How can you use a recruiting platform to hire faster?

There are three primary methods through which any organization or recruiter can harness technology: a) In today's era, establishing a strong brand presence is crucial. Therefore, ensuring a seamless experience for all stakeholders, be it candidates, employees, hiring managers, or staffing partners, is of utmost importance. A recruiting platform can provide a consistent and unified experience, which, in turn, aids in the attraction of potential candidates. b) The ability to construct a talent pipeline for skills that are in high demand by encouraging employee referrals and building communities. c) Technology assists in achieving the "first time right" by effectively filtering out profiles that do not meet the Critical-To-Quality criteria.

I don't entirely trust AI screening as it seems to get it wrong 100% of the time in my experience. It's too reliant on keywords. I do automate screening with high volume application roles by automatically sending a screening questionnaire to candidates. Only 9 or 10 questions that can be answered in a couple of minutes from their smart phone while waiting for a bus or having lunch. These answers let me know whose genuinely interested in the role, their motivations and how their skills align with the roles' needs. I calculated recently that it saves me around 7 - 10 hours per 100+ application role!

Specifically for Frontline / Hourly recruiting, utilizing a recruiting chatbot, via a website or messaging, should definitely be considered. A recruiting chatbot can be implement on a career site, used to engage candidates via a QR Code and physical signage and a call-to-action like Text "Jobs" to (888) XXX-XXXX, with a customized set of pre-screening questions. Additionally, during outreach to existing applicants, you could send a 1-1 text message or a broadcast text message that asks the candidate to confirm a couple of specific pre-screening questions, before you give them the opportunity to book a call with a recruiter.

These platforms can help you streamline your screening tasks by providing tools for video interviews, online assessments, and reference checks. By automating your sourcing and screening tasks, you can free up your time to focus on building relationships with candidates, developing your employer brand, and improving your hiring strategies It can also help you save time, improve efficiency, time-to-hire, cost-per-hire, source of hire and increase your chances of finding the right candidates for your open roles.

The use of automated tools for sourcing has helped recruiters in many ways - resume data bank at easy access - filter applications faster - less manual errors by having a record system of profile info and other things - lessen the follow ups that goes in manual mechanisms - a systematic way of conducting interviews and feedbacks It's useful for HR having multiple positions or are doing mixed job roles...

The fastest way to get most candidates to respond is now Messaging, and Text Messaging, specifically in the US. But, there are nuances to text messaging, and just sending texts alone, is just the beginning. The real value of creating an experience where candidates can move through the recruiting process is when the candidates are responded to with a text message, and then the candidate can respond back to that text message, allowing automation to occur. For instance, if you send an applicant a text like: "Hi John. This is JD a recruiter at GoHire. I saw you applied for a position. Would you like to schedule a time to talk? If so, Reply Yes." 80% of candidates will respond within 24 hours and self-schedule themselves.

For me, the biggest advantage of a good Recruiting platform is automation of routine tasks, which free up a recruiter's time on more value additive tasks. As an example, one tool I worked on had the feature to send auto-mail triggers to all stakeholders for a change in candidate status, say from Interview Round-1 o Round 2 or Final Interview. This frees up the Recruiter to manually inform everyone.

You must create a positive and memorable candidate experience when attracting top talent and speeding up the hiring process. 1. Tailor your communication to each candidate. Use their name, mention specific details from their application or interview, and show genuine interest in their candidacy. 2. Be transparent about the entire hiring process. Share the steps, timelines, and expectations with candidates upfront. 3. Utilize skills and personality assessments to better match candidates with the role and your organization's culture. This can help ensure a better fit from the beginning, reducing the risk of turnover. 4. Provide constructive feedback to candidates, even if they are not selected.

Ensuring you have an agreed service level agreement with your stakeholders is key to a successful recruitment campaign. Have enough time to fully brief on what is needed and be consultative in your approach. Is the money right? Does the skillset exist? Maybe you need to look at sponsoring outside help via a visa process. Once you have this you can set up weekly/bi-weekly meetings to track progress and tweak this as needed. This also will ensure that your stakeholders are informed the whole way through giving them a sense of peace of mind throughout the process that things are going in the right direction. On the other hand, if things are not going in the right direction you have opportunities to turn the tide.

Use a consistent rating system across your hiring team to evaluate candidates, such as an Assessment Scorecard. This can help avoid misalignment and provide a structured way to compare applicants. Your recruiting platform should be able to seamlessly integrate with your existing HR software, such as applicant tracking systems, HRIS, and onboarding tools. This integration can minimize manual data entry and improve the flow of information. Some advanced recruiting platforms incorporate AI for predictive analytics. These tools can forecast future hiring needs based on historical data, enabling proactive workforce planning.

Data will be key, you can analyse your adverts, see what is working, and discover if you have pre-existing candidates that applied for other positions that may be right for this. Make sure your data is accurate and up to date by inputting everything you can at the front end, and you will save yourself a lot of time in the future.

Beyond historical data, predictive analytics can help you anticipate future hiring needs. By analyzing trends in your talent pipeline and external labor market data, you can prepare for skill gaps and emerging roles. This proactive approach reduces time-to-hire and ensures you're always ahead. Recruiting platforms can match candidate profiles with job requirements more accurately. This speeds up the hiring process and enhances the quality of hires, ensuring a better cultural fit and long-term retention.

ATS and HRIS system integrations are a lot easier than they have ever been, especially for smaller companies that have fewer positions and less enterprise systems that need to be connected. There are 3rd party HR Tech integration companies as well as API vendors that can help build or simply connect using existing code, so the speed to market is faster than ever before.

Clean data is good data. Make sure you have your team (or even better hire a database admin!) constantly updating and flagging duplicates and inaccurate data. The better the data> the better the sourcing> the better the candidates> the better the hire.

As technology evolves, so do the tools and systems in your HR stack. Make sure your recruiting platform is scalable and flexible, allowing you to integrate with new tools and technologies as they emerge. Build feedback loops into your integration to continuously improve the system. Regularly seek input from recruiters, hiring managers, and candidates to identify pain points and areas for optimization. You can elevate candidate experience, make informed decisions, enhance diversity, and drive excellence in your hiring efforts by harnessing the power of integration.

Beyond recruiting, consider extending integration to onboarding and employee engagement platforms. HR tech stack integration can help streamline compliance efforts by syncing with background check providers and ensuring all necessary documentation is collected and stored securely. This is crucial for industries with strict regulatory requirements. You can elevate candidate experience, make informed decisions, enhance diversity, and drive excellence in your hiring efforts by harnessing the power of integration.