Last week, we discussed marketing your jobs here, so this week we come to the biggest challenge for you, your recruiters and your hiring partners: candidate quality and sifting through the sheer number of applicants. According to SHRM, many companies do not have advanced ways to deal with the number of applicants that will be applying as the global pandemic wanes, which could lead to recruiters taking shortcuts that could not only exclude portions of the talent pool and potentially perpetuate bias, but most importantly could lead to the *right* person not even getting a chance at the job.
Recruiters tend to skim and spend just 7.4 seconds reading a resume. That does not bode well for the right person finding their way through the system to be hired in the position you want them. So how do you mitigate this?
The answer is with software. Applicant Tracking Systems or Hiring Automation Platforms can help prescreen candidates so that your recruiters are only dealing with qualified candidates.
This next question was one of the things my friend had asked me that prompted this entire best practices series: There are SO many out there; how do I know which ones to consider?
The answer is this article. Screening questions. You need a software partner that can allow your recruiters and hiring managers to ask intelligent questions to determine knowledge, culture fit and practical items (like geographic distance, are you over eighteen and eligible to work in the US, etc) but also be able to score them so that almost every persons answers determines a unique threshold of qualification to make it so the recruiters are ONLY looking at qualified candidates and not having to spend days sifting through thousands of applications.
Our own internal research of over fifty thousand filled jobs from 4100 different employers showed some interesting analytics about screening questions. The employers who were most successful limited their initial questions to between 7-12 initial multiple choice questions and then asked between one and three more open ended secondary screening questions. The data also shows that the most successful companies met the person within a day of marketing the job, identified them as a qualified candidate through their screening questions and then let their recruiters and hiring partners focus on the human elements of the hiring process - interviewing, negotiating and making the hire. Next week is all about that human element, so stay tuned!
Who are we? HireMojo with RecruiterShare is a diverse team of individuals with over 65 years of combined hiring experience. We use our knowledge and know-how to help companies hire faster, easier and less expensively, while utilizing AI and software learning to reduce the amount of time it takes on all sides of the hiring equation. We design tools to help allow you to concentrate on the human parts of hiring – interviewing, negotiating and making the hire. Learn more about HireMojo here. We also design tools to help you expand your team by matching you with recruiters willing to administrate your entire hiring process at a fraction of traditional agencies. Learn more about RecruiterShare here.
Brian Vogel of sensibleHR says:
Like its parent HireMojo, RecruiterShare, is changing the landscape of recruiting. I have referred their services repeatedly to sensibleHR's clients and the level of high-touch service along with the speedy delivery of a premier candidate pool has been nothing short of jaw-dropping. Sure the initial mind-boggling low cost may be the initial hook, but it is the service from the stable of recruiters and quality candidates that drive the loyalty and high satisfaction.
