Hiring managers and human resources departments have a tendency to think they have a rare commodity for open roles and this can dictate their behaviour towards potential candidates. When recruiting for digital tech roles this can be far from the truth where good digital talent is hard to find.
Organisations with open roles in the digital tech space should spend some time considering their recruitment and selection process from the candidate’s perspective. It may have been a considerable number of years since the people responsible for recruiting were candidates themselves and those controlling the recruitment and selection process may be out of date with trends and practices in recruitment.
Every company has a brand and values that they want to convey to customers and potential employees and this should always be reflected in company’s recruitment processes. Common issues experienced by candidates often relate to reality not reflecting bold corporate statements made and may include:
- The company states that their core values include diversity and fairness yet a candidate experiences unconscious bias in the selection process resulting in a negative view of the recruiting company.
- An organisation that promotes itself as efficient and agile but has difficulty in scheduling interviews conversely demonstrating a lack of organisation and efficiency.
- Recruiters have a terrible reputation for failing to specify timescales for the selection process and hiring managers are often unavailable to candidates for follow up questions.
- The most common and unprofessional behaviour must be recruiters who fail completely to provide any feedback whatsoever to candidates post interview regarding the final job selection decision.
Hiring managers can seem reluctant to investigate their own recruitment and selection processes to fully understand why they are having difficulty in filling certain open roles. It is essential for recruiters to follow up with unsuccessful candidates and ask for feedback both good and bad. This is the only way to identify areas for improvement but more importantly companies should act on this feedback otherwise the exercise is pointless. It is not usual for negative experiences to be posted on Glassdoor reviews for example, and yet, hiring managers and human resources seem to ignore these and are reluctant to change their behaviour. For recruiters with scarce resources that are keen to have an efficient recruitment process in place they can consider external recruitment consultants, agencies or using the latest in tech hiring tools to make improvements.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.