Overcoming talent shortage challenges in a competitive BPO industry.

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um today's webinar we're going to be discussing um overcoming talents of the challenges

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in the video industry so um if you're in the volume hiring space especially in

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the BPO industry this webinar is for you and we have a very very special guest with us today and I'll be introducing

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you in a few minutes but in the meantime can you just put in the chat section and tell us your name and where you're

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joining us from and we're very happy to have you here with us

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so

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um before we begin um I'd like to run you through a couple of things that we have happening very

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soon um but the recruitment hackers you know so

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um we have an upcoming event happening in December um it's the global BPO Awards and um

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we're going to be celebrating the exceptional achievements and the recruitments in the PPU space and um so

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if you have favorite teams if you have um anyone that you think that should be

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nominated um for any awards and any of the categories that we have this year on

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Monday we'll have the nomination links open and you can go to our website and nominate your favorite things and

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professionals so again you can go to the chat section and tell us where you're joining us from

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today and we'd like to get to know you

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so again the global bpot awards where we celebrate our standing talents and acquisition teams and Professionals in

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the big business process Outsourcing industry it's happening in December and nominations open

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um from next week so you can nominate and you can vote for your favorite teams in the PPU space

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and without further Ado I think we just give people about two more minutes and they can join us

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um and the moon changes are very special guests together for today's event thanks again please go to the chat session and

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tell us where you're joining us from give us your name um where you work and what country you're in we're very excited to get to

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know you and as you know is this your first time joining us um the recruitment hackers Community is a community where

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we discuss current trends and challenges in the recruiting space so we want to help our members learn what is happening

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what's currently happening in recruitment space and help them overcome these challenges and then today's

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webinar is no exception we will be tackling the current challenges that we have in Italian shortage like we want to

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help um companies um in the PPU space overcome these challenges and you know

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power objects of things at the sourcing game that's why we have this very special guest here with us here today

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and during the course of the webinar if you have any questions for us please go to the Q a section and enter your

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talents such a shortage in the industry like getting the right candidates and it's not just getting people to apply

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like targeting the right candidates it's not a person it's not just a perception it's not a myth we've had um reports

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I've seen by 78 of organizations are currently undergoing Talent shortage but

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consume different trends that we've seen in the industry ranging from the great resignation coming out of a pandemic and

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all of that so I like my opinion about that it's not just a minute it's something that's currently happening right

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yes well actually uh Talent shortage has been happening even pre-pandemic so you

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know um I'd say we're not yet coming out from pandemic we're still in the middle of a pandemic but talking about let's

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say the new business um model The New Normal it was really challenging now to recruit for new

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talents so our Workforce has undergone a number of dramatic short-term and

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long-term um shifts let's say ranging from the sudden

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change to move to remote let's say arrangement to larger

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questions surrounding like work-life balance and the overall relationship between employers and Power

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so it has been um a great shift uh post pandemic so I

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mean that's still in the pandemic but to give you like a glimpse of what are the

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you know impact of kovid for talent management so there's like

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obviously bad impact but there's some good impact as well so to give you an

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example um technology so through technology and remote work so the talent could be

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anywhere from the globe already so before you have to bring the the talent

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to work now you can bring the work to Talent so that's how it is right now so if you want talent that is in a

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different country or location you can through technology so that's one of the the great impact of kobit however

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and my own observation employees have more control over their

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work now so how they work and where they work if let's say if you are high uh

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potential employee or high performer you are controlling the conversation now so you're dictating the terms and in a good

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side employers are listening yeah I can understand that

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um but in situations where um like you said you have employees that are in

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charge of um the work now because you know they have the skills and they know that they are in demand you know how can

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employers make um these rules really very attractive to get the right targets

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audience that you want like when you're running your ads when you're trying to source for candidates how can you make your rules really attractive and how can

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you make everything attractive so that this people this talent that you want not just anybody you don't want someone

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who just wants to apply because you know you see the vacancy and you can say oh let me apply any applies you want

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someone that is capable of doing the job someone that has the talent the skills that they're looking for so how can

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employers you know make the rules very attractive not to Target those people

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okay well to to answer that the behavior of applicants now is very different from

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the pre-pandemic state so they are more self-aware they they know what they want they're

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very specific with the work Arrangement and conditions so now that many

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companies are still offering work from home opportunities to get really gets harder for for us to pull candidates and

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um let's say hi candidates for an on-site possession right so because you know in reality

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um me giving that option of flexibility I I would opt to

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to let's say apply for a remote role but in contrast not everyone is you know

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built to work alone somehow we need to be surrounded by people because you know in reality as

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human beings we are highly sociable so that's where we are banking right now uh

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to to make sure that we have the right benefits additional incentives to attract people to work inside and for

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those hard to to field possessions so let's say as an example

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um for for positions to be working on site and a company can somehow offer shuttle services

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accommodations just to make sure that we are supporting those people who wanted

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to work on time interesting so for those that want to

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work from home but you've seen that you know you want this people to come to the office you don't want them to work from

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home so besides um what else can people do to get these people to want to come into the office because you know there's

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some rules that you cannot work from home you have to work in the office so what do you think companies can do to

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get those people to want to come into the office there are a lot of things that we need

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to consider when pulling for candidates to work on site first is how we advertise the job so they have you have

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to start with that so we have lots of let's say sourcing channels but we just have to be strategic where we post them

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to attract the right code of candidates so let's say for for LinkedIn we use

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that for non-agent roads for Facebook we use that for you know agent possessions so that's thinking about what

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advertising sources you should be using to attract those let's say candidates so

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right now we are conducting some research to find out where our targeted group of candidates tend to look for new

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jobs so we have to try new sourcing channels uh once in a while as well

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so when um to answer as well when skill shortage shortages becomes a serious concern it

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might be time to evaluate how you recruit new employees so let's say new

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members they don't have to be um perfect from the get-go right without hurting

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your company you could easily hire applicants with let's say 80 percent of

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the right requirements and help them grow into the role or you could try

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hiring applicants with all the right skills but once perhaps with less less experience

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than you were initially looking for so if you diversify your hiring practice and consider let's say the transferable

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skills as mentioned before you could find Excellent and motivated individuals for your company

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that's really interesting okay so I'm curious to know you mentioned Facebook you mentioned LinkedIn so that means

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that you're open to using social media for something yeah um we've had very a lot of situations where um a lot of

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well so if you're consistently finding that a very let's say small percentage

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of your applications are relevant you have to think about what you can improve

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to you know in the process to improve the quality of your responses so let's

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say you can focus on targeting your equipment advertising campaigns so

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that's a good place to start with your job advert so when creating advertisement make sure that the

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essential requirements of the role are clear so it is important to use language such

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as candidates must have or rather than ideal candidate will have so if your job

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advertisement and job descriptions are clear you will filter those candidates already

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in your pipeline and if you choose to include essential criteria let's say you

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wanted people who you know has a bachelor's degree you have to include that so that people who don't hold a

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degree would not apply for the role make it clear what you want so you don't waste candidates time in your own as

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well sure um but at the same time we've had people

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say that you know we've done we've made a job as targeted as possible we've done

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everything that we can but these people still sleep in the applications and I thought which we love that you know um

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we're all about you know automating and digitally enabling the recruiters to be able to process large pools of

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candidates we love I mean we say bringing candidates and let the machine do the work you know and I know that I

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must contract concentrix you guys like um you're one of our clients and you know what automation has done for you

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and helped you know process all of this leads that come in and well let's get your opinion let's get your experience

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with you know using automation to process the tons of needs that coming through social media how's that

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experience been for you well automation um is part of the technology

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it always speed up the the process right so let's say automation is one of the

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ways to to streamline or eliminate faces in the process that you know needs

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manual intervention so let's say automation for for concentrics alone helps us reducing the

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processing time of a candidate let's say when they have a candidate hit the system the system will you know

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automatically move them to to stages without us you know manually moving them

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so that way um it helped us with the processing time removing the manual labor that is

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normally one of the pain points in recruiting and this could also result the scarcity of talent since automation

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you need less Manpower and you can also reduce given error by

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having Automation in the process interesting that's really interesting

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okay um I have one more question for you that um a lot of people do not like to answer

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you know but um it's about brand culture you know a lot of a lot of companies um

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advertise sometimes they say people do not like um interact with their job ads

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and I'm wondering is it like public perception of what the organization looks like like people have heard

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stories and they said okay you know what I do not want to work with this company because of all the stories that I've heard you know do you think that brand

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culture brand perception like does he have a strong you know does he play a strong role in Talent shots and

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challenges do you think it contributes to why you might not be getting the right balance for the role

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yeah definitely so due to The Talented neighbors scarcity employees are looking

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for more than just a career advancement or pay they want a fun

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workplace where they can meet new people and look forward to working every day so brand and culture really plays a huge

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role so you'll be able to hire let's say top people ahead of your competition and

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accomplish those important workers Target by creating environment for your employees so let's say make you feel you have to

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make them feel there are um valuable in the organization as well

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because when you examine your culture you want to to win the World for for

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talent and by having a great culture and branding it will help you pull candidates as far so let's say bad

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reviews it will reflect poorly with you as a as an employer right and also make

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it likely for other people to to hesitate to apply for your company so

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remember the more Niche let's say skills and talent you need the more likely

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candidates hard to know each other already and you know communicate on social media and

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they also read reviews on social media so uh your company should have a good

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um let's say branding reviews on online as well

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okay um let's say something okay let's say the world for talent so for example as a

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company you're not the only one group period in candidates you have computers out there as well that I'm recruiting

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for the same talents that you're vying for so how do you think that people can stand out you know how do you think

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organizations can stand out from the competitors and we win this war for talent you know Gravity the right

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candidates that you want when you have like computers buying for the same you know talent that you're vying for

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well number one uh as we mentioned earlier brand new culture that's number

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one for me that's where you stand out most second would be the the way we

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recruit and the way we train and retain our people so I agree we need

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you know to have a large pull-up candidates to process but we should always do value-based

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um hiring and skill based training if we're able to you know hire people

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with the right mindset we can transfer all the skills that we

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needed for them if you're able to already get the last

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if you're able to hire people with the right mindset for for the role the skill

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sets can be transferable okay so it's easier yeah it's easier for us to

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transfer skills than to to correct Behavior

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okay I mean that's that's yeah because we have a lot of really focused on just

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you know we need skill based we need people that have the skills a lot of people do not pay attention to all the system I have the right morals the right

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takes to write you know um the other choice they're looking for in an employee but they don't have the skills

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so you're saying that you know it's not just about the skills there has to be like a balance of board you know

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um the attitude you're bringing to work and then the skills that you're bringing into work

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yes because employers miss out potential let's say Superstars and rock stars because they focus on specific abilities

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and experiences so if we keep an open mind looking at

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your available skill set pay close attention to skills that could be transferable it will be a big win for

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for the employee and the employer as well

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let's go back to automation for example um um the recruitment process the sourcing

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part of it um how what's what degree as in how has automation helped you in the sourcing

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path and then processing the candidates that you're getting you know you get lots of people coming from social media

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so it has automation helps you you know streamline that and um reduce your time to hire basically

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basically not only social media all of the sourcing channels that we have for concentrates go through top Crush that's

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what one of the automation systems that we have for for the company so it cuts

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the processing time because we don't have to manually you know move all the candidates we're talking about thousands

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of candidates right on a weekly on a monthly basis so by reducing the time to move all those and send links for

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assessment follow-up it reduce a huge amount of time in manual processing

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so that also helped us you know um in terms of Manpower

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um allocation we don't need much Talent because we have automation helping us in

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recruiting process yeah but but the thing is okay that you

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have your recruiters we are not like saying okay you don't need recruiters anymore you are digitally enabling them

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to do more in less time right yep well actually the the recruiter

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responsibility is more of the human interaction already all of the tasks that can be done by automation we opted

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to use it you know by automating it in the system like sending you know sending emails to candidates for assessment

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let's say um pre-employment requirements that could be done using automation already

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but those steps that leads human intervention you still need those recruiters

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exactly so you're able to balance for example if you're um having troubles like acquiring all of the talents that

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you need automation helps you balance and balance everything out so even if you're not able to get everybody that

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you need for certain stages of a recruitment process with automation you can balance it out

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um just with the right number that you have with the number that you have you can easily enable them to be able to you

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know complete all of these processes that you have for you turkey yeah accomplishing all the

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process um in less in less time to to give you a perfect example let's

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say checking the assessment score if you do it manually you have to go through thousands of you know candidates but

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using automation the system will automatically identify who will pass or

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who will fail and this doesn't automatically move those candidates for you

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okay all right I think that is all we have but today

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in the previous year with the use of Top push all of our customers in total uh we

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were able to help them interact with 10 million uh job Seekers and then we were

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also able to send out over 10 million messages on a monthly basis and because of this we were able to generate uh 300

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000 hires in the previous year and of course we are active in 15 different boundaries so wherever you might be

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thought questions there to help you guys all right these are just some of the partners that

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we are currently working with and they they put their candidates first that's why all of their candidates are always

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happy and since all of them are going through a very big volume of candidates of course they would need a tool that

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helps them out goodness now a while ago we talked about a shortage of talent so just to give you a context

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um of where you should be looking for your candidates Nikki you can go to the next

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slide please you can actually view these different platforms right so in an ever-changing

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World especially with recruitment of course you don't just want to stick to one platform and as you can see here

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Facebook and all of these other social media channels actually have the most users as compared to just the job right

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so if you want to build a bigger pipeline if you want to have more candidate volume then it's time to check

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out all of those other platforms as well right now moving on to what doc question does

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right so Top push is an omnichannel sourcing platform as well and because we

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were talking about all of those sourcing channels in the previous slide so you can see here we're able to gather all of

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these candidates throughout all of those platforms or sourcing channels and put them into one place that way you don't

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have to jump from platform to platform anymore just so you can interact with those candidates as you can see there

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after work after we've captured all of those candidates all the information or the data that we would need we can help

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you sort them and then screen them now you can go to the next slide Nikki

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no a question that you might have in mind is Julian a while ago you mentioned that

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uh you want or you need to keep the candidates hat right so one of the ways

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that we're actually able to communicate with these candidates fast is because we also provide you a branded AI assistant

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so they provide you chat Bots for different platforms so you can always communicate with your candidates so as

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you can see there we can communicate with them Via SMS WhatsApp telegram messenger Instagram or even Viber also

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of course the emails and so and thought push not only can we get all of these uh

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candidates from different sourcing channels we also allow you to communicate with them through the same

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platform and since we're providing you with all of these uh various chat boards

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or AI assistants you can get back to your candidates in many different ways and the communication there is always a

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lot easier all right now some of you might still be following

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a traditional journey and you know this is something uh that might be relatable

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to some of the people that are not using automation yet but the traditional Journey only allows you to capture a

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very small amount of leads and usually you would have to go through a very very tiring process sometimes 30 days or even

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more just to end up with one hire but with the use of automation or with the use of doctors you're able to talk to

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and gather more candidates than that and as you can see here even though you're

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going through all of these candidates maybe 5 000 or even more some of our partners are doing more than 5 000

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candidates on a monthly basis we're still able to help you find the

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highest enough in a shorter amount of time now the next question is how is

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that possible how is this um because how is this possible that you're you're communicating with more

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but you're spending less time well the quick answer to that is actually with the use of Auto flow so we've been

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talking about automation a while ago so now it's time for me to talk about what autofill does so with the use of

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autoflow you can set up triggers that would mimic your current recruitment process but you can set up triggers that

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move them along the process without you having to intervene to intervene with

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that process itself so a while ago we talked about uh removing the mundane pass and this is what helps you do that

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right so with the use of autoflow you can prioritize candidates depending on

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what your prerequisites are or whatever um whatever your skill sets that you

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would need after that you can also um well not only move candidates from

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Step from one step to another but you can also communicate with candidates

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automatically with the use of this student right so if you're running through all of those

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candidates and if you're running through uh you know if you're if you're trying to get the volumes that you need then of

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course always better to automate those and then lastly we also help you track everything we do have a built-in

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analytics tab there so if you need to check in on uh you know the numbers that

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you've been hitting for the month or if you want to see which sourcing chat

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which sourcing channels work best then you can check it on the platform itself so it's more or less it if you guys want

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to book a demo you can scan this QR code and then uh yeah we'll show you the rest

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of the platform from there okay thank you guys so much and I hope you

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guys learned a little something about Darkness all right thank you thank you Julian I'm not an awesome demo and I think we've

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come to the end of today's event so um here is the the QR code to use to

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find out more about talk which all you have to do is scan it and then it takes you to um a page where you can just

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enter your details and book a thermal with approach and one of us is going to get back in touch with you as soon as

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possible so looking forward to having you guys in our next event and remember for the BPO Awards nominations open next

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week so if you have favorite teams professionals that you want to see take home and award this year this is your

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time to nominate them and um you vote for them and then and in

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December they can win an award in any of the categories that we have this year so thank you for joining us again and see

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you next time bye

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