In any business context it is time that kills deals and as with any competitive situation the first to market is usually the winner. This is becoming increasingly relevant to the digital tech recruitment and selection process where slow moving processes result in missing out on the best candidates.
Many larger organisations use well founded recruitment techniques and common among them is the competency-based interview combined with multiple decision makers. In the following recent real-life example, a top-rated candidate applying for a very senior digital tech role with a recognised multinational brand was losing patience with the whole process.
After his initial application he was subjected to two individual screening interviews with human resources of 30 minutes each. Having been successful in the first 3 stages he was then informed he had made it to the next stage which will consist of an additional four 30-minute competency-based interviews with different decision makers. The total time elapsed is 2 months with an expected additional 2 or 3 weeks expected to schedule the additional 4 interviews. The candidate’s view of the recruiting organisation is already being tainted leading him to question whether the company is worth considering given the experience he has already had.
In this example the likely elapsed time will be minimum of 3 months after which the candidate has no knowledge if an acceptable offer will even be made. This doesn’t even include the notice period that the candidate must serve should he accept an offer which in this case will add another 3 months. This long-winded drawn-out recruitment and selection process is taking up valuable human resource and senior management time and allowing the candidate to consider other vacancy options with nimbler organisations.
It is clear from the example above that there still needs to be changes in the recruitment process if organisations are going to select the right candidate in a timely manner. Organisations with slow drawn-out processes are more likely to end up with the wrong candidate or none at all, both of which can add considerable costs. Recruiting managers and human resources should consider making some simple changes to speed up their processes, this is not about ‘rushing’ or cutting corners but it should be a well thought out ongoing process improvement. With a streamlined process human resources should ensure that the recruitment and selection process is completely transparent to candidates as this will build a better recruiter/candidate interaction. Using smart hiring tools and technology can help to streamline the best candidates quickly negating the need for so many multi layered interview stages. This is going to save time and that saves money with the added benefit of shortlisting only the best fit candidates.
One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment 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 ATS 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.