How do you balance speed and accuracy in the hiring process without compromising candidate experience?

From a Hiring Manager perspective, be open to flexibility on the qualifications. It is important to outline the minimum and preferred qualifications, but if you come across a desirable candidate who checks off all but one or two boxes on the minimum qualifications, explore giving them a shot. When constructing the job description, it's almost as if we are creating our "ideal" candidate and the reality is that we are almost never going to find someone who hits every single box that we have. So, don't let the qualifications be an obstacle to hiring great talent.

Firstly, Talent acquisition should be able to provide market data to inform the search and the hiring community need to include TA in the planning. Secondly, the TA Partner and the Hiring community need to be on the same page from the start (eg: agree what good looks like, how it’s being assessed, what those results look like, sourcing and attraction strategy etc) and do their utmost to not deviate from their plan is the first key element. There are areas where both should compromise as the exercise can deliver unexpected results but trust the data.

I like to talk to the hiring manager and tell them about the Trade Off Triangle. One side is Speed of Hire, one is Cost of Hire, the third is Quality of Hire. If one is WAY more critical than the others, then at least one of the others will suffer. Add to that Candidate Experience, and all you can do is be transparent and keep them updated.

Knowing exactly what you or the hiring manager are looking for - these are the must haves for the role - usually 2-3 skills/experience that you can't budge on. If the candidate meets this basic criteria they are considered for the role, you can then spend more time on getting to know the candidate to truly understand what their motivations and concerns might be when potentially making a move.

Balancing speed and accuracy in hiring requires streamlined processes, structured interviews, and transparent communication. By prioritizing efficiency without sacrificing candidate engagement, we can ensure a smooth and respectful experience for all applicants

As per me, Technology has significant impact on the hiring process, making it faster, more efficient, and more data-driven. AI and machine learning today analyze candidate data to identifying fit for a position, screen resumes and even conduct initial interview.

You should leverage an applicant tracking system (ATS) to automate certain parts of the process, such as resume screening and scheduling interviews. HR could also use video interviewing tools to conduct initial interviews, which can save time and reduce scheduling conflicts, while also providing a more engaging and interactive experience for candidates. HR could use assessments and simulations to evaluate candidates' skills and fit for the company culture, which can provide more objective and standardized data to inform hiring decisions.

Techology makes it possible to screen and shortlist large number of resumes and candidates in a much shorter time and still provide a personal and pleasant candidate experience. It frees up more time and attention so that we can offer more personal interaction and better candidate experience during the final rounds of the recruitment process.

Tecnologia é a melhor ferramenta atual para o Recrutier, seja um bom ATS ou buscadores ou redes como o Linkedin. Algumas IA podem ser bem utilizadas, por isso que também enxergo como essencial que nós Recruiter tenhamos apurados conhecimentos das ferramentas atuais. Boolean Searchs, AI, ATS e outros ser?o base para uma busca apurada e que gere uma experiência qualificada ao candidato, sem ser robótico, mas dando otimiza??o para área. Sendo humano, mas usando do melhor da tecnologia. Precisamos sempre encontrar esse equilibrio para gerar uma boa experiência e garantir a otimiza??o mesmo assim.

It is important to provide updates after each round of selection (from shortlisting of resume to final offer) for both hiring managers and candidates. Hiring managers should always let candidates, especially those who have taken the time to attend interviews, the outcome of their interviews. This is especially through if there has been a change in hiring requirements or freeze in hiring. Candidates should not be left to wonder or assume that they are not selected when they don't hear from hiring managers. Candidates should also inform recruiters or hiring managers if they have received other offers and would like to withdraw their application.

Manter seus talentos em uma comunidade, em uma rede de comunica??o e com canais de acesso é essencial para uma boa experiência desses candidatos. Indico ter varios caminhos de comunica??o, como uma comunidade de talentos, redes de comunica??o, canais de comunica??o, dentre outros.

Communication with your prospective candidate is vital for a great candidate experience. A positive experience can boost your employer brand and attract more top talent. It improves the quality of hires. A superior candidate experience can help you attract and retain the best talent before your competitors do.

The first step on the journey to optimization is to review and map out your current talent acquisition process. By identifying bottlenecks, gaps, or inefficiencies, you can pave the way for a more streamlined and efficient workflow. Once you've identified the pain points in your process, Check for unnecessary, redundant, or overly time-consuming. For example, you might explore ways to reduce the number of interviews or assessments. It doesn't compromise the quality of your evaluation it ensures that you're not spending more time than needed. Seek feedback from your team, candidates, and hiring managers. Insights can highlight areas that require fine-tuning and ensure a balanced approach to speed and accuracy.

Working closely with the hiring manager in terms of the workflow is important. Set reasonable expectations on timeline and response time throughout the hiring process for both recruiter and hiring manager at the start of the process. One of the most effective ways is to reduce the number of rounds of interviews.

Nos dias de hoje com metodologias ágeis e diversas tecnologias automatizadas é essencial utilizar planejadores, gerenciadores de tarefa, realizar reuni?es rápidas algumas vezes na semana. Utilizar as metodologias adequadas a sua area será essencial. Pois, te dará tempo de gerar qualidade e valor aos candidatos.

Candidates are at the heart of your talent acquisition process. Their experiences and perspectives are invaluable. To tap into this valuable resource, consider using surveys, interviews, or focus groups to gather feedback. Ask candidates about their journey, their expectations, and most importantly, their suggestions for improvement. For me a well-rounded feedback loop doesn't end with candidates. Your hiring team, comprising hiring managers, recruiters, and interviewers, also holds a wealth of insights. Leverage their feedback to evaluate the effectiveness of your process, the quality of collaboration, and alignment with organizational goals. Most importantly feedback without action is like a compass without a map. ??♀?

Make it a habit to get feedback and suggestions for improvements from candidates and hiring team throughout the process. This can be as simple as asking 2 questions at the end of each selection process to ask candidate to rate their experience on that selection process and suggestions for improvement.

Feedback is the most important thing to a recruiter and a candidate. To improve or simply to have an opinion from someone else. Always give subjective feedback and to each candidate, not a general one. And also to have feedback from the candidate about the process, will be so good to improve and change what's not good.

A area de Talent Acquisition é uma área de presta??o de servi?o ent?o ter feedbacks é parte do dia a dia. Para que possa sempre evoluir, precisamos ter uso desse NPS e aprimorar de acordo com a necessidade estratégica do negócio.

Encontrar o equilíbrio entre rapidez e precis?o na contrata??o é um desafio constante. Estabelecer critérios claros, utilizar a tecnologia com discernimento, promover comunica??o efetiva e otimizar o fluxo de trabalho s?o fundamentais. Buscar feedback constante impulsiona melhorias contínuas. A agilidade no processo n?o deve comprometer a experiência do candidato. Transformemos a contrata??o em um processo eficiente e valioso. Vamos juntos aprimorar nossas práticas de recrutamento.