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CREATE A TALENT PIPELINE
The majority of employers do not have talent pipelines; however
(much like year-round recruitment), talent pipelining can
cut down on long-term recruiting expenses. Having a pool
of potential job candidates employers can tap into any time a
position opens up means no more time spent waiting for applicants
to trickle in and sorting through unqualified candidates.
It also cuts down on costs associated with advertising, time to
hire and lost production.
A PARTNERSHIP TO HELP EMPLOYERS BUILD
ACCESSIBLE WORKPLACES
The Human Resources Professionals Association (HRPA) has
signed a partnership agreement that will see its 21,000 members
gain access to workplace disability management assessment tools
and educational resources to help establish effective disability
management programs in Ontario workplaces.
The partnership with the National Institute of Disability
Management and Research (NIDMAR) will provide HRPA
members and their more than 9,000 Ontario organizations
with its Disability Management Self-Assessment (DMSA)
tool.
Pacific Coast University for Workplace Health Science
(PCU-WHS)’s continuing education program will provide
HRPA members with access to disability management education
resources to help them better accommodate persons with
disabilities in the workplace, including the Certified Disability
Management Professional (CDMP) and Certified Return To
Work Coordinator (CRTWC) designations granted by the
International Disability Management Standards Council.
PCU-WHS will upgrade its program content to include compliance
requirements under the Accessibility for Ontarians
with Disabilities Act (AODA) and its regulations.
“With one out of every seven Ontarians living with disabilities,
and that stat expected to soon rise to one in five as the
population ages, it is absolutely necessary that HR professionals
have the tools and resources they need to ensure their
workplaces are accessible and allow everyone to fully contribute,”
said HRPA’s CEO, Bill Greenhalgh. “This partnership
will do much to improve organizations’ abilities to accommodate
persons with disabilities in the workplace and assist them
to return to work in a timely and safe manner.” n
reason was not related to illness. Those employees who indicated
a non-illness related reason were more likely to report both higher
work-related stress and lower levels of support from their organization
for mental wellness.
NOT RESPONDING TO JOB APPLICANTS CAN
ADVERSELY AFFECT A COMPANY’S BOTTOM LINE
When it comes to keeping job seekers interested in a company as
candidate and customer, an employer’s application process can be
its own worst enemy. A study from CareerBuilder.ca shows how
employers may be losing out on talent – and business – if someone
has a bad experience applying for a job with their company.
The nationwide study of more than 500 workers and 400 hiring
managers across industries and company size was designed to gain
insight into how companies can create a better candidate experience
and streamline their recruitment processes.
The survey also revealed five opportunities for employers to save
on recruitment costs.
CREATE A POSITIVE APPLICANT EXPERIENCE
According to the study, nearly one in four workers who have a bad
experience applying for a job with a company are likely to post
about it online. Thirty-eight per cent are likely to stop purchasing
from a company with which they have had a bad application experience,
and 33 per cent are less likely to purchase from a company
that didn’t respond to their job application.
GO MOBILE
Only 39 per cent of Canadian employers offer the opportunity to
apply to their jobs through a mobile application, and 36 per cent
of employers do not even offer the option to search for jobs on a
mobile device. Yet more than half of candidates expect to be able
to apply to a company’s job via their mobile device; of those, 33 per
cent say it is a turnoff when companies do not offer a mobile apply
option. Providing candidates the ability to search and apply to
jobs from a mobile device is one of the easiest ways to prevent candidate
drop-off (and, in effect, letting quality talent slip through
the cracks).
EMBRACE BIG DATA
Only 20 per cent of Canadian employers use data intelligence to
plan their recruitment strategies. Such data is essential for measuring
the effectiveness of a recruitment marketing strategy. Without
this data, employers may be unknowingly wasting money on ineffective
recruitment marketing efforts.
RECRUIT YEAR-ROUND
Less than half of employers continuously recruit throughout the
year for positions that may open up down the line. Though employers
may not realize it, recruiting for positions year-round can
end up saving time and money in the long run. In a separate study
from CareerBuilder, 65 per cent of employers say recruiting yearround
shortened their time to hire, and 54 per cent say it lowered
their cost per hire.
THOUGH EMPLOYERS MAY
NOT REALIZE IT, RECRUITING
FOR POSITIONS YEAR-ROUND
CAN END UP SAVING TIME AND
MONEY IN THE LONG RUN.
HRPATODAY.CA ❚ SEPTEMBER 2015 ❚ 11
