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Tag: automation in recruiting

How to create the perfect job application form to minimise drop-offs

Posted on by Shannen Walton

In the competitive landscape of job applications, the first hurdle is often the application form itself. Unfortunately, many applicants abandon the process midway, leading to a phenomenon known as drop-offs. 

Perfecting your application form is not just about asking the right questions but creating an experience that keeps applicants engaged and motivated to complete the process.

Let’s explore key strategies to optimise your application forms and minimise drop-offs.

 

1. User-friendly design:

The first impression matters, and a user-friendly design is crucial. 

  • Ensure that your application form is visually appealing, easy to navigate, and compatible with various devices. 
  • Break down the form into logical sections with progress indicators, making it clear how much is left. 
  • Use clear and concise instructions, and consider providing tooltips or help text where necessary.

 

2. Streamlined process:

Long and cumbersome application forms can be overwhelming, leading to drop-offs. Streamline the process by focusing on essential information. Prioritise questions that are critical for decision-making and consider collecting additional details later in the process or post-acceptance.

However, in the intricate process of crafting an application, it’s often difficult to see the opportunities to simplify and streamline. Consider involving someone not closely tied to the project to pinpoint any questions that may be deemed non-essential during the initial stages. This external perspective can shed light on areas for improvement that might be overlooked from an insider’s point of view. 

Strategically eliminating non essential questions can drastically improve your drop off rate. 

 

3. Provide real-time feedback:

Engage applicants by offering real-time feedback on their progress. Implement features that validate data as it’s entered, reducing the chances of errors and frustration.

Positive reinforcement, can motivate applicants to continue and complete the form, you can implement:

  • Progress bars 
  • Encouraging messages
  • Sectional Icons
  • Checkpoints 

 

4. Mobile optimisation:

In an era where mobile devices dominate, optimising your application form for mobile use is non-negotiable.

A responsive design ensures that applicants can seamlessly complete the form on smartphones or tablets, reducing barriers to entry and increasing accessibility.

 

5. Test and analyse:

Before launching your application form, conduct thorough testing. Identify potential pain points by gathering feedback from a diverse group of users.

This is important but equally easy to dismiss, regularly review and update the form based on user insights and evolving requirements to optimise the application process. 

Analysing drop-off points and user behaviour can provide valuable insights into areas that may need improvement. Use data-driven decision-making to refine the questions. 

 

6. Transparent communication:

Set clear expectations regarding the application process. Clearly communicate the estimated time required to complete the form, the information applicants need to prepare in advance, and any additional steps they can anticipate. 

Transparent communication helps manage expectations and reduces the likelihood of drop-offs.

In conclusion, perfecting your application form is an ongoing process that requires a balance between efficiency and user experience. 

Remember, an optimised application process not only attracts top candidates but also reflects positively on your organisation’s commitment to a seamless candidate experience. 

Four ways to reduce costs when recruiting in the public sector

Posted on by Shannen Walton

Budget constraints and bureaucratic processes often create challenges for local and central government bodies seeking to attract top talent. 

Luckily, we’re here to help! There are innovative strategies that can help streamline recruitment processes and reduce costs without compromising the quality of hires. 

There were an estimated 5.83 million employees in the public sector in March 2023, which is 31,000 (0.5%) more than in December 2022 and 100,000 (1.7%) more than in March 2022,  according to The Office of National Statistics. 

We’re going to identify four effective ways to cut costs in public sector recruitment, so stay tuned!

 

1- Embrace Technology and Automation:

One of the most significant advancements in recruitment is the integration of technology and automation. Leveraging applicant tracking systems (ATS), artificial intelligence (AI), and other digital tools can help public sector organisations streamline their recruitment processes, saving a substantial amount of money in the short and long term!  

ATS software allows recruiters to automate the initial stages of the hiring process, such as CV screening and application tracking. AI-driven algorithms can analyse candidate profiles and match them with job requirements, significantly reducing the time spent on manual reviews. This not only accelerates the recruitment timeline but also minimises the risk of overlooking qualified candidates.

Additionally, implementing video interviews and virtual assessments can further reduce costs associated with scheduling and conducting in-person interviews. 

Embracing these technologies can lead to a more efficient and cost-effective recruitment process.

 

2- Rediscover Talent Within your Organisation and Tools:

Knowing where to look when hiring for a new, skill-specific position isn’t easy, especially in the public sector!

That’s why you should also look a bit closer to home. Your next great hire could be hiding in plain sight deep within your existing tools or within your own organisation. 

You can utilise artificial intelligence to identify the best candidates for your job from not only your current pool of talent but also highlight those individuals in your organisation who obtain the skills you’re looking for! 

Oleeo’s search functionality will rank and prioritise candidates based on the skills you’re looking for while remaining compliant with applicable data regulations.

Not only does this help you hire quality talent quickly, but it will undoubtedly save you money on recruiting ads and prolonged searches.

 

3 – Invest in Training and Development Programmes:

Rather than solely relying on external hires, investing in training and development programmes for existing staff can be a cost-effective strategy. By upskilling current employees, public sector organisations can fill skill gaps internally, reducing the need for extensive external recruitment.

Training programmes can include workshops, online courses, and mentorship initiatives. This approach not only enhances the skill sets of employees but also boosts morale and loyalty. Internal promotions and career advancements can create a positive work environment and save costs associated with external recruitment processes.

 

4 – Optimise Recruitment Marketing:

Public sector organisations can leverage cost-effective digital marketing strategies to enhance their employer brand and reach a wider audience.

Creating engaging content for social media platforms, maintaining an active presence on professional networking sites, and utilising targeted online advertising can help public sector agencies connect with potential candidates without breaking the bank. 

Crafting a compelling narrative about the organisation’s mission, values, and opportunities can attract candidates who are genuinely interested in contributing to public service.

Recruiting in the public sector doesn’t have to be a drain on resources or tedious. By embracing technology and investing in training, local authorities and central government bodies can reduce costs while still attracting and retaining top talent. 

By implementing these strategies, public sector organisations can build a more efficient and cost-effective recruitment process that aligns with their budgetary constraints!

4 Crucial Tips for Bringing Top-tier Civil Servants on Board

Posted on by Shannen Walton

Are you on the lookout for talented individuals to join the civil service ranks? Recruiting civil servants demands a meticulous approach and adherence to specific guidelines. After all, civil servants play a vital role in upholding values like integrity, impartiality, and service excellence.

As a recruiter, your role is pivotal in ensuring that job vacancies are managed with precision and fairness. From posting the job opening to making the final offer, it’s crucial to follow internal policies and procedures to maintain consistency and fairness throughout the recruitment process. 

To ensure that your recruitment process aligns with these principles, we have compiled 4 top tips for you to consider.

1 – Remove biases from your recruitment strategy 

Using Diversity, Equality, and Inclusion (DEI) tools can ensure an inclusive candidate experience and strengthen the impact of your recruitment strategies.

Job post debiasing, AI-powered selection criteria, dynamic workflows, and tailored content can help bake fairness into every step of the recruiting process.

For example, inclusive job descriptions signal to potential candidates that your government department values diversity and welcomes individuals from all backgrounds, encouraging even more people to apply and therefore expanding your pool of top talent. 

Oleeo proactively roots out the subtle biases that can undermine progress. 

2 – Hire graduates seamlessly

If you’re looking to recruit graduates or candidates early in their careers then graduate recruiting software can support you in designing tailored campaigns and communications that resonate with your audience. Beyond traditional CV data, graduate recruiting software can uncover subtle signs of future success in prospective candidates.

Relying on early careers recruitment technology can also assist with intern management, bulk processing of candidates, intelligent selection, and event management. All of these help you reduce the time it takes to hire the best candidates.

In addition, we recommend building relationships with universities, professional associations, and other organisations to identify and connect with talented graduates who are passionate about public service. 

3 – Utilise multiple recruitment channels 

In the quest for top talent, more and more organisations are diversifying their recruitment strategies across multiple channels, including online job boards, social media platforms, professional networks, and industry-specific portals like those tailored to the civil Service. 

By casting a wide net, government organisations can attract candidates from various sectors and backgrounds. If this is something you’re interested in implementing, consider using leveraging Candidate Relationship Management (CRM) software. You can automate every step of the recruitment marketing process, ensuring that top candidates receive relevant content personalised to their preferences and keep your company at the top of their minds throughout their job search. 

In addition to online platforms, it’s important to actively engage with potential candidates through in-person networking events, career fairs, and targeted outreach activities. 

Building personal connections and fostering relationships in real-life settings can significantly enhance your recruitment efforts. 

4 – Create a strategic talent pool 

Talent pooling is essential for organisations looking to stay competitive and secure top talent quickly in today’s talent-driven market.

This involves building, maintaining and nurturing a database of potential candidates, including past employees, previous applicants, and skilled professionals. This proactive approach can streamline your hiring process by providing access to pre-screened candidates who are a good fit for the organisation’s culture and values.

We recommend using software solutions that offer features such as CRM, automated sourcing and matching, and workflows to help you strategically nurture your talent pool. 

In addition to actively building and nurturing a talent pool, it’s essential for government organisations to maintain a comprehensive talent database. This database houses all pertinent information about potential candidates, including their names, skill sets, experience, and qualifications. Moreover, it goes beyond just professional credentials to gauge compatibility with the company culture. 

This holistic approach ensures that each candidate selected not only possesses the requisite skills but also aligns with the organisation’s values and work culture seamlessly.

 

Conclusion: 

Don’t forget to consult the Civil Service Competency Framework to identify areas for enhancement and make sure to ask for feedback from candidates and hiring managers to ensure that your recruitment process evolves with the changing needs of the civil service.

By following these top tips, you can effectively attract and select candidates who are not only qualified for the role but also dedicated to serving the public interest with integrity and professionalism.

Discover how Oleeo’s comprehensive suite of tools can streamline your hiring process, making it more efficient, data-driven, and aligned with your organisation’s commitment and values. 

Ready to transform your recruitment process? Contact Us Today and take the first step towards a more efficient, inclusive, and successful hiring journey with Oleeo.

4 tips for recruiting a robust team in local and central government

Posted on by Shannen Walton

In the dynamic and challenging landscapes of local and central government, building a robust team is crucial for effective governance and service delivery. Recruiting the right talent is a strategic process that requires careful consideration and planning, but that’s no secret!  

We have transformed the recruitment strategies of Kirklees Council and Rhondda Cynon Taf Council, plus numerous central government organisations, through the implementation of Oleeo’s innovative ATS. These successful partnerships position us uniquely to elevate your recruitment endeavours as well.

Therefore, we have carefully curated four essential tips that will help you expedite the process of recruiting a robust team in local and central government!

Tip 1: Understand Local and Central Government Needs

To build a strong team, it’s essential to have a deep understanding of the specific needs and challenges of your local authority or central government department. Identify the unique responsibilities and requirements of different positions within your organisation. 

Understanding the responsibilities and requirements at a deeper level will allow you to tailor your recruiting efforts to attract candidates who not only possess the essential skills but also resonate with the overarching mission and goals of your agency.

Consider using external support, particularly from government resources. You’d be surprised at the range of free or low-cost services available through government agencies. Job boards, career fairs, and recruitment events are all fantastic ways to connect with potential candidates. By taking advantage of these platforms, you can cast a wider net and attract top talent interested in public sector opportunities.

 

Tip 2: Leverage Targeted Recruitment Strategies

Crafting an effective recruitment strategy goes beyond casting a wide net; it involves precision in reaching the right candidates through targeted approaches.

Delve into the preferred channels of your ideal candidates, strategically navigating platforms where they actively engage. This could include specific social media platforms tailored to your industry or community-focused forums where potential candidates participate. By understanding and leveraging these channels, you enhance your ability to connect with and attract individuals who align with your organisation’s values and goals.

 

Tip 3: Streamline the Recruitment Process

Attract qualified candidates and improve candidate experience with the right applicant tracking system. The solution you decide to implement should utilise AI and automation to flag the candidates best suited for your vacancy based on their CVs and answers to free text application questions. 

You can then focus on top quality candidates, whilst automation built into the system can gently let down those who aren’t qualified. You and your hiring managers benefit from improved candidate screening and better candidate relationship management.

A positive candidate experience, even for those who may not ultimately be selected, contributes to a favourable view of your employer brand. This positive perception can extend beyond the individual candidate to their network, potentially attracting more qualified applicants in the future.

 

Tip 4: Remove bias from your hiring process 

Diversity and inclusion have become integral elements of local and central government recruitment strategies, as organisations recognise the importance of building diverse teams.

From the very beginning of the candidate search, you could be limiting your applicants if you use gendered language in your job descriptions. Use an ATS that leverages artificial intelligence to identify gender biassed words and recommend gender neutral alternatives.

 

Conclusion:

Building a strong team in local authorities and central government organisations is an ongoing process that requires dedication, strategic planning, and adaptability. By understanding the needs of your organisation, leveraging targeted recruitment strategies and streamlining the selection process and retention, you can create a workforce that is not only qualified but also passionate about serving the community. 

These four tips serve as a roadmap for local and central government leaders committed to building a strong, effective, and resilient team for the challenges of today and tomorrow.

Oleeo provides an intuitive talent acquisition platform that utilises powerful data-driven insights and automation to help you recruit faster and smarter than ever before.

Powerful tools embedded in the software boost efficiency, engagement, and quality of candidates and promote inclusive hiring; helping you reduce recruiter admin and your time to hire, whilst working to reach your diversity goals.

Our platform is fully configurable, to meet your unique recruitment processes.

However, don’t take our word for it, hear from some of our customers!

Revolutionising Recruitment: Oleeo’s Commitment to DE&I Initiatives

Posted on by Shannen Walton

The quest for diversity, equity, and inclusion (DE&I) in high-volume recruitment particularly for graduates and interns presents a complex landscape. DE&I is more than just a corporate buzzword; it’s a crucial pillar for any forward-thinking organisation. Enter Oleeo, a revolutionary platform dedicated to transforming these challenges into opportunities, offering specialised solutions that bring DE&I to the forefront of the recruitment process.

Understanding the Landscape: DE&I Initiatives in Recruitment

Statistics paint a compelling picture: companies with highly diverse teams experience a staggering 2.5 times higher cash flow per employee. Moreover, research shows that diverse teams are 35% more productive than their homogeneous counterparts. This data underscores a critical business advantage in fostering diverse workforces. Furthermore, with 80% of workers expressing a preference for employers who prioritise DE&I, it’s clear that the demand for inclusive workplaces is not just a fleeting trend but a fundamental shift in the workforce’s expectations.

These figures highlight a significant gap in many organisations, especially entry-level positions, where workplace diversity is often underrepresented. This data-driven perspective underlines the urgency for a strategic focus on DE&I initiatives in hiring processes, transcending moral imperatives to become a pivotal business strategy.

Navigating High-Volume Recruitment: Challenges and Solutions

High-volume recruitment presents its own set of challenges – from sifting through thousands of applications to promoting a fair and unbiased selection process. Oleeo addresses these through innovative solutions that powerful DE&I initiatives, resulting in a more inclusive culture and diverse workplace. A testament to its efficacy is the British Transport Police’s experience. The BTP used Oleeo’s Diversity Recruitment Software to double the number of successful female and minority applicants.

Graduate and Intern Recruitment: A Crucial Frontier

Entry-level positions often shape the future leadership and culture of an organisation. Because of this, diverse recruitment directly contributes to a sustainable, inclusive workforce. Oleeo’s platform is finely tuned to address the nuances of graduate and intern hiring, confirming these crucial roles are filled with a diverse range of talents and perspectives.

Humanising the Process: Candidate Experience 

A diverse candidate pool is attracted not only by opportunities but also by the experience they encounter during the recruitment process. Oleeo enhances this journey, making it more accessible, transparent, and welcoming. It’s a strong first impression to potential employees.

Data-Driven Diversity: Analytics and Reporting

In the realm of DE&I, data is king. Oleeo’s robust Analytics And Reporting Tools provide invaluable insights, allowing organisations to measure, refine, and improve their DE&I initiatives.

Compliance and Transparency: Ensuring Fair Practices

Oleeo’s commitment to compliance and transparency in recruitment processes aligns with regulatory standards and builds trust with candidates. This means fairness and equity are more than just promises in a brochure. They’re a living embodiment of your organisation’s culture and values.

Shaping a Diverse and Inclusive Future

Oleeo’s role in sculpting a more diverse, equitable, and inclusive future in talent acquisition is clear. Through our comprehensive suite of tools and features, Oleeo is not just responding to the call for DE&I in recruitment; we’re leading the charge.

We encourage organisations to embrace Oleeo’s platform for their high-volume, graduate, and intern recruitment needs. For those ready to take this transformative step, Oleeo awaits to guide you through every phase of your DE&I journey.

 

Oleeo Announces Corporate Privatisation

Posted on by Oleeo

Oleeo Announces Corporate Privatisation

Move allows company to accelerate innovation in artificial intelligence-enabled recruiting

LONDON, UK – November 7, 2019 – Oleeo, the pioneer in artificial intelligence-enabled recruiting technology solutions, today announced its corporate privatisation from the London Stock Exchange. The change enables Oleeo to accelerate its artificial intelligence (AI) technology innovations and market expansion, while also increasing its investments in customer success.

“Oleeo has been profitable and self-funded for the past 16 years and today our recruiting technology solutions are used by over 400 employers to attract, engage, and hire their workforces,” says Oleeo Founder and CEO Charles Hipps. “Over the last two years alone we have invested millions of pounds in research and development, as well as customer success. Corporate privatisation gives us the flexibility to invest even more to fast-track our growth.”

The name Oleeo is based on the ancient word “olio,” which means a diverse collection of things that come together to make something beautiful. Oleeo’s purpose is to help its customers attract, engage, and hire amazing diverse teams that can change the world for the better. Oleeo’s vision for the use of AI and automation in recruiting is key to achieving this.

Innovation in AI and Automation in Recruiting

Oleeo is pioneering the application of AI and automation to enable more efficient, effective, and inclusive recruiting practices. With the agility achieved through corporate privatization Oleeo plans to accelerate its investments in this area. Today a few of Oleeo’s AI and automation applications include:

  • Candidate scoring: Leveraging prescriptive analytics and thousands of candidate and employee data attributes, Oleeo’s candidate scoring helps recruiters widen and diversify the candidate pool while also streamlining candidate screening. Recruiters can quickly and confidently move top-scoring candidates through to the next stage in the process, focusing their screening time and expertise on mid-scoring candidates.
  • Diversity and inclusion (D&I) insights: Oleeo provides analytic dashboards, giving customers insights into the factors that are creating bias in candidate selection, the areas of their processes that are most effective at achieving positive recruiting outcomes, and the state of D&I in their recruiting pipelines. 
  • Name blind: Oleeo’s name blind capability leverages machine learning to mask candidate names and other attributes to reduce unconscious bias in recruiting.
  • Content personalization: In support of candidate engagement Oleeo automatically surfaces relevant personalized content to candidates based on who they are and where they are in the recruiting process.

Customer Success

Oleeo is customer obsessed, focusing on earning and keeping customer trust. One of Oleeo’s unique differentiators in the market is the depth and extensiveness of the Oleeo recruiting platform’s capabilities and configurability. Put simply, Oleeo can configure its platform to meet the highly diverse needs of employers, including those with the most complex and high volume recruiting workflows. 

Oleeo’s customer success organization works to ensure customers achieve maximum and increasing value from Oleeo year after year, and leverages Oleeo’s innovations in AI and automation to help accomplish this. As a result of corporate privatization, Oleeo plans to strengthen its investments in customer success and support resources.

Market Expansion

Oleeo counts many of the world’s top employers among its customers, including leaders in finance and banking, retail, technology, e-commerce, professional services, manufacturing, recruitment process outsourcing, travel, and entertainment. In the US Oleeo experienced over 40 percent sales growth from 2016 to 2018, with plans to increase investments to accelerate growth in that market. In the UK Oleeo is already the leading talent acquisition technology provider, where the company counts some of the UK’s most notable brands as its customers, as well as many branches of public service, including healthcare, central government (covering half a million civil service employees), and over 60% of the police forces.

Industry Recognition and Achievements

Oleeo has received accolades at a number of industry events, further underscoring the strength of the company’s innovative recruiting solutions. Most recently the company was named Most Innovative Recruitment Technology Provider in the Corporate Vision 2019 Recruitment Awards, the M&A Today Global 100 Awards, and the Corporate USA Today Annual Awards in 2019 respectively. In addition, Oleeo was awarded a Gold Stevie Award for Talent Acquisition & Retention Solution Provider of the Year in the 2019 Stevie Awards for Great Employers. 

About Oleeo

Oleeo is a pioneer and innovator in global recruiting technology solutions. Built using intelligent automation and machine learning, Oleeo’s recruiting platform helps companies discover unlimited sourcing potential to attract, engage, and hire amazing and diverse teams that change the world for the better. Delivering solutions to over 400 organizations, including many of the world’s top employers, Oleeo provides the most complete recruiting solutions, along with unrivalled customer service and expertise. Visit www.oleeo.com

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