www.merittrac.com

White Paper / October 2016

Streamline Recruitment withIntegrated Mobility-enabled Platform

Mobile Enabled Recruitment Platform

AbstractAs organizations diversify and develop new revenue streams, there is a rising demand for new talent. However, recruitment processes are often slow, passive and manual, resulting in precious talent being swallowed up by competitors. With increasing adoption of mobile and digital solutions, there is a need for human resources (HR) to embrace innovative mobile technologies and streamline the recruitment process. This paper takes a look at the key recruitment challenges faced by HR departments and how advanced features in mobile-friendly solutions can inject new efficiencies into existing hiring processes.

IntroductionOver the years, enterprises have progressed from using paper as a medium of work to desktops and laptops and, now, to mobile. Studies show that the global enterprise mobility market is expected to rise at a compound annual growth rate (CAGR) of 24.7% from 2015 to 2022 owing to easy portability and better offerings on mobile devices.

The rapid adoption of mobile is disrupting the way organizations function and departments operate. A recent survey indicates that 87% of IT decision-makers believe that mobile-based products and services increase their profitability. The increased convenience offered by mobile solutions with one-touch visibility into information is creating new opportunities to streamline operations.

In addition to changing the way consumers interact with brands, purchase products or how organizations engage with employees, mobility has an important role to play in the recruitment industry. The industry has already evolved from administering paper-based tests to conducting online assessments and video interviews. Today, organizations are experimenting with innovative ideas such as simulations and games to recruit candidates. In 2011, Marriott International developed My Marriot Kitchen, a hotel-themed game to hire new employees by determining how players

handle the responsibilities of managing a hotel kitchen. Recently, Pricewaterhouse Coopers (PwC) released Multipoly Next, a game that gives candidates a virtual experience of working with the firm. According to PwC, the game has increased positive sentiment among students by 92% with 78% of students wanting to work with PwC after playing the game.

The integration of emerging technologies such as gaming, automation and mobility presents a tremendous opportunity to transform the role of recruitment.

Current recruitment challengesTo find the right talent, human resource (HR) departments have to manage interview schedules and gather documents, test scores and interviewer feedback for hundreds of applicants. Collating all this data for each applicant to make a well-informed hiring decision is often a manual and time-consuming process leading to high drop-outs. According to the 2016 Recruiter and Employer Sentiment Study, lengthy hiring practices were the leading cause (56%) for employers not hiring new and relevant talent.

Besides tedious processes, most enterprises struggle to integrate interview data with assessment scores and their existing human resource management systems (HRMS). Such data often resides on fragmented internal and external systems, making integration between interviewers and HR departments a challenge. According to this study, in 2016, the time between the first interview to extending an offer increased from 1-4 weeks to 3-6 weeks. Without efficient processes to curate and track offers for chosen applicants, recruitment becomes an effort-laden process with long turnaround time.

Another key challenge is the changing talent demographic. As the baby-boomer generation reaches retirement age, enterprises are looking to the next generation of millennial to

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fill job openings. According to a recent PwC study, millennials comprise 25% of the US workforce and over 50% within India6. Owing to their strong knowledge of new technologies, organizations that want to find and recruit such talent need to ensure their hiring and on-boarding processes leverage social and mobile platforms. In fact, one of the goals of My Marriott Kitchen by Marriott International was to attract millennial interest into the hospitality industry.

Today’s organizations want integrated hiring management solutions that leverage the right use of technology to reduce effort, shorten the time-to-fill for vacancies and offer greater convenience to recruitment stakeholders.

How an integrated platform can streamline recruitmentTo keep pace with the increasing demand for the right talent, enterprises need smart hiring solutions. A LinkedIn study shows that 39% of companies feel that quality of hire is the most important metric to determine performance within the organization and 50% of companies measure this through performance evaluations. However, even with mainstream solutions, only 33% of respondents feel that their measuring methodologies are robust with only 5% attributing them as best-in-class approaches7.

In the case of lateral hiring, the expectations of experienced experts and professionals are much higher and they demand seamless hiring processes. The LinkedIn study revealed that only 12% of companies have a well-defined program for lateral hiring opportunities.

What if organizations could have an integrated platform that administers computer-based tests and collates information about applicant details, test scores and feedback that can be viewed on mobile devices and tablets while interviewing the candidates y?

Through seamless integration, organizations

will be able to reduce manual processes, thereby eliminating errors and delays. The mobile-enabled solution can display all applicant data in real-time across devices, allowing easy visibility into candidate performance. With instant access to such data, recruiters can accelerate urgent tasks such as creating a suitable job offer. Further, this entire process is paperless and eliminates lengthy communication and logistics between stakeholders while removing the challenges in storage and retrieval of large heaps of data. Thus, besides improving decision-making, such a solution improves the overall recruitment experience.

The new technology and mobile-enabled recruitment processA mobile recruitment platform built on robust and integrated technologies can offer several features to streamline fresher as well as lateral hiring.

When conducting lateral hiring, enterprises can upload applicant data into the platform and automatically schedule relevant tests. Once the test is administered, selected candidates proceed to various technical interviews depending on the skills needed for the job vacancies. Each interview acts as a filter. Candidates that pass the previous round sequentially progress from one level to the next with a final validation round. The validation round is important in cases where there are differences of opinions. It allows the candidate to repeat the recruitment process with a different set of interviewers. The platform also has provisions for walk-in interviews. Once all the interviews are completed, each candidate is ranked either according to batch or skills. Following a final interview with HR, the platform integrates all candidate data with the HRMS and generates candidate-based reports for decision-makers to determine whether they are suited to the job.

The process is similar when hiring fresh talent. The platform helps enterprises schedule tests

and selected applicants proceed to technical interviews on the same day, if needed. Those who pass technical rounds are scheduled for HR interviews. While this can be a sequential process, the platform also allows parallel processes in case of high volume of applications. Once all tests and interviews are completed, all candidate data is integrated with the HRMS and reports are generated for a real-time view into candidate performance.

AbstractAs organizations diversify and develop new revenue streams, there is a rising demand for new talent. However, recruitment processes are often slow, passive and manual, resulting in precious talent being swallowed up by competitors. With increasing adoption of mobile and digital solutions, there is a need for human resources (HR) to embrace innovative mobile technologies and streamline the recruitment process. This paper takes a look at the key recruitment challenges faced by HR departments and how advanced features in mobile-friendly solutions can inject new efficiencies into existing hiring processes.

IntroductionOver the years, enterprises have progressed from using paper as a medium of work to desktops and laptops and, now, to mobile. Studies show that the global enterprise mobility market is expected to rise at a compound annual growth rate (CAGR) of 24.7% from 2015 to 2022 owing to easy portability and better offerings on mobile devices1.

The rapid adoption of mobile is disrupting the way organizations function and departments operate. A recent survey indicates that 87% of IT decision-makers believe that mobile-based products and services increase their profitability2. The increased convenience offered by mobile solutions with one-touch visibility into information is creating new opportunities to streamline operations.

In addition to changing the way consumers interact with brands, purchase products or how organizations engage with employees, mobility has an important role to play in the recruitment industry. The industry has already evolved from administering paper-based tests to conducting online assessments and video interviews. Today, organizations are experimenting with innovative ideas such as simulations and games to recruit candidates. In 2011, Marriott International developed My Marriot Kitchen, a hotel-themed game to hire new employees by determining how players

handle the responsibilities of managing a hotel kitchen3. Recently, Pricewaterhouse Coopers (PwC) released Multipoly Next, a game that gives candidates a virtual experience of working with the firm. According to PwC, the game has increased positive sentiment among students by 92% with 78% of students wanting to work with PwC after playing the game4.

The integration of emerging technologies such as gaming, automation and mobility presents a tremendous opportunity to transform the role of recruitment.

Current recruitment challengesTo find the right talent, human resource (HR) departments have to manage interview schedules and gather documents, test scores and interviewer feedback for hundreds of applicants. Collating all this data for each applicant to make a well-informed hiring decision is often a manual and time-consuming process leading to high drop-outs. According to the 2016 Recruiter and Employer Sentiment Study, lengthy hiring practices were the leading cause (56%) for employers not hiring new and relevant talent5.

Besides tedious processes, most enterprises struggle to integrate interview data with assessment scores and their existing human resource management systems (HRMS). Such data often resides on fragmented internal and external systems, making integration between interviewers and HR departments a challenge. According to this study, in 2016, the time between the first interview to extending an offer increased from 1-4 weeks to 3-6 weeks. Without efficient processes to curate and track offers for chosen applicants, recruitment becomes an effort-laden process with long turnaround time.

Another key challenge is the changing talent demographic. As the baby-boomer generation reaches retirement age, enterprises are looking to the next generation of millennials to

fill job openings. According to a recent PwC study, millennials comprise 25% of the US workforce and over 50% within India. Owing to their strong knowledge of new technologies, organizations that want to find and recruit such talent need to ensure their hiring and on-boarding processes leverage social and mobile platforms. In fact, one of the goals of My Marriott Kitchen by Marriott International was to attract millennial interest into the hospitality industry.

Today’s organizations want integrated hiring management solutions that leverage the right use of technology to reduce effort, shorten the time-to-fill for vacancies and offer greater convenience to recruitment stakeholders.

How an integrated platform can streamline recruitmentTo keep pace with the increasing demand for the right talent, enterprises need smart hiring solutions. A LinkedIn study shows that 39% of companies feel that quality of hire is the most important metric to determine performance within the organization and 50% of companies measure this through performance evaluations. However, even with mainstream solutions, only 33% of respondents feel that their measuring methodologies are robust with only 5% attributing them as best-in-class approaches.

In the case of lateral hiring, the expectations of experienced experts and professionals are much higher and they demand seamless hiring processes. The LinkedIn study revealed that only 12% of companies have a well-defined program for lateral hiring opportunities.

What if organizations could have an integrated platform that administers computer-based tests and collates information about applicant details, test scores and feedback that can be viewed on mobile devices and tablets while interviewing the candidates?

Through seamless integration, organizations

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will be able to reduce manual processes, thereby eliminating errors and delays. The mobile-enabled solution can display all applicant data in real-time across devices, allowing easy visibility into candidate performance. With instant access to such data, recruiters can accelerate urgent tasks such as creating a suitable job offer. Further, this entire process is paperless and eliminates lengthy communication and logistics between stakeholders while removing the challenges in storage and retrieval of large heaps of data. Thus, besides improving decision-making, such a solution improves the overall recruitment experience.

The new technology and mobile-enabled recruitment processA mobile recruitment platform built on robust and integrated technologies can offer several features to streamline fresher as well as lateral hiring.

When conducting lateral hiring, enterprises can upload applicant data into the platform and automatically schedule relevant tests. Once the test is administered, selected candidates proceed to various technical interviews depending on the skills needed for the job vacancies. Each interview acts as a filter. Candidates that pass the previous round sequentially progress from one level to the next with a final validation round. The validation round is important in cases where there are differences of opinions. It allows the candidate to repeat the recruitment process with a different set of interviewers. The platform also has provisions for walk-in interviews. Once all the interviews are completed, each candidate is ranked either according to batch or skills. Following a final interview with HR, the platform integrates all candidate data with the HRMS and generates candidate-based reports for decision-makers to determine whether they are suited to the job.

The process is similar when hiring fresh talent. The platform helps enterprises schedule tests

and selected applicants proceed to technical interviews on the same day, if needed. Those who pass technical rounds are scheduled for HR interviews. While this can be a sequential process, the platform also allows parallel processes in case of high volume of applications. Once all tests and interviews are completed, all candidate data is integrated with the HRMS and reports are generated for a real-time view into candidate performance.

AbstractAs organizations diversify and develop new revenue streams, there is a rising demand for new talent. However, recruitment processes are often slow, passive and manual, resulting in precious talent being swallowed up by competitors. With increasing adoption of mobile and digital solutions, there is a need for human resources (HR) to embrace innovative mobile technologies and streamline the recruitment process. This paper takes a look at the key recruitment challenges faced by HR departments and how advanced features in mobile-friendly solutions can inject new efficiencies into existing hiring processes.

IntroductionOver the years, enterprises have progressed from using paper as a medium of work to desktops and laptops and, now, to mobile. Studies show that the global enterprise mobility market is expected to rise at a compound annual growth rate (CAGR) of 24.7% from 2015 to 2022 owing to easy portability and better offerings on mobile devices1.

The rapid adoption of mobile is disrupting the way organizations function and departments operate. A recent survey indicates that 87% of IT decision-makers believe that mobile-based products and services increase their profitability2. The increased convenience offered by mobile solutions with one-touch visibility into information is creating new opportunities to streamline operations.

In addition to changing the way consumers interact with brands, purchase products or how organizations engage with employees, mobility has an important role to play in the recruitment industry. The industry has already evolved from administering paper-based tests to conducting online assessments and video interviews. Today, organizations are experimenting with innovative ideas such as simulations and games to recruit candidates. In 2011, Marriott International developed My Marriot Kitchen, a hotel-themed game to hire new employees by determining how players

handle the responsibilities of managing a hotel kitchen3. Recently, Pricewaterhouse Coopers (PwC) released Multipoly Next, a game that gives candidates a virtual experience of working with the firm. According to PwC, the game has increased positive sentiment among students by 92% with 78% of students wanting to work with PwC after playing the game4.

The integration of emerging technologies such as gaming, automation and mobility presents a tremendous opportunity to transform the role of recruitment.

Current recruitment challengesTo find the right talent, human resource (HR) departments have to manage interview schedules and gather documents, test scores and interviewer feedback for hundreds of applicants. Collating all this data for each applicant to make a well-informed hiring decision is often a manual and time-consuming process leading to high drop-outs. According to the 2016 Recruiter and Employer Sentiment Study, lengthy hiring practices were the leading cause (56%) for employers not hiring new and relevant talent5.

Besides tedious processes, most enterprises struggle to integrate interview data with assessment scores and their existing human resource management systems (HRMS). Such data often resides on fragmented internal and external systems, making integration between interviewers and HR departments a challenge. According to this study, in 2016, the time between the first interview to extending an offer increased from 1-4 weeks to 3-6 weeks. Without efficient processes to curate and track offers for chosen applicants, recruitment becomes an effort-laden process with long turnaround time.

Another key challenge is the changing talent demographic. As the baby-boomer generation reaches retirement age, enterprises are looking to the next generation of millennials to

fill job openings. According to a recent PwC study, millennials comprise 25% of the US workforce and over 50% within India6. Owing to their strong knowledge of new technologies, organizations that want to find and recruit such talent need to ensure their hiring and on-boarding processes leverage social and mobile platforms. In fact, one of the goals of My Marriott Kitchen by Marriott International was to attract millennial interest into the hospitality industry.

Today’s organizations want integrated hiring management solutions that leverage the right use of technology to reduce effort, shorten the time-to-fill for vacancies and offer greater convenience to recruitment stakeholders.

How an integrated platform can streamline recruitmentTo keep pace with the increasing demand for the right talent, enterprises need smart hiring solutions. A LinkedIn study shows that 39% of companies feel that quality of hire is the most important metric to determine performance within the organization and 50% of companies measure this through performance evaluations. However, even with mainstream solutions, only 33% of respondents feel that their measuring methodologies are robust with only 5% attributing them as best-in-class approaches7.

In the case of lateral hiring, the expectations of experienced experts and professionals are much higher and they demand seamless hiring processes. The LinkedIn study revealed that only 12% of companies have a well-defined program for lateral hiring opportunities.

What if organizations could have an integrated platform that administers computer-based tests and collates information about applicant details, test scores and feedback that can be viewed on mobile devices and tablets while interviewing the candidates y?

Through seamless integration, organizations

will be able to reduce manual processes, thereby eliminating errors and delays. The mobile-enabled solution can display all applicant data in real-time across devices, allowing easy visibility into candidate performance. With instant access to such data, recruiters can accelerate urgent tasks such as creating a suitable job offer. Further, this entire process is paperless and eliminates lengthy communication and logistics between stakeholders while removing the challenges in storage and retrieval of large heaps of data. Thus, besides improving decision-making, such a solution improves the overall recruitment experience.

The new technology and mobile-enabled recruitment processA mobile recruitment platform built on robust and integrated technologies can offer several features to streamline fresher as well as lateral hiring.

When conducting lateral hiring, enterprises can upload applicant data into the platform and automatically schedule relevant tests. Once the test is administered, selected candidates proceed to various technical interviews depending on the skills needed for the job vacancies. Each interview acts as a filter. Candidates that pass the previous round sequentially progress from one level to the next with a final validation round. The validation round is important in cases where there are differences of opinions. It allows the candidate to repeat the recruitment process with a different set of interviewers. The platform also has provisions for walk-in interviews. Once all the interviews are completed, each candidate is ranked either according to batch or skills. Following a final interview with HR, the platform integrates all candidate data with the HRMS and generates candidate-based reports for decision-makers to determine whether they are suited to the job.

The process is similar when hiring fresh talent. The platform helps enterprises schedule tests

and selected applicants proceed to technical interviews on the same day, if needed. Those who pass technical rounds are scheduled for HR interviews. While this can be a sequential process, the platform also allows parallel processes in case of high volume of applications. Once all tests and interviews are completed, all candidate data is integrated with the HRMS and reports are generated for a real-time view into candidate performance.

MeritTrac’s mobile-enabled integrated recruitment management solutionAs a leader in the recruitment and testing space for over 16 years, MeritTrac has proven expertise in finding innovative ways to make recruitment professional and seamless.

BenefitsBy infusing advanced integration capabilities in a mobile-enabled solution, recruiters can benefit from:

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Reliable data on test scores andinterview performance

Quick visibility into applicant scores andtest/performance data

Paperless recruitment processes that aresustainable and efficient

Digital storage of data making it efficientand convenient

Seamless integration of interviewerfeedback and scores with HRMS systems

Shorter turnaround time and fasterhiring decisions

Informed decision-making to choosethe right talent

MeritTrac has developed a mobile-enabled integrated recruitment management solution that handles three key elements of recruitment – interview management, assessments andon-boarding. The solution allows enterprises toregister candidates in advance forassessments. It also synchronizes test scores,tracks interview feedback, consolidates data,and integrates data with HRMS for a singleview into applicant scores. The mobile-friendlyplatform simplifies audition recruitment,eliminates manual processes anddependencies and prevents manipulation oftest/interview performance. With fasterturnaround time, enterprises get instant andeasy access to real-time candidateinformation, thereby enabling them to makeinformed decisions to hire the right talent.

ConclusionFinding the right talent is an important role for HR departments. However, recruiters often struggle with complex processes such as managing interview schedules, gathering data for hundreds of applicants, determining relevant tests for technical skills, etc. As most of these processes run on internal and external systems that operate in silos, integration of data is a common challenge. With new advances in mobile technologies, HR departments must consider how mobile-enabled solutions can help them streamline recruitment processes. An integrated recruitment management platform with mobile capabilities enables recruiters to easily schedule tests and collate applicant information with test and interview data. Besides simplifying these processes, strong integration with human resource management systems (HRMS) provides a single interface to view candidate performance across various interviews and tests. With high one-touch visibility into all relevant information, recruiters can make informed decisions and design unique offers to ensure they hire the best talent.

MeritTrac Services Pvt. Ltd.4th Floor, No.12/5, Market Square, Sarjapur Main Road, Kaikondarahalli,

Opposite Motherhood Hospital, Varthur Hobli, Bengaluru - 560035, Karnataka

For enquiries and information:Ph: +91 (80) 71819100 ~ Email: info@merittrac.com

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