With so many people seeking employment it can be very difficult to find the best candidates hidden in the piles of applicants. Finding order in the chaos is the job of recruiters and human resources leadership. The best way to achieve this goal is through consistency. Thankfully, technology is here to help by making this job just a little easier.
It is important for human resource departments to be consistent in several ways. Consistently screening applications and consistently interviewing candidates leads to a uniform process of screening the top talent for your company. The best way to ensure consistency is through the use of technology for screening, interviewing, and talent assessment. Creating templates and matrices can ensure junior recruiters maintain the same standards set by human resource leaders.
Any technology that allows you to automate the application screening process can help you sort through the avalanche of applications submitted for a job opening. This includes electronic applications, applicant tracking systems, and recorded video screening interviews. Each of these systems adds a layer of organization to the chaos of applications being submitted for every open position. Additionally, these technologies help ensure that every applicant is given equal consideration for the job.
There are two main types of interviews every job candidate typically must go through. First, there’s the screening interview. Then, there’s the actual job interview. During a screening interview, a recruiter will ask a few questions to gather information about your experience, past performance, and personality. If they determine you might be a good fit for the job then you will move on to the actual job interview. Each of these interviews costs the company time and money. Unfortunately, a full day of interviews can leave the interviewer foggy about the different candidates. This is where video interviews shine because they create a recorded video that can be reviewed later or shared with senior staff. This can make screening interviews more consistent while reducing the number of follow up interviews required.
Probably one of the best uses of technology in recruiting is the ability to review past successes and failures. Measuring the performance of candidates after they are offered jobs is one way to access the success or failure of a recruiting team. However, it’s much more interesting to review the information that went into the hiring decision in the first place. Technology allows the human resources department to not only conduct video interviews, but to review them at a later date as well.
Human resource and recruiting leaders need some way to ensure similar results when junior members of the recruiting team screen applications, communicate with candidates and conduct interviews. This is one area where templates come in handy. Articles such as Four Types of Emails That Recruiters Send During the Interview Process and Interview: Pre-Screen Interview Questions are great resources for ready-made templates. Additionally, you can create your own templates for every aspect of the job of a recruiter. These can be written up in documents like the one above, or they can be laid out in video. You’re format choice will depend on the complexity of the task for which you’re attempting to create a template.
Similar to templates, matrices or rubrics can be used to create a uniform measure of a candidate’s fit for a given job opening. This is particularly useful with video interviews because different reviewers can use the same matrix and watch the same video interview to assess a potential employee. These can then be compared and compiled to determine if a job offer will be made.
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