LHR RIS® our methodology for talent acquisition
Based on Digital Marketing
LHR RIS® our methodology for the acquisition of talent
Based on Digital Marketing
Create an unforgettable experience for the candidates, that is the goal.
At Lhramericas, we understand that creating a good candidate experience is key to recruiting outstanding people. A candidate’s experience begins with a good job portal; however, modern talent attraction depends on creating experiences for candidates, while the use of technologies and process automation ease the burden on the talent attraction team.
At Lhramericas we help you create strategies and implement the tools you need to achieve it.
Our LHR RIS® methodology has two phases, the first aimed to attracting talent based on digital marketing and a second phase to evaluate candidates based on ATS technologies integrated into the strategic suppliers value chain. At the end of each phase, the engagement and experience of all candidates should be aligned with an EVP «The value proposition you offer as employers».
IMPLEMENTATION STAGES (LHR RIS®)
At Lhramericas, we defined three levels at which an organization seeking to implement an LHR RIS® methodology can be found. The first level consists of an entry level to Recruitment Marketing as a strategy, areas of talent acquisition are highly reactive and have few levels of automatic measurement of their target audiences. It is followed by a second level where there are automated but disconnected processes between attraction solutions and evaluation technologies. Finally, in the third stage we have organizations that have the talent, the processes and the technologies integrated into highly automated processes.
What stage is your company at?
ENTRY LEVEL TO RECRUITMENT MARKETING
Highly reactive processes, limitation in the measurement of sourcing indicators, minimal technological capabilities and talent attraction based on manual processes or on emails from recruiters.
TECHNOLOGIES ARE IN PLACE, BUT THEY ARE DISCONNECTED
Proactive and automated processes are active, Recruitment Marketing campaigns have been developed, technologies to support processes take place, but this technology is not fully integrated.
EFFICIENT TECHNOLOGIES FOR TALENT ACQUISITION ARE ACTIVE
Talent attraction teams operate on optimal processes and technologies, the engagement and experience of the candidates is adequate.
PRODUCTS AND SERVICES
DEVELOPMENT OF EMPLOYMENT PORTALS
We create job portals aimed at promoting your employer brand by creating a unique experience and understanding that the content must be appropriate for the different audiences that visit them, from those who are attracted to the brand to those who apply to their offers.
Our portals contain social networks, chatbot, and elements that link your brand with the talent you want to attract.
RECRUITMENT CAMPAIGNS INCLUDING SOCIAL MEDIA
An effective campaign must be carried out through different channels: Linkedin, Facebook, job portals, etc. At the end, it must generate action In Lhramericas we structure it for you.
When we hire a candidate, the ROI is evaluated; understanding the data early in the process is critical to make informed decisions. At Lhramericas we structure the indicators from the employment portal for you.
More than just a resume, our assessment’s portfolio includes online services for aptitude and skill tests, behavior and competency tests, English tests, and skills to conduct pre-recorded video interviews.
XOBIN® PRE-RECORDED VIDEO INTERVIEWS
We license our ATS RIS® technology that includes parameterization tailored to your processes and needs. Includes features for conducting video interviews, and tests application for you to evaluate your candidates.
Lhraméricas has its own employment portal and through resolution 00021 it is authorized as a private employment provider agency and offers the positions publication service on our platform and on other portals.