A Customized Hiring Process

The interview and hiring process is complex. From talent attraction to talent acquisition through interviews to offer and onboarding stages, each phase of the cycle has its own unique set of challenges. Breakpoints can occur for human reasons like lack of availability, competing priorities, and sometimes, incompetence. Process interruptions also occur for technical reasons like systems not communicating with one another, lack of user training, and poor data quality. Talent Acquisition professionals aim to create an easy-to-navigate process which blends technology and capable, skilled practitioners who foster a positive and personalized candidate experience.

One of the most significant changes in recent years has been the increased use of automation and artificial intelligence (AI) in the hiring process.

While automation and AI can certainly help streamline certain aspects of the process (e.g., resume screening, scheduling interviews, speed-to-hire), it's important to recognize limitations. AI may not be able to accurately assess a candidate's soft skills or cultural fit. It may also struggle to account for variations in language and dialect, leading to biased screening results. These limitations can lead to breakpoints in the hiring automation process, where the human touch is necessary to ensure a fair and effective process.

People seek unique and tailored experiences. Candidates are no different.

Talent Acquisition experts have long recognized the value of communication, engagement, and relationship building through the hiring process. Candidates appreciate personal interaction. They want to feel recognized as individuals, and the best way to achieve that is through interpersonal communication. When Recruiters play a more active role in the process, companies can customize and personalize the hiring experience to better meet the needs of candidates.

Here are some recommendations for customizing or personalizing the hiring process:

Use technology to augment, not replace, the human touch. Automated tools and AI can be useful in certain aspects of the process, but it's important to use them in conjunction with human interaction. For example, AI can help applicants learn more about the company, navigate a (virtual) job fair, assist in general scheduling, and to guide new hires through the completion of new hire paperwork. AI is great for providing quick bits of information, and helps to make finding additional information easy.

Provide clear and consistent communication. Candidates want to know what to expect throughout the hiring process. By providing clear and consistent communication, companies can help candidates feel more at ease and engaged with the process. This includes regular touchpoints to maintain interest and excitement, application status updates, providing information on what to expect through the process, sharing interview feedback, and offering guidance throughout.

Personalize the hiring experience. Candidates want to feel valued and recognized as individuals. By personalizing the hiring experience, companies can show that they are invested in each candidate. This can include things like addressing candidates by name in communication, tailoring interview questions to each candidate's experience, and providing feedback on performance in interviews. Personalization builds a connection between the candidate and the company.

Empower Recruiters to play a more active role. Recruiters are often the first point of contact for candidates, and they can be invaluable in helping to individualize the hiring process. By empowering recruiters to play a more active role in the process, companies can improve the candidate experience and help to ensure a successful hire. Recruiters match talent with opportunity. They are connectors by nature. (Corporate) Recruiters know the company they work for better than anyone. They understand organizational practices, culture, and decision makers.

While automation and AI can be useful tools in the hiring process, it's important to recognize there are limitations. When leveraged correctly, AI can help to enhance, personalize, and customize. Bespoke experiences can create more effective and engaging hiring experiences for candidates. In the instances where candidates are not selected, they leave the interview experience with dignity and respect. When the outcome is positive, and candidates convert to employees, their initial candidate experience carries over and leads to quicker assimilation, high levels of engagement, and increased loyalty.?