What Firms Are Doing Now to Put together for the Uptick in Hiring


It appears like a lifetime in the past, nevertheless it’s solely been a number of months since employers had been battling it out for prime expertise in a traditionally tight job market.

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On account of COVID-19, the dramatic shift on this dynamic has left many organizations scrambling to pivot their recruiting operations as they put together for the uptick in hiring now that the financial system has taken its first steps towards restoration.

For a lot of organizations, the reply to this problem shall be new expertise instruments which will have been seen as “good to haves” earlier than the pandemic however could now show to be important within the new panorama.

Listed here are three kinds of “HR tech” instruments that firms are more and more trying towards as hiring calls for return.

Prescreen Automation

If there’s one facet of the hiring course of that’s ripe for automation, it’s the prescreen stage of the hiring course of—from résumé submission to the preliminary prescreen interview. As employers start to see a steep enhance in purposes for every job posting, the prescreen stage could show to be an awesome bottleneck with out expertise instruments in place to alleviate some or most of those burdens.

One device that has develop into more and more ubiquitous within the expertise acquisition toolkit is on-demand interviewing. If built-in appropriately inside the hiring course of and applicant monitoring system (ATS), on-demand interviewing can take the candidate handoff from recruiting sources (like Certainly) and course of the candidate interview with out the recruiter having to spend any time attempting schedule and conduct a telephone display screen.

On-demand interviewing additionally has the additional advantage of being handy to job candidates, guaranteeing a better engagement fee that captures the complete breadth of your candidate pool and giving your group a greater shot at hiring the best-available expertise.

To handle bigger applicant volumes, employers ought to take a look at this as extra of a course of change, not simply including a tech device. Can your new course of ask qualifying inquiries to weed out unqualified candidates? Can your new course of supply a number of kinds of on-demand interviewing strategies like video, audio, and SMS-based that may be utilized in a different way primarily based on what could be acceptable for every job sort? Does the brand new course of enable recruiters and hiring managers to attain candidates primarily based on their interview efficiency? Most significantly, does the brand new course of compress the hiring timeline considerably?

Video Interviewing

Social distancing shall be prime of thoughts for HR departments for the foreseeable future, which suggests far more of the hiring course of will should be facilitated in a distant vogue. Whereas general-purpose videoconferencing instruments serve an essential want proper now within the office, it will not be a great long-term resolution for the expertise acquisition course of.

Till the financial system returns to regular, many recruiting groups are working with fewer sources to tackle a bigger share of hiring actions, so firms are searching for instruments that streamline processes, not merely operate as Band-Aids, which is why employers are adopting dwell video interviewing instruments which were higher designed to suit into the expertise acquisition workflow.

Inquiries to ask concerning your video interviewing platform embrace: Can the answer combine inside the ATS? Does the answer retailer candidate interviews in a safe cloud setting (word that many normal videoconferencing instruments enable customers to obtain recordings on their native laptop, which may make it practically unimaginable to manage from a privateness standpoint)? Can your resolution supply each dwell video and on-demand video interviews for added flexibility in your recruiting crew?

Predictive Analytics

Lead by current developments and improvements in synthetic intelligence (AI) and machine studying, the HR tech house is now flush with instruments that take automation of widespread duties past simply the repetitive. From the rise of the HR chatbot that may present first-level HR help to staff to AI-based evaluation instruments that may predict whether or not a candidate shall be a superb match for a given function, extra employers are seeing the advantages of giving their HR workers new instruments that can amplify their productiveness exponentially.

For the hiring course of, these embrace candidate evaluation instruments that may reliably predict if a candidate is an effective match for a task earlier than being assessed by a human recruiter. Discover an HR tech resolution that gives on-demand interviewing to permit recruiters to focus extra of their consideration on people who find themselves more likely to be stronger candidates.

As an extension—and amplification—to hiring automation instruments, extra firms are exploring predictive analytics as a vital technique to assist recruiters make higher hiring choices at scale, which shall be key as firms start to extend hiring actions.

Tim IhlefeldTim Ihlefeld has greater than 25 years of expertise {and professional} expertise, specializing in expertise acquisition. He’s answerable for executing Harqen‘s total enterprise and development technique, a machine learning-powered HR platform that gives agile on-demand video, voice, and SMS interview expertise companies.

Earlier than becoming a member of Harqen, Ihlefeld held a number of govt management roles inside organizations, needing to execute market development initiatives. By offering strategic and scalable enterprise path, he has presided over profitable enterprise expansions for each publicly traded and non-publicly traded corporations.

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