A candidate-driven market means jobseekers are in the driver’s seat when choosing where and when they work. To appeal to all jobseekers, have a speedy hiring process to attract top talent.
As jobseekers continue to call the shots, a speedy hiring process means you either attract great talent quickly or lose candidates to your competition, and no one wants that! So, if you haven’t adopted artificial intelligence (AI) yet, do so today or be left in the dust tomorrow.
Fountain—an AI-powered gig-/hourly work-hiring platform—shares seven AI tools from its latest report: The Ultimate Hiring Benchmark Report. We’ve outlined these tools as you would use them throughout the hiring process. Consider implementing these technologies into your hiring process to speed it up—no matter whom (gig workers/traditional employees) you’re trying to attract.
1. Applicant Tracking
By utilizing an applicant tracking system (ATS), you can keep track of key metrics, like “time to fill,” “cost per hire,” and number of applicants applying for certain positions. According to Fountain, “Information on your applicants allows you to allocate your sourcing and recruiting budget in a smarter way.”
When using an ATS, you’re able to see real-time information about whom you’ve hired, whether he or she is a good fit, and more. Depending on which ATS you choose, you can see “which job boards and campaigns successful hires came from and track applicants all the way through [the hiring process],” Fountain finds.
When you can see what is and isn’t working, you can plan better hiring budgets and make faster hiring decisions the next time a requisition form pops up on your desk. Having a robust ATS in place will also allow you to utilize the features we’re highlighting below.
2. Short Message Service (SMS) Messaging
Once the candidate has applied to your company, the communication begins. As we know, clear and consistent communication is vital for providing a memorable candidate experience—and what better way to provide communication than through text (SMS) messaging.
Fountain found that up to 90% of applicants are on their mobile phones and not checking e-mails, so why waste your time writing a lengthy e-mail that no one will read when you can directly contact the candidate via his or her mobile device.
The response rate from applicants will be quicker than through traditional e-mail and phone calls, which in turn will speed up your hiring process. For recruiters and hiring managers, they can reach out to applicants immediately through the use of automated messages while providing a personalized experience.
3. Personality Assessments
Conducting personality assessments as part of the screening process will help you determine whether the candidate is a good fit, how the candidate will perform in a particular role, and where the candidate may need to improve in the future.
There are multiple personality assessments on the market, so do your research before ultimately choosing one. Or, if your budget allows for it, you can always purchase multiple assessments to get a clear picture of who the candidate is and how he or she will evolve in the role.
The advantage of using digital assessments in the recruiting process is that you can sync up these assessments with your ATS and have all the information about how the candidate performed right at your fingertips. By having a robust candidate profile, you’re also able to make faster, informed decisions.
4. Video Recording
Because this article is all about technology, let’s discuss the interviewing stage, which can be done via video or interviewing platforms. According to Fountain, “Adding video recording can reduce your no-show rate as well as time spent scheduling and conducting in-person interviews.”
Fountain’s research shows that 50% of hourly workers won’t show up for an interview—whether it’s in person or by phone. Why risk those odds when you can implement video interviewing immediately, which will appeal to all types of workers at every level.
Some interviewing/video platforms also have the capability to let the candidate pick an interview day/time that is convenient to him or her, which will also help reduce interview ghosting—when a candidate doesn’t show up to an interview.
5. Background Checks
If your applicant tracking system can automate candidate background checks, then you’re in good shape for offering a speedy hiring process. Typically, a background check can take from 3 days to 1 week, and for more thorough checks (e.g., FBI screenings), those can take up to 30 days.
“Although some instant background checks are available, these rely on databases that can be incomplete or inaccurate,” says Lisa Magloff in an article for Chron. “Instant criminal records databases, in particular, often contain many errors. Most reputable agencies will tell employers that they are better off waiting a bit longer and having a more thorough and accurate report.”
According to the Fountain report, background checks are mandatory for companies hiring certain types of roles: “For the on-demand industry, background checks are important for roles like delivery drivers and workers that are going into people’s homes and providing a service.”
Although offering a speedy process should remain top of mind, you also want to have a compliant hiring process. Therefore, it may be worthwhile to go through a reputable source in these instances. Otherwise, you run the risk of hiring someone who may not be a good fit for the role.
6. Document Signing
We’re getting to the homestretch of the hiring process! You’ve found that purple squirrel. He or she accepted your offer and passed the background check, so now it’s time to start the onboarding process. Part of this process may require your new hires to come in before day 1 and sign a bunch of paperwork. Why waste his or her time when you can digitize this process as well!
“While companies have the choice to do this independently of the hiring process, doing this as part of a cohesive hiring process makes for a truly more positive applicant experience,” finds Fountain’s research. “It is also the best way to assure that they signed the form and you have all the forms in one place.”
Now, instead of wasting your new hire’s first day signing paperwork, he or she will have a better experience by learning how to do the job rather than getting hand cramps.
7. Learning Management Systems (LMS)
The final step in the hiring process is onboarding. Using an LMS is a great way to train your existing workforce, but did you know you can use it to onboard your new hires as well? When using an LMS in the hiring process, you’re able to personalize the training and interact with the applicant.
“Whereas the applicant experience up until now has consisted of you asking them for information, using a learning management system allows you as the company to show a little bit more about your brand and the culture at your company.”
Having the right technology in place will not only speed up your hiring process but also reduce the time your recruiters spend doing mundane tasks. If you haven’t started using technology in the recruiting process, try it! You may end up winning the war for talent.
To learn more about Fountain’s report, click here.