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This article was contributed by Seadhal Magos, co-founder of Metaview
There will be a lot of focus on recruitment in the coming year. The Great Resignation Trend, along with the General Post-Annual Performance Review Job Hunt, meant that candidates would flood the market. Companies will seek to capitalize and hire the best candidates available. However, today’s recruitment processes are often flawed, leading to poor recruitment decisions. There has never been a better time to hire a bad one, but in the midst of a global epidemic, this is especially true.
We all know that poor workers can be detrimental to businesses; They jeopardize the morale and productivity of existing teams and are also costly to improve. It costs about $ 26k to fill mid-level vacancies, while bad fares can take up to $ 180k to repair.
As it stands, there is no ‘silver bullet’ technology that leaders can turn to to solve their recruitment problems. Decision makers need to understand the specific strengths and weaknesses of their recruitment process, to choose the most appropriate tech solutions to meet the needs of their organization: whether it’s talent sourcing, nurturing or all-critical stages of the interview. The epidemic has forced remote-hiring practice, which in turn has exacerbated many pre-existing hiring issues, as well as created more headaches for managing businesses. However, that’s not all bad news, as this leap for remote work has spurred innovative technologies that businesses can adapt to take them further.
When applicants become detectives
Even before companies talk to candidates, potential applicants are consciously researching their potential prospective employer. Whether it’s checking Glassdoor reviews, checking social media channels, or reading company blogs, individuals make their first impression of the business, enabling employers to effectively communicate the employee key to the online key to employee value proposition. Some themes, such as the availability of quality tech, are wonderful draws regardless of team function – 47% of professionals have applied for a job because of it.
Employers can and should do more. Instead of providing curious applicants with an accurate impression of the team’s dynamism and activity, the company’s video content may go further than a typical corporate introduction. Like GitLab, making employee content and handbooks publicly available is a bold step for those who want to become even more daring, attracting and engaging more motivated potential employees, providing an opportunity to identify and engage with their business from the very outlet. I hope that investment in setting up an attractive Employer Value Proposition (EVP) will continue to grow.
Let’s get in touch
As with any good idea, time is of the essence for potential applicants. Highly competent individuals regularly look for occupations when job opportunities are not for them. Companies that miss out on the opportunity to track and cultivate relationships with these individuals are allowing quality talent off their radar, only to disappear and be replaced at a later date at an additional cost. Today’s combined effects of the Great Resignation and Remote-Working mean that professional talent has never been more likely to visit another employer’s career page, if only out of curiosity. Businesses that take the opportunity to collect this potential wealth of talent on a central database, through the recruitment CRM (customer relationship management) platform, save their valuable time and money when it comes time to find a new job; They can prepare a shortlist already and are ready to go from day one.
In addition to tracking these potential prospects, employers can nurture relationships through an ongoing, automated and targeted approach. Why don’t you run webinars and events for potential candidates, as you do for potential customers? Why not invite curious visitors to sign up for an email campaign tailored to their skills? In this way quality individuals are kept engaged and kept close rather than passively supervised, or even worse, lost in empty space.
Interviews are essentially at the heart of recruitment and the impact of first rate interview practices on high quality recruitment cannot be underestimated. Businesses without the standard interview process are five times more likely to get a bad hire (Lorano, 2015) and 49% of in-demand candidates turn down offers because of poor experience during hiring.
The process of interviewing is often very artistic and not enough for science, with few interviewers critically reflecting on their own performance. Common areas of vulnerability for interviewers include overeating, inconsistent levels of engagement between candidates, and the promotion of innate biases. Issues surrounding rigor are of particular concern, with our own data showing that almost a quarter (23%) of hiring managers ask each candidate less than five questions, highlighting the need for further investigation into the quality of the interviewer. While remote working has forced many businesses to review and adapt their sales and operational approaches, many continue to pursue similar defective practices before the epidemic in the future.
Many interviewers do not know what a good practice should be, largely because the training is not yet accessible or applicable to them. Automated tools that record and transcribe the interview can free the interviewer to properly engage with the candidate in front of them. Importantly, they enable teams to identify and address issues that might otherwise be unknown. These tools can generate insights that highlight harmful and often unresolved issues such as gender and gender bias, which otherwise affect the interview process.
Interview information could shake their reputation as black holes, thanks to AI-powered platforms. Now that the practice of remote interviewing has become mainstream, it is easier than ever to use technology to track and analyze previously abstract data, to make more accurate and more informed decisions. As simple as it may seem, by focusing on the upskilling interviewer with the corresponding AI-enabled learning solutions, businesses can deliver better and more relevant interviews, which in turn ensures that teams achieve the best talent possible on the scale.
Measuring quality to attract, interview and convert talent
Remote Working has introduced many new perspectives and priorities into the lives of employees. This, combined with the job market, means that many businesses are scrambling to find successful strategies for attracting and converting the best talent.
Happily, this new world of work has also introduced new technologies and innovations that employers can use to strengthen their ability to transform their talent acquisition and make meaningful engagement, relationship building and consistently first-rate hiring decisions. Can focus.
Siadhal is the co-founder of Magos Metaview
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