Why do I need to automate my on-boarding process?
I often ask how I can increase the number of applicants, get better productivity from the recruitment team and keep staff longer
The answer is to deliver an appealing candidate experience. There are tangible ways you can automate, embrace new recruitment and training styles and preferences, and engage and retain employees.
Why would I move to an online application form?
Having a customisable, on-line, application forms, means you can collect information specific to different job roles. For example, I require very different information for a candidate requiring security clearance whether it be an Airside pass in an airport or a SIA Door Supervisor in a bar opposed to an Event Steward at a Festival.
Having data fed directly into a staffing database reduces the time taken to enter the data and the risk of human error.
How can I screen out timewasters?
Automating reminders to applicants who have started but not completed their application within a specified timeframe frees up your recruitment team from manually chasing them
Automating the deletion of candidates who have started the application process but do not finish it within the specified timeframe means that our database is not filled with applicants means my team are only dealing with applicants who really want to work for us.
How can I reduce the amount of time my recruitment team spend on Interviews?
Once the recruitment team have created a short-list of suitable candidates, a short video interview can be sent in bulk to these people. Candidates can respond to your interview when it suits them—based on your deadlines—using video, audio, and text. Day or night, your interview is always accessible around the clock, enhancing the candidate experience. It also gives the recruitment team an initial impression of the person at a glanc. For more information please click here, https://staffing.axlr8.com/hospitality-company-integrate-willo-one-way-interviewing-into-applicant-journey/
Why do I need to perform Right to Work checks on all employees?
As an employer I am required to carry out right to work checks to verify the legal status of prospective employees. This process includes verifying a candidate’s identity and checking their documents, such as passport, driving licence, and other legal documentation that proves they are allowed to work in the country. This can otherwise be a very time-consuming process for my recruitment team.
Having an integrated UK Government-approved IDSP solution, delivering compliance with mandatory Home Office regulations saves time. A simple to deploy, app-based platform that can streamline your recruitment processes to digitise and automate Right to Work, DBS and other essential candidate ID verification checks within minutes of submitting. For more information click here https://staffing.axlr8.com/rightcheck-integrated-with-axlr8/
How can I maximise the employees initial training experience?
Once a decision has been made on who we will be offering a job to it is important that they complete a company induction. In today’s world, where it is not always possible to conduct these training sessions in person, having the ability to have employees to watch training material and complete an exam. This will save both time and money both for the staff and the on-boarding team. For more information click here https://staffing.axlr8.com/e-learning/