23rd December 2019
In part 8 of The Recruitment Process series, we looked at reporting, compliance and security. This time, we delve into the world of technology to explore how different platforms can help to improve your recruitment experience.
There are a wealth of hiring solutions and platforms out there and many of them can be game-changers for your recruitment process. But how do you select the technology that meets the specific needs of your company? The most important step is to know what’s available and how to use it.
Applicant Tracking Systems (ATS)
ATS systems are fast becoming a necessity for the modern hiring process. Spreadsheets and emails are no longer able to sustain growing hiring needs (or the legal obligations that come with them). Talent acquisition software, on the other hand, addresses many pain points of recruiters, hiring managers and executives by:
- Automating administrative parts of the hiring process.
- Making it easier for hiring teams to exchange feedback and keep track of the process.
- Helping to find qualified candidates via job posting, sourcing or setting up referral programs.
- Letting you build and follow annual hiring plans.
- Improving candidate experience.
- Helping you to maintain a searchable candidate database.
- Generating recruitment reports on various key metrics (like time to hire).
- Helping you export/import and migrate data easily.
- Allowing you to stay compliant with laws such as GDPR regulations.
So, when looking for a new system, be sure to ask how each vendor makes each of these benefits possible.
Candidate Screening Tools
Assessments are good predictors of job performance and can help you make more informed hiring decisions. It’s not just about coding challenges or personality questionnaires though; there’s a large variety of job simulations, cognitive tests and skills exercises available, too.
Assessment tools help you administer these assessments and track candidate answers. Some of the biggest benefits of using this type of technology include:
- Assessments being well-crafted and tested. Professional questionnaires include lie scales that help you check reliability and validity in candidates’ answers.
- Results being well-structured and easy-to-read. And if your assessment providers integrate with your ATS, you can organise results under each candidate’s profile and have a full overview of their performance in different assessment stages.
- You can get powerful reports with the right tools. Some companies prefer tools with extensive reporting, analytics and recommendations to help fine-tune their process.
In addition, there are some providers that administer assessments combined with gamification tools. These tools have the added benefit of making the process more attractive and fun for candidates, while also letting you evaluate their skills more accurately.
When looking for assessment providers, bear in mind that you should decide what is most important to evaluate for each role: for developers, it might be coding skills, while for salespeople, it might be communication skills.
Of course, make sure to always think of the candidate when implementing evaluation tools. Are the tools easy-to-navigate and fast to load (when applicable)? Are they well-designed and secure? The best assessment providers will make sure the experience is seamless for both you and your candidates.
Video Interviewing Tools
There are two types of video interviews: synchronous and asynchronous.
Synchronous interviews: These are meetings between hiring teams and candidates that happen over a tool like Zoom or Google Hangouts, instead of in-person. This is usually done because the circumstances demand it. For example, if the candidate is at a different location than the interviewer.
Asynchronous (or one-way) interviews: Refer to the practice of candidates recording their answers to your interview questions on video and sending the recording back to you for review.
This type of interview is somewhat controversial in the sense that some candidates may dislike speaking to a lifeless screen instead of a human, and this can hurt their experience with your hiring process. You also miss out on the opportunity to answer questions and pitch your company to the best candidates. If used correctly, however, even video interviews can be useful to your hiring process for the following reasons:
- They save time you would otherwise spend trying to book interviews at a time that’s convenient for all involved; and,
- Help in evaluations as you can analyse your candidates’ answers carefully and in your own time, giving you the opportunity to re-watch them if you miss anything or simply want to re-cap.
You should probably avoid sending one-way video interviews to experienced candidates who may not be receptive to this. Also, use video interviews at the beginning of the hiring process and make sure candidates do communicate with humans throughout the process at a later stage. This could be via emails, phone calls or in-person interviews – just be sure not to dehumanise the process completely.
A good example of using one-way video interviews effectively is to ask a large number of recent graduates to record a short sales pitch to be considered for an entry-level sales role. Think of it like holding auditions for an acting gig.
Make sure your video interview providers integrate with your recruitment software so you can send questions easily and group answers under candidate profiles.
Artificial Intelligence (AI) is the future of recruiting. The capabilities of this type of technology are still in their infancy, but they’re evolving fast. Soon, we’ll have powerful tools that can identify the best candidate based on complex algorithms, build relationships with candidates and take over the most routine tasks of recruiters (such as scheduling interviews and resume screening).
Look at the market and see what tools are available. For instance, you may learn that face recognition software can boost the effectiveness of your video interviews. Generally, ask your network about tools they’ve used and do your research.
NB: Be aware of the potential pitfalls of such technology, though. For example, someone from one cultural background may physically express themselves entirely differently than someone from another background even if they’re both equally talented and motivated for the role.
All that is left to do now that you have an understanding of the different solutions out there, is to decide which ones would best benefit your recruitment process and shop around for the best platforms. Whichever you go for, try to use systems that integrate with one another to ensure that all of your data is kept intact.
Clarisse works as the Lead of our Customer Support Team to provide all of our customers with the very best care and guidance when using their HR software.