Josh TolanThe future of your hiring process is here, kicking mindless transactional processes to the curb.
In fact, in LinkedIn’s 2018 Global Recruiting Trends report, recruiters said by using a strategic combination of new interviewing tools, artificial intelligence, diversity, and data, the focus is being placed back where it belongs — on candidates.
To help you break out of the mundane hiring process of search, schedule, screen, interview, rinse, and repeat, we asked the pros how they’re moving into the future of hiring top talent. Here is what they had to say:
Make interviewing easy, but getting hired a challenge
Diversity — backgrounds, expertise, locations, etc. — is key because it tends to help us the most with new ideas. The richer and more diverse the viewpoints people bring to the table are, the more doors open up for everyone.
To help increase diversity, we have people send in one-way video interviews much more often. It saves them a trip versus live interviews and gives us more data than just a phone conversation. It’s new tech, but we use it specifically to get to know people better.
We also use a sophisticated psychographic assessment to help us get to know the person’s work styles and preferences. Again, new tech, that allows us to see the person even more.
In a sense, we’re actually trying to make it more difficult for candidates to join us.
The economy is good. People are expecting companies to be drooling to hire them and do so without that much effort on behalf of the candidate. We make them meet people, take psychographic assessments and other tests, and have lunches and dinner with us.
Mike Schultz, President at RAIN Group
Smash bias and identify top talent in one shot
Companies impede their progress by passing on amazing talent due to affinity and similarity biases. They also accept unqualified candidates due to the same biases. The only way to counter these biases is to create a diverse workplace where one affinity group isn’t dominant over others.
Our company is using collective intelligence to identify top technical talent and match them to opportunities that are right for them. No resume needed.
We provide a free peer-to-peer mock interviewing platform, where software engineers can practice live coding interviews with each other. This allows us to harness the wisdom of the engineering crowd to assess accurately both technical and soft skills at unlimited scale.
In order to enhance the decision making in our candidate hiring process, we use ensemble machine learning techniques. Additionally, we use peer feedback gathered from 60,000 technical interviews on multiple dimensions, like problem-solving skills, coding quality, communication, creativity, niceness and more, in order to assess candidates.
We also look at objective data points, like coding assessment, to get a complete picture of a candidate’s technical skills. All of this data is fed into our collective intelligence algorithms to assess a candidate’s qualification.
Refael Zikavashvili, Co-founder & CEO at Pramp.com
Provide immediate response and gratification
My company currently uses short applications and chatbots. A candidate can respond to four or five basic qualifying questions. If they meet those requirements, they are immediately ‘congratulated’ and asked to schedule an interview through a calendar.
In the near future, the candidate will also be given an opportunity to schedule a video immediately. If qualified, it is at that time the candidate is requested to complete a longer application or submit a resume.
The abandonment rate of candidates from click to apply to completed-application is atrociously high. We’ve encountered rates as high as 95 percent when the application is not mobile ready or it requires more than 10 to 15 fields to complete. The short app and immediate contact with employers facilitates much higher engagement and a larger number of quality candidates.
Ira S Wolfe, President at Success Performance Solutions
Get to know their talents — I mean really know them
Our company is a huge advocate of performance-based hiring. Instead of the typical schedule and interview, the process basically involves running candidates through projects and challenges to get a feel for candidate skills and abilities.
They’re placed on a team with other candidates or current employees of the company and given a task to complete. We also use video interviews as a way to pre-screen through a large number of applicants.
With a performance-based hiring process, candidate’s get a hands-on experience of what it would be like to work for your company and what the job they are applying for entails. They are able to interact with current employees in the company as well to see if there is a cultural fit.
It improves the process for your company by allowing you to get a more accurate idea for what candidates can do and how they work together with others as a team.
Video interviews are also very convenient for both candidates and companies. They allow candidates to complete and recruiters to evaluate on their own times and schedules.
Crystal Huang, CEO at ProSky
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What recruiting tools and tactics do you use to promote a positive experience for candidates? Let us know!
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