A RECRUITER S GUIDE TO

Transcription

1 EASE THE HIRING AND A RECRUITER S GUIDE TO INTERVIEW PROCESS WITH TECHNOLOGY

2 RECRUITING S PAST & PRESENT The framework of the job interview still remains the same. In the past, the interview was the first impression for the recruiter and the candidate, where they could assess one another. The process was simple. The recruiter booked interviews, both parties met face-to-face, and a decision was made. Today, with new technologies available, the interviewing process has become more complex. Recruiters and candidates alike have much different (and some could argue higher) expectations of the interview process. With advanced technology comes procedures to strengthen the hiring process. Pre-screening and video interviews have become new standards that save time, resources, and result in better hiring decisions. 2

3 icims A Recruiter s Guide to Ease the Hiring and Interview Process with Technology LOOKING AHEAD AT THE RECRUITER S FUTURE In a recent CareerBuilder study, 78% of candidates said they would talk about a bad experience that they had with a potential employer with friends and family. 17% said they would post something about their negative experience on social media.1 In a world of constant communication where younger generations grow up feeling comfortable sharing any and all information, it is imperative that companies provide a well-thought-out and candidate-centric hiring experience Source: Career Builder, 2015 For the interview process to thrive and provide true value, utilizing technology that increases hiring speed and offers automation will be key.

4 CHAPTERS 1. Pre-screen to Identify Quality Candidates Quicker Takeaway #1: Pre-screening Tips + Questions 2. Interviewing Can be Costly, Save with Video Takeaway #2: Video Screening Tips + Questions 3. Put Yourself in the Candidate s Shoes Takeaway #3: Tips for a Positive Candidate Experience 4

5 1. PRE-SCREEN TO IDENTIFY QUALITY CANDIDATES QUICKER Great applicant tracking systems allow users to store and track all elements of the hiring process. When it comes to the application, one of the most valuable tools are pre-screen questions. Nearly 40% of employers rely on applicant tracking software that pre-screens and/or pre-selects candidates based on the data they ve submitted. 2 To save valuable time and energy: Set up important pre-screening questions that depending on the candidate s response could move them forward or prevent them from progressing. Then, determine which of the questions are essential to your company s specific roles and store them within your ATS to refer back to later. icims Marketplace allows companies to browse assessment providers that easily integrate with the icims Talent Platform Source: Career Arc, 2016

6 TAKEAWAY ITEM NUMBER 1: Pre-screening Tips + Questions When done right, adding pre-screening questions to your job application process can expedite hiring at your company. Tip: Have your first question or two be a deal breaker or knock out question. This means you are going to pass on the candidate if the desired answer is not given. Why? Because you want to first figure out, in as few questions as possible, if the candidate meets your basic qualifications. Example question: How many years of software development experience do you have? If you are targeting a candidate with 5+ years of experience and your candidate responds that they are a recent graduate, then you can quickly move on. Bonus Tips: Do not waste time asking questions such as, Are you a passionate person? as individuals can say yes because they simply want the job. Where possible, be specific. Don t ask vague questions like Are you a beginner, intermediate, or advanced Microsoft Excel user? Instead, ask Have you created a VLOOKUP in previous jobs? This approach can help you better separate unqualified applicants from preferred. Keep the candidate experience in mind at all times. If someone does not get the opportunity to move forward in your hiring process, ensure you have an response set-up that lets them know you respect them and appreciate the time they took to apply. You can suggest that they continue to follow the company on social for more open positions in the future. 6

7 2. INTERVIEWING CAN BE COSTLY, SAVE WITH VIDEO Video screening is a cost-effective method to get to the right candidate fast. It allows hiring managers to see how candidates present themselves without having to travel, or physically be in the same room as the candidate. This saves time, money, effort, and forever redefines how recruiters and candidates approach interviews. Organizations using video screening tools were 2 to 3 times more likely to improve time-to-fill, cost-per-hire, and business metrics. 3 With video screening, a job seeker can put their best foot forward in an original way. By viewing the candidate s short video that answers a specific question you can identify the right talent at your own convenience. When evaluating, consider their communication skills, displayed creativity, professional presentation, and passion. icims Recruit is a configurable applicant tracking system that allows users to store and track all elements of the hiring process. This includes storing: video screening and responses, all in one single location Source: Career Arc 2016

8 TAKEAWAY ITEM NUMBER 2: Video Screening Tips + Questions Video Screening Tip: Think broader with video you can expand candidate searches both nationally and internationally allowing long distance candidates to get in the game. In addition to analyzing how a candidate answers the questions you provided, observe your candidates body language as that can speak volumes about your potential future employee. Always follow-up effective communication with your candidate can help their opinion of your company s employer brand and it can encourage them to seek future jobs at your company if this one does not work out Here are two recommended impact video screening questions: How would you apply your skills to this job? This question combines the popular questions, What would you do in your first 90 days? and Why are you the right person for this open position? What qualities are you looking for in a manager, (or team)? This question allows you to see if a candidate responds positively or negatively towards qualities and experiences. A completely negative response could be a warning sign. Fun Fact: Employers can do about 20 video screens in the time it takes to do one phone screen! 8

9 3. PUT YOURSELF IN THE CANDIDATE S SHOES Candidates spend valuable time researching companies: online, by word of mouth, and through their laptops, or mobile devices. In addition, job seekers are more vocal then ever with each other about their experiences. Therefore, the recruiter should be adequately prepared. For a better candidate experience: Create mobile-optimized branded career portals where your candidates can easily apply for a position from their phones through tools such as Google Drive or their personal social media accounts like LinkedIn or Facebook. While templates, mass messages, and other automation tools are great, it is important that you use technology that can personalize all communication with your candidates. s that resonate with a candidate tend to make the greatest impact. icims Recruit calendar and availability view, allows recruiters to share an interview appointment to a candidate s external calendar. This makes remembering the interview easy and seamless for both the recruiter and potential new hire. 9

10 TAKEAWAY ITEM NUMBER 3: Tips for a Positive Candidate Experience Do not interview a candidate, then leave them waiting on your decision. Here are some tips to help you create a positive candidate experience: Communicate and personalize. Keep candidates updated on where they stand with a job regularly, through personalized s. Let candidates know what s going on. Provide a timeframe for when they can expect to hear back from your company. If you want to offer them a position, call them this is the start of their relationship with their potential new employer. Prepare then provide feedback. Give candidates feedback so they can prepare for the next interview. If rejected, this feedback can allow the candidate to learn more about him or herself and work to become better. If you recruited a great candidate, but they weren t a fit for the current open position, do not discount them. Keep them in your talent pool and proactively share advice or resources to help. A full talent acquisition suite can help you effortlessly nurture the relationship further. 10

11 EMPOWERING RECRUITERS TO FIND THE RIGHT TALENT FASTER Utilizing today s technology will help save you time through a robust applicant tracking system that allows pre-screening and video interviewing to track and automate the hiring process. And remember, while good experiences travel fast, bad experiences travel faster. Constantly put yourself in the candidates shoes and you ll deliver a rewarding candidate-centric experience every time. 11

12 How icims CAN HELP icims is the leading provider of talent acquisition solutions that help businesses win the war for top talent. icims empowers companies to manage their entire hiring process within the industry s most robust Platform-as-a-Service (PaaS). Built on the foundation of a best-to-market talent acquisition software suite, icims PaaS framework, UNIFi, allows employers to expand the capabilities of their core talent acquisition technology by integrating with the largest partner ecosystem in talent acquisition to help them attract, find, screen, and manage candidates. Offering scalable, easy-to-use solutions that are backed by award-winning customer service, icims supports more than 3,200 contracted customers and is one of the largest and fastest-growing talent acquisition solution providers. To learn more about icims view our demo videos and go to today! Connect with icims on social media! 12