do their jobs well, but what does AI really mean in this context and what is its role in the field? <br />  </p> <p>Newman called AI the industry’s “biggest buzzword” today, warning that we should be careful in how we refer to it. <br />  </p> <p>“AI is new tech, and it’s becoming the price of admission for any type of solution in the market,” he said. You’ll have technology platforms that are either “smart,” with AI built into the DNA of the product, or they’re a legacy tool. “And that’s what you need to watch out for,” he warned, with some companies trying to “bolt” AI onto tools that aren’t built for it. <br />  </p> <p>Think of AI as a problem-solving tactic — and it gets better over time. For example, AI can learn from candidate profile data and interactions to help them get through an application process more quickly, or personalize their journey by serving up relevant content and job recommendations. <br />  </p> <p>“It’s technology that’s going to help facilitate a user to be more efficient with their processes based on the data that’s running through the system.”<br />  </p> <hr /><p><strong><em>Related reading: <a href="https://www.phenom.com/blog/recruiting-ai-guide" target="_blank">The Definitive Guide to AI for Recruiting</a></em></strong></p> <hr /><h2><br /> How does a talent community relate to HR tech?<br />  </h2> <p>The idea of a talent community is changing rapidly, Newman said. Yesterday’s talent community consisted of blasting jobs out to a candidate contact list, while today it has evolved to include capturing candidate information, flowing it into the CRM, segmenting audiences, and sending content tailored to specific audience characteristics. (A talent experience platform is a key piece of tech for managing a talent community.)<br />  </p> <p>If an organization is prepared with a content strategy for communicating with talent community members, this is a great way to build engagement and deepen the talent pool. But Schwenck and Newman warned that a solid strategy is imperative for it to be effective.<br />  </p> <p>“If you’re going to collect contacts for a talent community, make sure you have a plan to keep them engaged. Otherwise, they’re not sure why they signed up,” Newman said. Schwenck agreed by saying, “Don’t set the expectation that you’re going to communicate unless you’re going to fulfill it.”<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe a="" allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" community="" effectively="" frameborder="0" height="315" src="https://www.youtube.com/embed/8loTKQnbvcA" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" talent="" title="“Using" width="560"></iframe></div> <h2><br /> How do I identify gaps in my tech stack?<br />  </h2> <p>Beyond assessing your own application process, Schwenck recommended the following steps to uncover gaps in the candidate experience that the right tech could help address:<br />  </p> <ul><li>Mine available resources, such as podcasts and blogs from industry experts, for guidance.</li> <li>Refer back to the tech stack must-haves discussed above and prioritize what you need most.</li> <li>Survey internal stakeholders (e.g., recruiters, hiring managers) about their experience with your process.</li> <li>Engage partners and vendors to find out about offerings you may not be taking advantage of. </li> <li>If your peer network recommends a piece of tech, research that tech but tap your team for their opinions as well. </li> </ul><p><br /> Stressing the last point, Schwenck added: “You should dive really deep into that conversation and question why <em>that</em> technology, and why <em>that</em> change. Not all organizations are the same so it might not be the best thing for yours.” <br />  </p> <p>Newman agreed: “One company’s best practice could be another company’s worst nightmare … be selective about what you’re diving into and make sure it’s aligned with what’s right for your company,” he said — in terms of culture, compliance needs, and goals you’re working toward. <br />  </p> <hr /><p><strong><em>Related reading: <a href="https://www.phenom.com/state-of-candidate-experience-benchmark-report-2022" target="_blank">2022 State of Candidate Experience Report</a></em></strong></p> <hr /><h2><br /> How important are integrations when evaluating a potential tech partner? <br />  </h2> <p>“Integrations are absolutely paramount today,” Newman said. Solutions that don’t easily integrate will atrophy, he added, because they’ll create silos, limiting visibility into a candidate’s interactions with your brand. <br />  </p> <p>Make sure you have a clear plan for what needs to integrate and how data flows through your organization, he said, because some vendors will exaggerate just how well their integrations work. This involves research and strategy development on your end: “You can’t rely on the vendor to tell you that,” Newman warned.<br />  </p> <p>He suggested seeing if the vendor has partnerships with your other technology products. If yes, great. If not, that isn’t necessarily a dealbreaker, but it means that integrations will involve more work. One option to explore? Third-party organizations that set up integrations.<br />  </p> <p>A key takeaway? Avoid stand-alone solutions!<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" are="" frameborder="0" height="315" hr="" integrations="" paramount="" src="https://www.youtube.com/embed/sa9VpAkOlXo" stack="" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" tech="" title="“Why" to="" width="560" your=""></iframe></div> <h2><br /> What HR tech challenges do you see trending?<br />  </h2> <p>Schwenck named the following hurdles that organizations tend to face in evaluating and selecting new HR tech:<br />  </p> <ul><li>Implementation challenges, especially in ensuring a smooth implementation that stays on time and within budget. </li> <li>Prioritizing the end-to-end talent experience in tech strategy. People are often overwhelmed with workload demands that the mindset shifts to just getting the job done. </li> <li>Data optimization and ensuring that tech will gather the data that will drive outcomes, not just data for the sake of data. </li> </ul><p><br /> Newman pointed out that when organizations simply “lift and shift” past processes onto new technology, they don’t get the full benefits of the investment: “You want to set [technology] up so that your people will use it to get the job done, and then all the data you need is captured and available for reporting and analytics.” <br />  </p> <h2>What are you excited about for the future of the HR industry?<br />  </h2> <p>For both Schwenck and Newman, increasing attention on internal mobility represents a breakthrough. “In the last five years, we’ve started to see some pretty significant movement, and companies are really starting to invest in this area. And because of this, the tech is evolving as well,” Newman said. “It’s such an important part of the total ecosystem.”<br />  </p> <p>Schwenck feels like this is one of the best things to come from the pandemic, adding, “We needed to look inward … and tech has been fast to help us respond to that need.”<br /><br />  </p> <center> <h3><strong>Learn more about the Phenom talent experience platform by <a href="https://www.phenom.com/request-demo" target="_blank">booking a demo here</a>.</strong></h3> </center> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--uid--blog-article.html.twig x field--node--uid.html.twig * field--node--blog-article.html.twig * field--uid.html.twig * field--entity-reference.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <span> <!-- THEME DEBUG --> <!-- THEME HOOK: 'username' --> <!-- BEGIN OUTPUT from 'core/modules/user/templates/username.html.twig' --> <span lang="" about="/user/852" typeof="schema:Person" property="schema:name" datatype="">maggie.blehar</span> <!-- END OUTPUT from 'core/modules/user/templates/username.html.twig' --> </span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--created--blog-article.html.twig x field--node--created.html.twig * field--node--blog-article.html.twig * field--created.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <span>Fri, 08/26/2022 - 00:22</span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-comment--blog-article.html.twig * field--node--field-comment.html.twig * field--node--blog-article.html.twig * field--field-comment.html.twig x field--comment.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <section> </section> <!-- END OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-general-image--blog-article.html.twig * field--node--field-general-image.html.twig * field--node--blog-article.html.twig * field--field-general-image.html.twig * field--image.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-field-general-image field--type-image field--label-hidden field--item"> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image_formatter' --> <!-- BEGIN OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image' --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <img src="/sites/default/files/blog/article/2022-08/2012x700%2001%20HR%20Tech%20Stack.jpg" width="2012" height="700" alt="stacking blocks" typeof="foaf:Image" class="img-responsive" /> <!-- END OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <!-- END OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'links__node' --> <!-- FILE NAME SUGGESTIONS: * links--node.html.twig x links.html.twig --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> <!-- END OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> Thu, 25 Aug 2022 15:22:16 +0000 maggie.blehar 3025 at https://www.phenom.com Preparing for the Great Rehire: Essential HR Tech Upgrades with BMO [Video] https://www.phenom.com/blog/essential-hr-tech-upgrades-for-great-rehire <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: x field--node--title--blog-article.html.twig * field--node--title.html.twig * field--node--blog-article.html.twig * field--title.html.twig * field--string.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <div class="field field--name-title field--type-string field--label-hidden featured-tag field--item">Preparing for the Great Rehire: Essential HR Tech Upgrades with BMO [Video]</div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--body--blog-article.html.twig * field--node--body.html.twig * field--node--blog-article.html.twig * field--body.html.twig * field--text-with-summary.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><h5>In this recap of the April 29th episode of <em>Talent Experience Live</em>, Jeff Scott, Managing Director &amp; Head, Talent Acquisition People and Culture at BMO Financial Group, discusses how his team is preparing to make 12,000 new hires. We explore why AI and automation is critical, tips for expanding your HR tech stack, and why TA teams should be excited for the “Great Rehire.”<br />  </h5> <p>With the “Great Rehire” on the horizon, it’s more important than ever for TA teams to upgrade their tech stack with an eye toward greater efficiency – and a candidate experience that meets heightened expectations.<br />  </p> <p>But it’s not easy. Providing personalization at scale, encouraging user adoption, and ensuring everything is properly integrated are all challenges to prepare for — challenges that the TA team at BMO are <em>very</em> familiar with, but are learning to overcome. Watch the full episode for Scott’s inside perspective, and catch highlights below!<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/m_EkLCWoe3k" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Preparing for the Great Rehire: Essential HR Tech Upgrades" width="560"></iframe></div> <h2><br /> Improving Your HR Tech Stack to Meet Impending Demand<br />  </h2> <p>Established more than 200 years ago, BMO (pronounced <em>BEE-moh, by the way!</em>) is one of the oldest financial institutions in North America. It’s also one of the largest banks in Canada, with 46,000 employees across 29 countries — and they're looking to grow that workforce by nearly a quarter this year. <br />  </p> <p>For the TA team, this means continuing to optimize and upgrade their tech stack with AI and automation to help recruiters work smarter and faster.<br />  </p> <p>“Digitization is at the absolute forefront of everything that’s going on at BMO in order to ensure that we have 200+ <em>more</em> years to tag on to the 200+ <em>previous</em> years. Digital capabilities and digitization is the path to that … expectations are changing rapidly in the customer base, and that will be applied in the talent acquisition space.”<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/4xSVOgTLWXo" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Upgrading Your HR Tech Stack" width="560"></iframe></div> <p><br /> The prospect of 12,000 new hires might sound intimidating, but Scott views the increased focus on hiring with anticipation. <br />  </p> <p>“What that gives you … is a springboard of support,” he noted, adding that it’s a chance for TA leaders to win support across the organization to embrace new approaches. “I look at the pressure of the 'Great Rehire' as only opportunity for us [in TA],” he said. </p> <p> </p> <h2>Overcoming Barriers to Tech Adoption<br />  </h2> <p>Change is difficult, Scott acknowledged — especially now, when employees have been through a whirlwind year that disrupted all aspects of life. <br />  </p> <p>One of the key things he emphasized to increase adoption is to carefully examine (and communicate) the value of new technology under consideration. Don’t automate something just for the sake of automating, he advised. The goal is to deliver greater capability and efficiency … not to introduce complexity.<br />  </p> <p>Make sure people understand how the new technology will make their work life easier, and conduct frequent training and testing rather than a one-off session just before implementation. “This goes a long way to creating champions,” Scott said.<br />  </p> <p>Also important? Measuring adoption with data to help determine training needs and pinpoint reasons that usage rates might be lagging. Through Phenom, BMO can create custom dashboards to <a href="https://www.phenom.com/blog/must-have-talent-sourcing-tactics-to-maximize-impact" target="“_blank”">easily measure recruiter adoption</a>, which Scott says opens the door for constructive conversation among leaders regarding how to effectively support employees through the change. </p> <hr /><p><em><strong><a href="https://www.phenom.com/blog/hr-tech-solutions-rollout-guide" target="_blank">Read more: The Best Way to Roll Out New HR Tech Solutions</a></strong></em></p> <hr /><h2><br /> Using AI and Automation to Drive Efficiency<br />  </h2> <p>Maintaining efficiency in processes will be absolutely crucial for TA teams. That’s why <a href="https://www.phenom.com/blog/artificial-intelligence-for-recruiting-101" target="_blank">automation and AI-powered tools</a> are central to BMO’s strategy in preparing for a mass scale-up in recruitment activity. <br />  </p> <p>“Just like everybody who's experiencing the front-end of the 'Great Rehire', you’re scrambling to ensure you have the capacity within your talent acquisition function to meet that demand,” Scott said. “The opportunity to level the playing field a little bit on this hypergrowth is through automation and the use of tools and technology — and AI is a big one for us.”<br />  </p> <p>BMO leverages AI matching capabilities through their <a href="https://www.phenom.com/talent-crm" target="_blank">Phenom CRM</a> for more efficient screening, helping recruiters more quickly establish a short list of candidates to target. <br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/ERFumIHanko" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Using AI and automation to drive recruiting efficiency" width="560"></iframe></div> <h2><br /> Meeting Candidate Expectations<br />  </h2> <p>Hiring 12,000 new employees means BMO recruiters will have hundreds of thousands of applications to handle. How does Scott feel about scaling the candidate experience on this level? “Let’s call it a challenge,” he said. “We’re constantly trying to figure out the balance between efficiency and delivering a meaningful experience to candidates overall.”<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/j6q0oPNmjxU" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Meeting Job Seeker Expectations" width="560"></iframe></div> <p><br /> BMO plans to use AI and automation to power its talent community, career site, and targeted recruitment marketing <a href="https://www.phenom.com/campaigns" target="_blank">campaigns</a> to create the kind of personalized experiences that candidates have come to expect.<br />  </p> <h2><strong>Nurturing Silver Medalists</strong><br />  </h2> <p>The BMO TA team recognizes how important it is to keep communication strong with <a href="https://www.phenom.com/blog/Silver-Medal-Candidates-How-to-Engage-Runner" target="_blank">silver-medal candidates</a> — those close runners-up who could potentially be a great fit for a future job opening. Outreach to this group centers on staying connected through the BMO talent community and checking the career site for resources and jobs. <br />  </p> <p>BMO prioritizes transparency, being clear with candidates that if they’re still interested, the company will use their information to deliver relevant job matches and content. <br />  </p> <p>“That’s an example of the evolution and importance of data retention, and leveraging our really great CRM,” said Scott. <br />  </p> <h2><strong>Strengthening Internal Mobility</strong><br />  </h2> <p>BMO also is refreshing its approach to <a href="https://www.phenom.com/internal-mobility" target="_blank">internal mobility</a>, using Phenom AI capabilities to mine their employee base.<br />  </p> <p>“We’re building in capabilities that will take skills interest and match that to job opportunities internally, but taking it a step further and thinking about the growth needed to grow into a strong candidacy for said job opportunity,” Scott added. <br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/h-Yfh0cmLHQ" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Strengthening Internal Mobility" width="560"></iframe></div> <p><br /> Beyond matching internal positions to career aspirations, AI analyzes the employee’s profile against the job description and recommends next steps for career development (e.g., available learning resources and upskilling opportunities). Employees can also track the status of job roles they’re interested in.<br />  </p> <h2>Avoiding HR Tech Integration Snags <br />  </h2> <p>Smooth integrations between HR tech solutions are critical – but challenging, Scott acknowledged. “Ensuring information flow from one end to the other, in its native form, is the foundation to efficiency,” he said. <br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/1d3ldST52Cs" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Avoid HR Tech Snags" width="560"></iframe></div> <p><br /> At the end of the day, it’s about simplifying the experience for everyone — and if candidates, recruiters, and hiring managers are all working in multiple systems, inefficiencies could lead to losing out on top talent. <br />  </p> <h2>Meeting the Compliance Challenge<br />  </h2> <p>As a global financial company, BMO contends with a heavily regulated environment for digital information. “It’s the greatest hurdle financial institutions have to overcome when it comes to digitization,” Scott said.<br />  </p> <p>Influencing the organizational mindset to get comfortable with moderate risk may be necessary for TA leaders in industries with strict data security requirements. Banking inherently involves managing risk, Scott pointed out, and that characteristic can apply to digital transformations.<br />  </p> <p>“We need to meet regulation appropriately, and at the same time, find the right balance around risk and reward that sees a path forward for us at a pace that the industry expects.”<br />  </p> <h2>Get Ready for an Exciting Moment in Talent Acquisition<br />  </h2> <p>With job market recovery underway, TA leaders should look forward to a rare opportunity for innovation.<br />  </p> <p>“I fully anticipate that we are at the front end of a highly volatile, candidate-driven market,” Scott concluded. “You have to take opportunities like this and make the most of it … get a ton of exposure to the TA function, and get a ton of power behind it accordingly to drive your innovation agenda,” he said.<br />  </p> <center> <h4><strong>Interested in upgrading your HR tech stack? </strong><br /><em><a href="https://www.phenom.com/request-demo" target="_blank">Request a demo</a> to see Phenom TXM in action!</em></h4> </center> <hr /><p><em><a href="http://info.phenompeople.com/talent-experience-show-subscribe/" target="_blank">Sign up</a> to get notified about future episodes of Talent Experience Live! Catch us on <a href="https://www.linkedin.com/company/phenompeople/" target="_blank">LinkedIn</a>, <a href="https://www.youtube.com/channel/UCpMoNHMfgSzu8f4kj79URxg?sub_confirmation=1" target="_blank">YouTube</a>, <a href="https://twitter.com/phenom_people" target="_blank">Twitter</a>, and <a href="https://www.facebook.com/PhenomPeople/" target="_blank">Facebook</a> every Thursday at noon ET to get the latest in recruiting, talent acquisition, talent management, and HR tech.</em><br />  </p> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--uid--blog-article.html.twig x field--node--uid.html.twig * field--node--blog-article.html.twig * field--uid.html.twig * field--entity-reference.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <span> <!-- THEME DEBUG --> <!-- THEME HOOK: 'username' --> <!-- BEGIN OUTPUT from 'core/modules/user/templates/username.html.twig' --> <span lang="" about="/user/27" typeof="schema:Person" property="schema:name" datatype="">monica.montesa</span> <!-- END OUTPUT from 'core/modules/user/templates/username.html.twig' --> </span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--created--blog-article.html.twig x field--node--created.html.twig * field--node--blog-article.html.twig * field--created.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <span>Thu, 05/06/2021 - 03:59</span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-comment--blog-article.html.twig * field--node--field-comment.html.twig * field--node--blog-article.html.twig * field--field-comment.html.twig x field--comment.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <section> </section> <!-- END OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-general-image--blog-article.html.twig * field--node--field-general-image.html.twig * field--node--blog-article.html.twig * field--field-general-image.html.twig * field--image.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-field-general-image field--type-image field--label-hidden field--item"> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image_formatter' --> <!-- BEGIN OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image' --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <img src="/sites/default/files/blog/article/2021-05/rehire.blog_.jpg" width="2012" height="700" alt="empty office" typeof="foaf:Image" class="img-responsive" /> <!-- END OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <!-- END OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'links__node' --> <!-- FILE NAME SUGGESTIONS: * links--node.html.twig x links.html.twig --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> <!-- END OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> Wed, 05 May 2021 18:59:36 +0000 monica.montesa 2204 at https://www.phenom.com Ahead of the Curve: Investing in the Future of Talent Experience https://www.phenom.com/blog/ahead-of-the-curve-investing-in-the-future-of-talent-experience <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: x field--node--title--blog-article.html.twig * field--node--title.html.twig * field--node--blog-article.html.twig * field--title.html.twig * field--string.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <div class="field field--name-title field--type-string field--label-hidden featured-tag field--item">Ahead of the Curve: Investing in the Future of Talent Experience </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--body--blog-article.html.twig * field--node--body.html.twig * field--node--blog-article.html.twig * field--body.html.twig * field--text-with-summary.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><p dir="ltr">In today’s tumultuous economy, agility is the name of the game — the companies that adapt fastest are the ones that come out on top. None of that’s possible, however, without the right employees. And acquiring and managing best-fit talent successfully can’t happen without the right HR technology.<br />  </p> <p dir="ltr">Investing in tech is a <em>process</em>...one that requires strategy, change, and multiple stakeholders. But the rewards your entire company will reap are well worth the initial growing pains. <br />  </p> <p dir="ltr">Jennifer Bombardier, VP of Talent Acquisition at <a href="https://careers.radian.com/us/en" target="“_blank”">Radian Group Inc.</a>, a Philadelphia-based insurer, knows this firsthand. Bombardier recently joined <strong>Phenom’s IAMHR event</strong> to discuss the <em>why</em> and <em>how</em> behind her company’s decision to adopt an AI-driven approach to the talent experience, and provided invaluable best practices for others who are considering the move to a comprehensive solution.</p> <hr /><center> <h4 dir="ltr"><em><a href="https://iamhr.phenom.com/" target="“_blank”">Access Jennifer Bombardier’s entire IAMHR presentation — and nearly 30 other sessions from visionary HR leaders here.</a>  </em></h4> </center> <hr /><h2 dir="ltr">Identifying Gaps in the Talent Experience <br />  </h2> <p dir="ltr">About a year ago, Bombardier was four months into a new role at Radian and purposefully set aside time to assess where the TA team was at and where they wanted to go with their talent experience. Her findings reflected what many companies struggle with:<br />  </p> <ul><li dir="ltr"> <p dir="ltr"><strong>Inefficient processes and an inconsistent experience</strong>. While Radian’s recruitment program was solid, it lacked a consistent, streamlined experience for all stakeholders. She found recruiters using siloed approaches, and a lot of manual interactions between candidates and hiring managers via Excel spreadsheets and one-off emails. <br />  </p> </li> <li dir="ltr"> <p dir="ltr"><strong>An employer brand that didn’t stand out</strong>. Radian has a strong employer brand, but this wasn’t being reflected to job candidates. The company’s career site and other external communications didn’t differentiate it from competing employers. <br />  </p> </li> </ul><p dir="ltr">Bombardier quickly identified the need to view candidates as consumers, and meet modern-day expectations around customer service and experience. “As an organization, we were going through a lot of technology advances — and we needed to mirror that on the outside,” she said. “We started to research specific technologies, and then looked at where and how to personalize that experience for our candidates, as well as our recruiters...and what was the best process?” <br />  </p> <h2 dir="ltr">Finding a Solution to Unify and Elevate the Talent Experience<br />  </h2> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/emJGxsFtZiA" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Investing in the future of talent experience" width="560"></iframe></div> <p><br /> After initially gathering feedback from multiple team members, Bombardier began researching and networking with colleagues to identify talent experience best practices and cutting-edge capabilities and products, including chatbots, fit scoring, campaigns automation, and personalized career sites.<br />  </p> <p dir="ltr">Ultimately, Bombardier wanted a solution that would optimize and tie together the experience for candidates, recruiters, employees, and managers. Among the tools that stood out in her research as must-haves were two <a href="https://www.phenom.com/blog/how-recruitment-leaders-leverage-AI-to-supercharge-the-candidate-experience" target="“_blank”">powerful AI features</a>:<br />  </p> <ul><li dir="ltr"> <p dir="ltr"><strong><a href="https://www.phenom.com/ai-insights" target="“_blank”">Fit score</a></strong>. Bombardier deemed this piece of technology essential to address pipeline efficiency, helping recruiters more quickly identify best-fit talent and move the high volume of candidates through the process.<br />  </p> </li> <li dir="ltr"> <p dir="ltr"><strong><a href="https://www.phenom.com/chatbot" target="“_blank”">Chatbot</a></strong>. Using a chatbot would help boost efficiency for recruiters by automating FAQs and other routine tasks while improving the candidate experience with personalization and 24/7 responses. <br />  </p> </li> </ul><p dir="ltr">With innovative automation a top priority, Radian chose <strong>Phenom’s AI-driven Talent Experience Management (TXM) platform</strong>, determining that it would help the team provide the type of cohesive, stand-out experiences needed to meet organizational goals. <br />  </p> <h2 dir="ltr">Tips for a Successful HR Tech Implementation Journey<br />  </h2> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/biM_g758Zz4" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Investing in the future of talent experience" width="560"></iframe></div> <p><br /> According to Bombardier, <em>getting the solution up and running turned out to be one of the smoothest tech implementations she’s undertaken in her career</em>. Considering most software implementations are a piece of cake (said nobody ever), that’s saying something.<br />  </p> <p dir="ltr">But the team couldn’t have predicted that outcome going into the process. To pave the way for success, they followed some key best practices: <br />  </p> <ul dir="ltr"><li><strong>Ask questions (lots of them)</strong>. You don’t know what you don’t know, as Bombardier pointed out, so it’s better to ask questions and find out. The more, the better — cover topics ranging from technology selection to implementation and beyond.<br />  </li> <li><strong>Forge a partnership with internal IT and HRIS teams</strong>. Bombardier secured internal buy-in — and long-term support — through transparent, honest communication with IT and HRIS stakeholders. In addition to seeking their guidance on tech specifics and integration issues, Bombardier made sure to ask about their other projects, timelines, and resources. <br />  </li> <li><strong>Communicate clearly with your outside provider</strong>. There was (and continues to be) a lot of open communication between Radian and Phenom’s customer success team, Bombardier said. Even if everything works as initially expected, a partnership that enables you to ask for adjustments or level up is key. “The right vendor will help you find the right solution,” she revealed.<br />  </li> <li><strong>Communicate the value of the new technology</strong>. Initially, the HRIS team pushed back a bit on some of the features and capabilities Bombardier wanted. From their perspective, existing in-house systems could be leveraged to accomplish the same goals. <br /><br /> But by including HRIS stakeholders on product demos, Bombardier won their support. They saw how the additional layer provided by the new solution would help her fully leverage what was already in place. Showing how the new technology could make a difference for all stakeholders in the talent lifecycle generated support and excitement, Bombardier revealed. <br /><br />  </li> </ul><div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/sSQhh1SUuKQ" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Investing in the future of talent experience" width="560"></iframe></div> <p> </p> <h2 dir="ltr">Handling Change Management and Encouraging Tech Adoption<br />  </h2> <p dir="ltr">For Radian, <a href="https://www.phenom.com/blog/hr-technology-adoption-how-unisys-is-cultivating-champions-for-change" target="“_blank”">change management</a> (which is never easy) was further complicated by other workplace changes precipitated by the pandemic, as well as a period of organizational growth. <br />  </p> <p dir="ltr">It was a balancing act, Bombardier said, to determine deadlines and how hard to push team members. While she didn’t want to overwhelm her team, she knew that if the implementation didn’t move forward quickly enough they’d be stuck with legacy systems.</p> <hr /><h4 dir="ltr"><em><a href="https://www.phenom.com/blog/hr-tech-solutions-rollout-guide" target="_blank">Related: The Best Way To Roll Out New HR Tech Solutions</a></em></h4> <hr /><p dir="ltr">So she coached team members, preparing them for some tough deadlines ahead while reinforcing that their commitment would bring positive change and success. In particular, their new tech would help recruiters meet volume demands, as well as other organization initiatives.<br />  </p> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/RBpyCz1PJXM" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Investing in the future of talent experience" width="560"></iframe></div> <p><br /><strong>To encourage adoption of a new HR solution, Bombardier recommends:</strong><br />  </p> <ul><li dir="ltr"> <p dir="ltr">Coaching team members on how to change their routines and habits<br />  </p> </li> <li dir="ltr"> <p dir="ltr">Getting hands-on with the solution as a manager to help team members best leverage the tools and capabilities<br />  </p> </li> <li dir="ltr"> <p dir="ltr">Identifying training gaps<br />  </p> </li> <li dir="ltr"> <p dir="ltr">Holding a weekly team meeting to share tips and ideas for usage<br />  </p> </li> <li dir="ltr"> <p dir="ltr">Communicating the benefits of using the new tools <br />  </p> </li> </ul><h2 dir="ltr">What’s Next?<br />  </h2> <div class="videoWrapper" style="position: relative; text-align: center;padding-bottom: 56.25%; padding-top: 25px; height: 0;"><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/GTZb47K_dcs" style="position: absolute; top: 0; left: 0; width: 100%; height: 100%;" title="Investing in the future of talent experience" width="560"></iframe></div> <p><br /> Working with Phenom allows Bombardier to push the envelope and keep current, she said. Looking ahead, there are several areas she’d like to explore and elevate in the Radian talent experience:<br />  </p> <ul><li dir="ltr"> <p dir="ltr"><strong>Leverage technology for new talent pools</strong>. Companies are looking at talent differently since the pandemic struck. Remote work is changing the talent pool, demanding that organizations shift perspective to keep up. Being able to easily identify best-fit candidates based on fluctuating criteria will be a top focus. <br />  </p> </li> <li dir="ltr"> <p dir="ltr"><strong>Use analytics to understand candidate behavior and preferences</strong>. “I think you have to look at analytics almost on a daily basis to see what's working and what's not working — and be prepared to shift and not be afraid to try things,” Bombardier shared. What tools are candidates using most to understand the organization? Where are they going for information? What channels of communication do they prefer? “If we start to see people aren't opening emails…we need to shift and look at SMS technology,” she reasoned.<br />  </p> </li> <li dir="ltr"> <p dir="ltr"><strong>Transform the internal <a href="https://www.phenom.com/employee-experience" target="“_blank”">employee experience</a></strong>. Now that the Radian candidate and onboarding experience has been optimized, Bombardier wants to use their HR tech to ensure employees are getting a consistent experience. “At some point, employees are going to start to say, I want my experience to look like a new hire coming in. You're offering them great technology to start their careers. How do we use that to continue our careers with the company?”<br />  </p> </li> </ul><p dir="ltr">Although Bombardier admitted to not knowing what the next technology trend is going to be, she’s certain of one thing: “I know I don't want to be 10 months, 12 months behind it. I want to be <em>with </em>it and continuing to move — because that's what candidates have come to expect. They get that in their consumer life and they mirror their consumer lives to their candidate lives.”</p> <hr /><center> <h3 dir="ltr"><em><a href="https://iamhr.phenom.com/" target="“_blank”">Sign up to watch Jennifer's full IAMHR presentation for more key insights</a>!</em></h3> </center> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--uid--blog-article.html.twig x field--node--uid.html.twig * field--node--blog-article.html.twig * field--uid.html.twig * field--entity-reference.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <span> <!-- THEME DEBUG --> <!-- THEME HOOK: 'username' --> <!-- BEGIN OUTPUT from 'core/modules/user/templates/username.html.twig' --> <span lang="" about="/user/130" typeof="schema:Person" property="schema:name" datatype="">jennifer.thomas</span> <!-- END OUTPUT from 'core/modules/user/templates/username.html.twig' --> </span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--created--blog-article.html.twig x field--node--created.html.twig * field--node--blog-article.html.twig * field--created.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <span>Tue, 02/02/2021 - 08:11</span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-comment--blog-article.html.twig * field--node--field-comment.html.twig * field--node--blog-article.html.twig * field--field-comment.html.twig x field--comment.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <section> </section> <!-- END OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-general-image--blog-article.html.twig * field--node--field-general-image.html.twig * field--node--blog-article.html.twig * field--field-general-image.html.twig * field--image.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-field-general-image field--type-image field--label-hidden field--item"> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image_formatter' --> <!-- BEGIN OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image' --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <img src="/sites/default/files/blog/article/2021-02/radian.jpg" width="2012" height="700" alt="Curved road" typeof="foaf:Image" class="img-responsive" /> <!-- END OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <!-- END OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'links__node' --> <!-- FILE NAME SUGGESTIONS: * links--node.html.twig x links.html.twig --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> <!-- END OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> Mon, 01 Feb 2021 23:11:41 +0000 jennifer.thomas 1971 at https://www.phenom.com 5 Reasons You Should Text Candidates https://www.phenom.com/blog/five-reasons-you-should-text-candidates <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: x field--node--title--blog-article.html.twig * field--node--title.html.twig * field--node--blog-article.html.twig * field--title.html.twig * field--string.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <div class="field field--name-title field--type-string field--label-hidden featured-tag field--item">5 Reasons You Should Text Candidates</div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--body--blog-article.html.twig * field--node--body.html.twig * field--node--blog-article.html.twig * field--body.html.twig * field--text-with-summary.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><p dir="ltr">According to <a href="http://blog.indeed.com/2014/09/18/78-of-candidates-would-apply-to-jobs-from-mobile/">Indeed</a>, 78% of candidates are <a href="https://www.phenom.com/blog/text-to-apply-everything-to-know-to-fill-high-volume-roles-fast">applying to jobs through their mobile device</a>. Mobile recruiting is a huge trend, so is essential for recruiters to start adapting new innovative ways to reach their potential job candidates through their mobile device. Not only is texting quick, easy, and efficient, it can also improve your time-to-fill and increase candidate engagement. Still not convinced? <strong>Check out these five reasons why you should add texting into your recruiting process.</strong></p> <h2><strong>Texting Creates a Better Candidate Experience</strong></h2> <p dir="ltr">In today’s tight job market, it is essential to create the best candidate experience. Texting candidates not only speeds up the process, but also improves the candidate experience. <a href="http://recruitingtrends.com/a-new-message-for-recruiting/">75% of millennials</a> prefer texting as their primary form of communication. Understanding this overwhelming majority should lead more recruiters to utilize texting as their primary form of communication when targeting a younger candidate. Using texting in the recruiting process will also give the appearance that your company is approachable and communicative, relaying a positive image to a potential candidate.</p> <h2 dir="ltr"><strong>Texting is Quick, Easy, and Convenient</strong></h2> <p dir="ltr">Texting candidates can speed up the recruiting process in many ways. The same message can be sent to different candidates simultaneously and responses to texts are answered significantly faster as opposed to call or email. Additionally, <a href="https://mobilemarketingwatch.com/sms-marketing-wallops-email-with-98-open-rate-and-only-1-spam-43866/">Mobile Marketing Watch</a> reports that SMS messages have a 98% open rate. In comparison, email has a lower opening rate of 22%. This demonstrates that candidates are more than four times likely to open a text message rather than an email from an unknown sender.</p> <h2 dir="ltr"><strong>Easy Use of Maps and Directions</strong></h2> <p dir="ltr">In our personal lives, we are dropping pins to our current location all the time to let friends and family know where we are. Why shouldn’t we be using this aspect in the recruiting process as well? Dropping a pin to the company’s location will reduce stress in the candidate’s hiring process so they can have ease of mind knowing how to navigate to their interview.</p> <h2 dir="ltr"><strong>Updating and Scheduling Interviews</strong></h2> <p dir="ltr">In recent smartphone updates, sending a date and time through text allows the receiver to save this information directly to their calendar. This makes scheduling interview times even easier to share with candidates. Not only will the candidate be able to save the information to their calendar, but they will also send the recruiter a more immediate response.</p> <p dir="ltr"></p> <h2 dir="ltr"><strong>Texting Videos for Better Engagement</strong></h2> <p dir="ltr">Videos of company culture and employee testimonials are proven to boost a company’s image. Sending videos to different potential candidates will give them direct access to what it is like to work for your company. And the best part about the videos being sent to their phone is that they can access the video instantly wherever they are!<br />  </p> <p dir="ltr">“For recruiters, texting may soon be the rule and not the exception,” says Robin Erickson, talent acquisition research leader at Bersin, Deloitte Consulting LLP.<br />  </p> <p dir="ltr">So why not benefit from something we are all doing anyway?  Start getting ahead of the curve by incorporating texting into your company’s recruiting process. Your team and candidates will thank you along the way.</p> <p> </p> <p> </p> <p><strong>Related Posts:</strong></p> <ul><li><a href="https://www.phenom.com/blog/best-recruiting-tools-guide">7 Best Recruiting Tools To Hire Great Talent</a></li> <li><a href="https://www.phenom.com/blog/text-to-apply-everything-to-know-to-fill-high-volume-roles-fast">Text Recruiting: Everything You Need to Know</a></li> <li><a href="https://www.phenom.com/blog/dangers-of-texting-candidates-from-cell-phone">The Dangers of Texting Candidates from Your Cell Phone—And How to Avoid Them</a></li> <li><a href="https://www.phenom.com/blog/send-more-effective-text-messages-to-candidates">12 Tips to Send More Effective Text Messages to Candidates</a></li> <li><a href="https://www.phenom.com/blog/connect-with-candidates-faster-using-phenom-sms-messaging">Connect with Candidates Faster Using Phenom SMS Messaging</a></li> <li><a href="https://www.phenom.com/blog/dont-just-email-candidates---add-texting-into-your-recruiting-mix">Don't Just Email Candidates - Add Texting into Your Recruiting Mix</a></li> </ul></div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--uid--blog-article.html.twig x field--node--uid.html.twig * field--node--blog-article.html.twig * field--uid.html.twig * field--entity-reference.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <span> <!-- THEME DEBUG --> <!-- THEME HOOK: 'username' --> <!-- BEGIN OUTPUT from 'core/modules/user/templates/username.html.twig' --> <span lang="" typeof="schema:Person" property="schema:name" datatype="">Anonymous (not verified)</span> <!-- END OUTPUT from 'core/modules/user/templates/username.html.twig' --> </span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--created--blog-article.html.twig x field--node--created.html.twig * field--node--blog-article.html.twig * field--created.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <span>Wed, 01/09/2019 - 00:32</span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-comment--blog-article.html.twig * field--node--field-comment.html.twig * field--node--blog-article.html.twig * field--field-comment.html.twig x field--comment.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <section> </section> <!-- END OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-general-image--blog-article.html.twig * field--node--field-general-image.html.twig * field--node--blog-article.html.twig * field--field-general-image.html.twig * field--image.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-field-general-image field--type-image field--label-hidden field--item"> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image_formatter' --> <!-- BEGIN OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image' --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <img src="/sites/default/files/blog/article/2022-04/twitter-In-Stream_Wide.jpg" width="1200" height="600" alt="5 Reasons You Should Text Candidates" typeof="foaf:Image" class="img-responsive" /> <!-- END OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <!-- END OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'links__node' --> <!-- FILE NAME SUGGESTIONS: * links--node.html.twig x links.html.twig --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> <!-- END OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> Tue, 08 Jan 2019 15:32:44 +0000 Anonymous 1032 at https://www.phenom.com HR Tech 2018 is Jam-Packed with Household Names & Innovation https://www.phenom.com/blog/hr-tech-2018-is-jam-packed-with-household-names-and-innovation <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: x field--node--title--blog-article.html.twig * field--node--title.html.twig * field--node--blog-article.html.twig * field--title.html.twig * field--string.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <div class="field field--name-title field--type-string field--label-hidden featured-tag field--item">HR Tech 2018 is Jam-Packed with Household Names &amp; Innovation</div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field--node--title--blog-article.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--body--blog-article.html.twig * field--node--body.html.twig * field--node--blog-article.html.twig * field--body.html.twig * field--text-with-summary.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><h4 dir="ltr">HR Tech is upon us!</h4> <p dir="ltr">The ever-popular and ever-anticipated HR Technology Conference &amp; Exposition of the year is opening its doors.</p> <p> </p> <p dir="ltr">This year there will be countless <a href="https://www.phenompeople.com/pro">HR technology</a> exhibitors debuting their companies or showcasing their latest product releases for attendees to gawk at on the expo floor. Don’t forget to come visit us at booth 2533 for a sneak peek into what we have coming up on the horizon.</p> <p> </p> <p dir="ltr">And without a doubt, the biggest attraction is the speaker line-up. Among the speakers, there are three massive names to take note of:<br />  </p> <ol><li dir="ltr"> <p dir="ltr">Mike Rowe</p> </li> <li dir="ltr"> <p dir="ltr">Randi Zuckerberg</p> </li> <li dir="ltr"> <p dir="ltr">Arianna Huffington</p> </li> </ol><p><br /> Mike Rowe, host of Discovery Channel’s Dirty Jobs, where he partakes in some of America’s toughest, and obviously, dirtiest, jobs, will discuss the true nature of manual, hard labor. The media belittles blue collar work, but why? From it, true teamwork and humanity are revealed. Mr. Rowe will discuss the achievements from this manual labor, and how it affects our national identity.</p> <p dir="ltr"><br /> Randi Zuckerberg, Founder and CEO of Zuckerberg Media and the sister of Mark Zuckerberg, will take the stage to discuss how our interaction with brands have evolved with all this new technology surrounding us 24/7. She will talk about how to incorporate technology into your business to capitalize on the consumer and employee experience.</p> <p> </p> <p dir="ltr">Arianna Huffington is a huge proponent of health and wellness. She will be joined by fellow panelist Jennifer Morgan, Executive Board Member of SAP, and moderator Josh Bersin, Founder of Bersin by Deloitte, to talk about why employees feel stress and burnout, and how companies can adopt HR technology tools to improve the health and success of their staff.</p> <p> </p> <p dir="ltr">Along with these keynote speakers, attendees can hear about other forward-thinking topics from big brand companies including: Foot Locker, L’Oreal, Unilever, GM, Oracle, NBCUniversal, Twitter, and many more!</p> <p> </p> <p dir="ltr">And to see the vendors with all their latest gadgets and platforms, check out the expo floor and come see us, Phenom People, at booth 2533!</p> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--uid--blog-article.html.twig x field--node--uid.html.twig * field--node--blog-article.html.twig * field--uid.html.twig * field--entity-reference.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <span> <!-- THEME DEBUG --> <!-- THEME HOOK: 'username' --> <!-- BEGIN OUTPUT from 'core/modules/user/templates/username.html.twig' --> <span lang="" about="/user/1" typeof="schema:Person" property="schema:name" datatype="">phenomadmin</span> <!-- END OUTPUT from 'core/modules/user/templates/username.html.twig' --> </span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--uid.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--created--blog-article.html.twig x field--node--created.html.twig * field--node--blog-article.html.twig * field--created.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <span>Mon, 09/10/2018 - 21:30</span> <!-- END OUTPUT from 'core/modules/node/templates/field--node--created.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-comment--blog-article.html.twig * field--node--field-comment.html.twig * field--node--blog-article.html.twig * field--field-comment.html.twig x field--comment.html.twig * field.html.twig --> <!-- BEGIN OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <section> </section> <!-- END OUTPUT from 'core/modules/comment/templates/field--comment.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'field' --> <!-- FILE NAME SUGGESTIONS: * field--node--field-general-image--blog-article.html.twig * field--node--field-general-image.html.twig * field--node--blog-article.html.twig * field--field-general-image.html.twig * field--image.html.twig x field.html.twig --> <!-- BEGIN OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <div class="field field--name-field-general-image field--type-image field--label-hidden field--item"> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image_formatter' --> <!-- BEGIN OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'image' --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <img src="/sites/default/files/blog/article/2020-03/james-walsh-183837-unsplash.jpg" width="3495" height="2324" alt="HR Tech 2018 is Jam-Packed with Household Names &amp; Innovation" typeof="foaf:Image" class="img-responsive" /> <!-- END OUTPUT from 'themes/bootstrap/templates/system/image.html.twig' --> <!-- END OUTPUT from 'core/modules/image/templates/image-formatter.html.twig' --> </div> <!-- END OUTPUT from 'themes/phenom_theme/templates/field/field.html.twig' --> <!-- THEME DEBUG --> <!-- THEME HOOK: 'links__node' --> <!-- FILE NAME SUGGESTIONS: * links--node.html.twig x links.html.twig --> <!-- BEGIN OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> <!-- END OUTPUT from 'themes/bootstrap/templates/system/links.html.twig' --> Mon, 10 Sep 2018 12:30:00 +0000 phenomadmin 1008 at https://www.phenom.com