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All companies, regardless of their size, invest a lot of time and resources into their hiring solutions. This is in part because finding the ideal candidate can be a daunting task. The new generation of candidates is constantly seeking better opportunities. That is why finding the right talent solutions requires more than posting a job online and waiting.
It requires seizing the attention of talented candidates and creating a candidate-driven interview process. This means you must consider the needs of the modern job seeker and what it takes to take them from candidate to onboarding. Thankfully, there are a variety of modern hiring solutions for this hiring challenge.
This includes utilizing advances in recruitment software. These programs, from interview software to applicant tracking to recruitment software help streamline the process to achieve a more efficient hiring process. These tools allow recruiters to review and manage potential candidates quickly and efficiently. This includes on-demand interviews that not only free the candidate from the need to schedule meetings but the recruiter too.
And all of this helps achieve a similar goal: fast time-to-hire rates. The modern candidate requires hiring solutions that are faster than ever as they search for jobs that provide better communication. This is vital to remember as the hiring process becomes their first point of contact with a new organization, setting expectations for communication to come.
Furthermore, hiring managers and recruiters must be on the same page in terms of company objectives and goals through effective team collaboration and communication. Solutions such as Qualifi offers a solution that allows teams to collaborate quickly when evaluating candidates.
Candidate relationship management, or CRM, is still a relatively new concept in the game of talent acquisition. It is a direct response to the biggest challenge the HR industry faces. Which, of course, is finding, attracting, and engaging quality candidates. CRM focuses on solving this challenge by encouraging candidate engagement and improving their experience during the hiring process. This is achieved in part through the use of recruitment software to help automate and streamline the hiring process.
This software can be separated into three primary categories: interview, recruitment, and applicant tracking systems.
An applicant tracking system is a form of software that recruiters use to, as the name implies, track candidates throughout the hiring process. The method this software uses to achieve this, however, can vary. Applicant tracking systems can range from simple database functions to full-suite tools that filter and analyze candidates. Regardless of the method, an ATS is essential when handling high-volume hiring.
Recruiting software was formerly categorized as a form of ATS. However, the evolution of technology has created an important distinction between the two. Recruiting software is now a computerized system that provides hiring managers and human resources a means to manage the employee lifecycle from source to hire. This is essential to identifying qualified candidates quickly. What’s more, recent developments in AI have made this software even more efficient at streamlining the hiring process.
As for interviewing software, this solution helps speed up the hiring process by allowing recruits to interview candidates faster. Qualifi is one such software that operates like a plug-in alongside 30+ of the top applicant tracking systems. It allows recruiters to speed up the hiring process seven times faster than what would be otherwise possible. With Qualifi, recruiters can evaluate candidates within 5 minutes.
Working with these solutions in conjunction gives recruiters access to powerful tools to speed up their hiring process while finding better candidates faster.
On-demand interviews, or asynchronous interviews, are an excellent way to speed up the hiring processes. Whether they are audio or video, on-demand interviews allow recruiters to record questions for prospective candidates. These recordings are sent directly to the candidate, who in turn returns a recording of their answers. Thus, both recruiter and candidate save the time of scheduling a meeting and are empowered to approach the process at a time of their convenience.
However, there are vital differences between on-demand video interviews and on-demand phone interviews.
The most prominent of these differences is review time. While both methods allow the recruiter to review candidate responses quickly, on-demand video interviews require them to sit and watch the recorded videos. This requires a degree more attention than on-demand phone interviews. Which, in the end, makes them very similar to in-person interviews.
On the other hand, on-demand phone interviews allow for multitasking. The audio recordings can be consumed as if they were a podcast or playlist while the recruiter completes other tasks. Additionally, this interview method helps mitigate bias in the hiring process while improving the candidate experience and solving the bottleneck in your hiring process.
The lingering effects of pandemic life will continue to ripple throughout the working for the foreseeable future. Employees are now leaving their jobs in droves for better pay, flexibility, happiness, and, in no part, better communication from their employers. Which includes a fast hiring process. LinkedIn called this shift to a candidate-driven labor market the “Golden Age of Talent Acquisition,” which 86% of recruiters felt.
That’s what is driving the importance of a fast time-to-hire, the gap between a recruiter contacting a candidate and that candidate accepting the open position. The average time for this ranges from 24 to 41 days depending on the position, with marketing and management positions the longest.
This gap is continuously increasing despite the demand for it shorten. That means employers taking the initiative to decrease their time-to-hire have a competitive advantage when it comes to attracting top talent. What’s more, recruiters failing to reduce time-to-hire are seeing their organization lose money and morale every day that positions remain empty.
Implementing asynchronous audio-based interviews with Qualifi is one such way to reduce time-to-hire while improving internal alignment. This small change can speed up a recruiting team’s hiring processes up to seven times. Thus, they save money, maintain morale, and adapt to the new candidate-centric labor market.
Before the hunt for qualified candidates can even begin, an efficient hiring process begins with intake meetings. These provide an essential space for communication between the recruiter and the hiring manager. Skimping on this stage in the process results in a loss of ROI in the rest of the hiring pipeline. This is why the alignment of your hiring managers is the best way to start the hiring process for any position.
Hiring managers and recruiters should set quarterly goals together. Discussing financial, organizational, and candidate experience help ensure you get the most out of your intake meetings. Doing so allows you to establish what is necessary for a successful hiring process over what would be nice to have.
One way to achieve this team collaboration is to automate the administrative tasks so that recruits can focus on candidates. Qualifi does just this by streamlining the interview process, freeing recruiters’ daily schedules to achieve other goals, or simply completing more candidate reviews. And more, Qualifi’s platform allows for internal communication for team collaboration to share candidate questions and responses across your team to evaluate candidates quickly.
