Talent Acquisition In Crisis – How BPM Can Ease The Recruitment Process

StrategyDriven Talent Management Article |Recruitment Process|Talent Acquisition In Crisis_ How BPM Can Ease The Recruitment ProcessRecruitment has always been one of the more problematic aspects of a business. On the one hand, it’s not one of a company’s primary functions, and therefore often gets pushed to the back of the tasks priority queue. On the other hand, it is vitally important for a business’ continued existence, as both expanding and compensating for turnover necessitate the acquisition of new talent.

2020 has put recruiters in an awkward position. With so many companies going under, unemployment reaching record levels, one would expect that a recruiter’s job would be easier. After all, the larger potential applicant pool should increase the possibility to gain access to heretofore unavailable high-quality workers.

While that may be the case in theory, the situation on the ground is it’s never that simple.

Workers becoming unavailable for unknown amounts of time at a moment’s notice is an ever-present danger to companies in these times of crisis. This state of events pretty much means that companies can’t afford to halt or wind down their recruitment and networking efforts – but they now need to do that on a tighter budget because they are also likely suffering the repercussions of the current crisis.

In order to make this possible, companies need to streamline and optimize their business process as much as possible. BPM software is uniquely positioned to help companies do that in a variety of ways.

Be a Good Company

The first step toward making your recruitment easier is making sure your company is appealing to work at.

Being commercially successful is helpful in this regard, but not necessarily enough to attract employees. Suppose your success is achieved through exploitative practices or toxic company culture, turnover rates will be horrendous, and you will create a bad image of the company sooner rather than later.

Conversely, if you implement good business practices, such as openness, transparency, honesty, effective communications, responsibility, initiative, etc., you will boost both productivity and employee satisfaction.

Naturally, every individual business will have to figure out how to do this on their own and judge which good corporate practices are right for their unique situation. However, regardless of your scale or craft, employing a BPM solution can help you implement those practices, and thus improve your business and make your company a more welcoming and preferable place.

Update Your Hiring Practices

Updating your hiring practices to accommodate the new normal is a must if you want to improve your recruitment process.

The current set of crises may well require serious evaluation of your preferences regarding new employee qualifications. If you’re hiring remote workers, you might want to prioritize those with sound technical, time management, and communication skills. Furthermore, online interviews and recruitment, in general, are fast becoming the norm rather than the exception – so you may want to account for that as well.

Reimagining is already an arduous business process – but it is more manageable if you have the right communication tools to do the job. A good BPM solution does wonders when it comes to this sort of thing and can be invaluable in various other situations when business processes need to be updated or even reimagined in their entirety.

Whether you need to figure out how to reduce the number of decision makers, skip unnecessary steps or just organize communications better, a BPM solution can be a great help to you.

Look for In-house Solutions to Your Recruitment Issues

Companies need to keep in mind the fact that they don’t always need a new hire to fill out newly emergent or freshly vacated positions. If you examine your organization and business processes carefully, you may well find that a current employee is already qualified for the job and can just be re-hired at a new position.

This is especially useful if the vacant spot requires a particular set of skills that are hard to acquire, or if the new job requires the worker to hit the ground running. If you can manage to hire someone from your own company to fill that role, at least you’ll spare yourself the bother of having to train them from step one, and they’ll already be familiar with company culture and practices.

Failing that, another great way to make your recruiters’ jobs a lot easier is to get other employees involved as well. Incentivizing workers to recommend suitable candidates for vacant positions should not be underestimated because it has proved to be a viable method for finding new talent.

While a BPM software is not the only way to go about performing the previously discussed steps, it speeds up discussions and promotes transparency, which smooths out any bumps in communication. Communication, in turn, is key to putting the above mentioned efficient practices into action, which is why BPM is invaluable when it comes to recruitment.

Make Sure Everyone is on the Same Page

Devising and introducing new practices when it comes to recruitment on paper is one thing. Making sure that everyone who’s involved in the process in any capacity is committed to following those practices and up to snuff is another.

Clarifying essential details, both when it comes to policy and to logistics and organizational issues, is crucial for recruitment. Failure to do so may result in delays that discourage prospective employees and lose the company valuable human resources that could have proved invaluable for the business.

The fact is that in times of high unemployment, people looking for a job can grow desperate very quickly. Even if they aren’t strapped for cash at the moment, the overall mindset in a crisis is that you can’t afford to wait around for unreasonable amounts of time for an interview. Competition is fierce, after all.

This is why companies need to be as expeditious and decisive as possible when making assessments and scheduling interviews, which makes effective communication between HR and management crucial. Implementing a good BPM solution can go a long way towards helping you with that, as it speeds up the back and forth between departments or teams dramatically.

About the Author

Mariela Kashukeeva is a Marketing Executive at SaaS BPM, a productivity process management system solution designed to manage the recurring activities of teams and entire organizations. With over 2-year experience in SEO, she is responsible for establishing collaboration opportunities with high-authority websites and creating amazing content.

The three business decisions that are too important to make on your own

StrategyDriven Entrepreneurship Article |Business decisions|The three business decisions that are too important to make on your ownIf you run your own business, you’re likely considered an expert in your industry. The only problem is that you might not be an expert in everything else it takes to run a successful business. With that in mind, here are three business decisions you should always look for the guidance of experts before making any big moves.


When you think of your company’s most important departments, you might think about the design staff that plan your new range of products, the production staff that actually produce them, or your sales team that make sure they get to the customer. Many people often overlook the power and influence of the marketing team. In fact, some smaller businesses even believe they can run without a marketing plan altogether. It’s important to have a marketing system in place to make sure enough customers know about your products and are persuaded to buy them, so you’re business can truly grow over time. Even if every other department is doing their job correctly, you could be losing out on a lot of money without proper marketing.

While it is possible to run a business without full-time staff members trained in marketing, it doesn’t mean it’s smart to do so. As there are so many ways of marketing, and the size of marketing campaigns can range massively, it’s important to speak to someone who knows which steps are right to take for your business. What works for one business might be a complete waste of resources for another, and vice versa. A marketing company like Flyrise, can help you decide the best ways to spend your marketing budget on a monthly basis. With the right advice, you can enjoy a path to long-term growth and success year-over-year.


Another important decision for any business to understand properly is recruitment. Hiring an extra staff member means your business can be more productive. But, doing so also means an increase in your payroll cost, and if you’re a small business, even one person’s salary can make a big difference. With this in mind, it’s important to pick only the best people to work with you. If you’re unsure of the qualities to look for in your new employee, or even the best way to judge which candidate is the right one for the job, seek the help of a local recruitment firm. If you choose the wrong candidate, you could be stuck with someone who isn’t benefitting the business as much as you’d hope but is still being compensated as such.


Disputes between staff members can be seriously damaging to your company. At best, they’ll damage the mood of your team and also affect their ability to collaborate together. At worse, and it could lead to court cases and other complications. When it comes to dealing with HR, it’s important to find resources independent from the business to make sure every situation is dealt with fairly and to the letter of the law. If you don’t hire an expert, these disputes will go on for longer and cause a lot more disruption than necessary.

The Six Skills Hiring Managers Really Expect of You

StrategyDriven Professional Development Article |Hiring Manager|The Six Skills Hiring Managers Really Expect of YouJust when the unemployment numbers were looking pretty good, along came the COVID pandemic. The result: millions of people are out of work, trying to make ends meet and wondering how they’re going to land their next professional role.

To make matters worse is with so many people out of work, landing your next job just became that much more difficult because the competition is fierce. Even those applicants who are highly qualified are struggling in their quest to land that new position.

The good news, however, is there are things you can to do help yourself standout. There are many characteristics that hiring managers look for in candidates that go way beyond your qualifications.

Here are six things to remember.

They don’t expect you to be perfect

Think about the last time you went on a job interview. You probably spent hours picking out the perfect outfit, preparing the perfect answers and put together the perfect looking resume. Hiring managers do expect a lot of things, but contrary to popular belief, one thing they do not expect is perfection. In fact, one typo on your cover letter, taking a little longer to respond to a question or other little imperfections shows them that you are human.

They are looking for someone with high EQ (Emotional Intelligence)

Being smart in the traditional sense is all well and good, but how do you interact with customers and colleagues? Do you think before you speak? Are you empathetic toward others? Do you make your point known or go with the crowd? EQ has become the new IQ and it is here to stay.

The most important skill they want you to have is being a problem solver

There are going to be many candidates who are just as qualified as you. The most important skill hiring managers look for is what you do when things go wrong and the pressure is on. Will you have a meltdown or be able to think of a potential solution with the resources available to you? Be ready for the question: Tell me about a time when things didn’t go according to plan and how you solved the problem.

It’s not what you say but how you say it

There will be many candidates who are well-qualified for the position. One characteristic that hiring managers look for is presentation skills. In other words, do you speak with confidence? Are you passionate? Do you offer personal experiences and stories to back up your point? Are you persuasive? Do you make and keep eye contact? How you speak is just as important as what you say.

They expect you to have some knowledge about the company

Do yourself a favor before you go on any job interview: learn a little about the company. You can be the most qualified candidate in the room, but if you show up and don’t know anything about the company, it shows that you are unprepared and leaves hiring mangers wondering just what kind of work ethic you really have. Familiarize yourself with the background of the company, what the current market is like, who the key people are and who are the company’s biggest competitors.

They expect you to send a thank you note

Sending a thank you note after your interview is always a good tactic. This must be done within 24 hours of your interview. It shows the recruiter that you appreciate the time he or she took to conduct the interview, and it also shows a lot about your character. It reveals how you may interact with clients and colleagues.

The takeaway

The job market is very competitive right now and candidates have to do everything in their power to land their next role. This means paying attention to the finer details and honing in on what recruiters and hiring managers are looking for. It also means really focusing in on your people skills. To be the next hire, you have to be the total package.

About the Author

Angela Civitella is a business leadership coach. She is founder of Intinde.

Tips For Hiring In A Business

StrategyDriven Talent Management Article |Tips for Hiring|Tips For Hiring In A BusinessHiring staff is important and relevant to any business. How much of it depends on what you need for your business. Too many staff and you run the risk of being financially vulnerable, too few, and you restrict the ability to grow and thrive. Here are some tips for hiring in a business.

Know What You Want

It’s good to know what you want when it comes to hiring. If you haven’t got a job description outlined, then it can be a case of drawing in the wrong people, and then you end up starting all over again. It’s important to have your wants and needs in the job description and to have the role cemented before it gets distributed to relevant job boards and agencies. If you can be more precise and on the mark in the initial stages of hiring, then you reduce the risk of wasting everyone’s time and finding the right person. The last thing you want is to end up with someone who was never the right fit because you didn’t have all of the skills or duties of the employee outlined properly.

Assess The Skills & Experience Needed

Regardless of the company, the size or what industry it’s in, the skills and experience are an important part of the hiring process. You want to make sure that the person you’ve picked is capable of doing what you need them to do within the business. Whether you’re looking or plumbers who’ve taken plumbing programs for a handyman services platform or getting a new building manager, skills and experience are relevant. Just like the job description, it’s important to access what’s needed and to make sure that when you’re going through resumes, you’re getting rid of any that don’t match the criteria you’re after.

Look Out For Personality

Personality is just as important as the person fitting the job description. They need to be able to fit in with the company dynamic and they also need to feel like they are right for the company. If you’ve got someone that’s lacking in the company’s type of personality or doesn’t fit right, then it can cause problems with the rest of that staff and how overall atmosphere. So when it comes to hiring, be sure to get to know the person you’re interviewing, who they are, and what they enjoy outside of the workplace.

Introduce Existing Staff

Your current staff plays an important role of the hiring process because like mentioned above, the person you’re recruiting has to suit the team. With that being said, it’s worth introducing your team or an existing member of staff to the final few you’re interviewing. This can help to understand whether they’ll fit in properly and what the existing staff thinks of the individuals on a personal level. You don’t need to agree with their thoughts, but they are there to help come to the right decision overall.

Hiring in a business can be a challenge, and so it’s important to take it seriously and be detailed in your search.

How To Check Out A Potential Employee Before Hiring Them

StrategyDriven Managing Your People Article |Hiring An Employee|How To Check Out A Potential Employee Before Hiring ThemWhen you are hiring an employee and looking through applications, you need to check that they have the relevant experience and qualifications to do the job. Once they get to the interview stage, you will also be trying to get a feel for whether they are a good fit for the company and whether they will work well with the rest of the team. If all goes well, you may decide to offer them the job. But there is one more step that you need to take before that.

Even if a person seems great on the surface, you don’t really know much about them, which is why you need to conduct background checks to ensure that they are reliable and they are not going to endanger your business in any way. If you are unsure what you are looking for, these are some of the things that you need to check.

Employment History

Looking at somebody’s employment history is a good way to get a sense of how reliable they are. If they only stay at jobs for a few months and there are a lot of big gaps in their employment history, that is not a good sign and they are likely to let you down. If you click here to visit this website, you can request copies of employment records so you can check that there is nothing to be concerned about. If there is something that you are unsure about, you should always ask the candidate. They may have a reasonable explanation and that is fine, but if they do not, you should reconsider your decision to hire them.

Social Media Check

A person’s employment history gives you a clearer picture of their professional life, but you should also check out their social media pages to see what kind of person they are outside of work. If you see any evidence of illegal activity on there, for example, you know that this person is not a good hire for your company. It can also give you some insight into their personality and help you decide whether they will fit in with the rest of the team.

Criminal Record Checks

Employment history and social media checks help you to get a feel for the kind of person that you may be hiring and they are important. But criminal record checks are even more important because they are a matter of safety. It is your responsibility to ensure that all of your employees are safe, so you need to avoid hiring anybody that has a violent past and could pose a safety risk. A criminal record check will let you know about any previous convictions, and even though you should not necessarily discount everybody with a criminal record, it is important that you make an informed decision.

Credit Checks

Credit checks are becoming more common during the hiring process because they can be an indication of how reliable a person is. If somebody has terrible credit, that suggests that they are not the most reliable person in the world and you should reconsider hiring them. Don’t base your entire decision on this, but it is something worth looking at.

As long as you do these important checks on a potential employee before hiring them, you can ensure that you are making the right decision.