Recruiting managers are always striving to improve the quality of their candidates because this reduces staff churn and the costs associated with recruiting an unsuitable candidate. What steps can hiring managers take to improve the recruitment process and quality of the candidates applying for open roles?
In the traditional world of recruitment, a hiring manager simply posted any open roles on job boards and then assessed the candidates that responded. This approach can lead to too many unsuitable applicants and is particularly true in the digital tech space because of the speed of change in technology and recruiters experience requirements. What steps can hiring managers take to reduce this high volume of waste?
It is no longer really acceptable to just post a list of requirements for a vacant position and hiring managers need to be more creative. The job description needs to be far more descriptive by putting the vacancy into context and telling the employer’s story and where this position fits into the organisation. The position ‘story’ should include a description of the company personality and culture along with a person specification.
Rather than simply posting on job boards consider media likely to be read by target candidates, perhaps through social media channels or a specific interest group for example. Look into networks and seek professional referrals where a respected peer can make a personal recommendation.
When looking at the candidate profiles of those that responded always look for high achievers, usually evidenced by candidates who have provided tangible achievement results. To further sift candidates, consider a variety of carefully thought out tests like personality or work-related mini project presentations. To assist in final decision making consider a brief meet and greet between existing team members and the shortlisted candidates. Feedback from both team members and candidates can help asses ‘fit’
The steps above can be implemented faster by using appropriate hiring tools. Times are changing and technology is moving fast in the recruitment sector so hiring managers need to keep up to date on the latest developments. AI technology, for example, can be leveraged to assess new candidates and used to measure the performance of the recruiting team itself. It’s easy to quantify cost and time to hire but quantifying quality is much more difficult. AI recruitment can potentially provide deep insights into hiring quality by analysing pre-determined metrics over time particularly with regards to the appointed candidate’s overall performance and the position’s churn rate.
One such company who are game changing the face of recruitment by providing a robust process to ensure quality candidates 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.