Quality of hire means ensuring the right candidate accepts a potential job role, to improve employee retention rates and discourage the financial risks of making a bad hiring decision.
1. Time-saving initiatives
Through time-saving initiatives, there can be more done to help guarantee a high-quality hire. However, this can be difficult to achieve without the assistance of technology. Innovative tech solutions can help recruiters and employers manage a high volume of job applications. Without the risk of making bias decisions or missing out on potentially great hires due to time constraints.
By shifting your focus and relying on automation to review, sift and rank job applications, rather than manual screening, you can significantly reduce time and improve consistency. Allowing additional time for recruiters to devote back to working with candidates in later stages of their application can have a major impact on ensuring they’re right for the role, happy within the hiring process and prepared for the potential new job. A win-win for both recruiter and candidate!
2. Improved candidate experience
Candidate experience is essential in promoting a positive perception of an employer’s sourcing, onboarding and recruitment process as a whole. This is great for employer branding and can encourage applicants to re-apply again in the future for different roles (whilst also spreading the word for others to do the same!).
However, a negative candidate experience can lead to an unhappy candidate which can be quite damaging for business. This can sometimes occur when a candidate feels their application hasn’t been acknowledged, read or even received! For example, if one job role receives 200+ applications, it’s very difficult to provide an update to each individual who applied, whilst also maintaining a basic level of communication between candidate and employer. It’s a great opportunity for employers to leverage hiring technology to take the pressure off their job role by relying on automated job updates or alerts to inform candidates of the status of their application.
Through an improved candidate experience it can help to reduce the number of applicants who drop out during key recruitment stages. Effective communication and interactions can set the foundation for a strong relationship between employer and candidate. This is more likely to be the case when a recruiter streamlines their hiring to ensure, they are prompt in their communication and can cater to any needs or doubts potential candidates may have.
3. Reduce the risk of outside bias influences
Bias hiring decisions, affect the quality of hire. This is because the decision to hire someone is influenced by factors that are not necessarily relevant to the role, or a candidate’s capability within a potential job. In some cases, the less dependence there is on human-decision making the greater the ability to eliminate conscious and unconscious bias within the recruitment process, especially during the initial candidate screening process.
Whilst some fear technology is ‘taking over’ and replacing the role of hiring professionals, this isn’t really the case. Technology can assist in making a recruiter’s job much more efficient and effective. By depending on tech to automate time-consuming tasks, it can save valuable time for the recruiter and help to ensure a recruitment process that is unbiased because it is inclusive to all those who have applied. The result? You improve the quality of hire.
The criteria used to judge whether a candidate should progress through the initial stages of a hiring process should be predominantly based on their skills, experience and job compatibility….and very little else!
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