This is a guest post by Samuli Ahola
Even with the right people, the processes in place might be a huge burden for your company’s productivity.
Changing your old habits isn’t easy. It is said, that if you decide to change a routine, it takes 6 weeks on average until your new way of doing things becomes an uncoscious habit. In other words, it takes six weeks until you no longer need to knowingly tell yourself ”I do not smoke a cigarette after I finish my coffee”, for example.
Let’s face it, people want to be comfortable. Most of us don’t want to leave our comfort zone, unless we are told, or forced to do so.
Changing my way of doing things?
New, maybe even scary, unsafe, definitely uncomfortable.
Doing things the way I’m used to, since I’ve done them this way for years?
Very comfortable and safe, and I don’t need to leave my comfort zone even for a bit, since I don’t need to learn anything new.
When you try to learn new things, you put yourself in a vulnerable position. You are an expert on your field – all of a sudden you should switch to the other side of the table, ask questions and reveal that you don’t actually know something. Generally people don’t enjoy that after being several years the one who answers questions, not the one who asks them.
When we think about how we hire people, for most companies the process has stayed the same for decades. Written applications, phone interviews, personal interviews and hiring the best applicant. Yes, you can surely hire good people using this well-proven process.
However, I’d like to argue that still for the majority of companies and recruiters, this is automatically still viewed as the only way to conduct the process. The process, which is very time-consuming, and has several bottlenecks. Why has it stayed the same nevertheless?
Because it has worked well enough. Competitors didn’t do it any better, and from job applicant’s perspective it was no different. Whether you applied for Grandma’s corner store or Coca Cola, the process was the same.
We have already reached the point, where this is no longer the case. If you’re not taking advantage of modern tools in recruitment, I have news for you. You’re about to fall behind your competitors. Not only are you wasting your time due inefficiency, but you’re also missing some top talent, turning off your candidates by making them fill out needless forms, and you are branding your company in an unattractive way. Put yourself in candidate’s shoes. As a young, innovative job applicant, would you rather fill out long, dull forms on a web site or participate in a process like this one? According to the candidate survey we conducted early 2015, 83% of candidates would recommend video interviewing as a method for other job applicants as well. The message is pretty clear – candidates prefer digital as well. And when it comes to providing a great candidate experience, it can go a long way – even if the candidate does not get the job he applied for. Remember, your candidate might be your customer (or partner) one day.
From recruiter’s perspective, using digital tools allows you to save time & resources from all kinds of unnecessary hassle – scheduling phone interviews, flying ”maybe” – candidates across the country for personal interviews (where you know after 5 minutes that this candidate will not be hired, but there’s still the whole hour to spend for the interview), not to even mention how much nicer it is to operate with a well-organized ATS system with the right tools integrated in it. Even when it comes to executive search, the benefits of digital methods are recognized and taken advantage of. If your typical day as a recruiter consists of scheduling different type of interviews and going through CV piles, you’re already falling behind. Your competitor is already taking advantage of digital tools, eliminating unnecessary bottlenecks and being more productive.
Digital tools also allow you to gather much more information about the candidate early in the process, using big data, social profiles and video in different forms. After all, we want to connect the right person with the right position. If the candidate has listed fluent Spanish and presentation skills as special skills in her CV, but in reality can barely communicate in Spanish, would you rather know that early in the process or find that out after flying the candidate over for a personal interview?
To get started, here’s a quick list of a few tools you can try for free and start modernizing your recruitment process.
If you’re interested in your employer brand at all, you’re already using Twitter. By being active, communicating with your audience and showing your company culture, you can engage even passive candidates to apply for you. Twitter is an excellent way to get on people’s radar and for smaller companies it is often the best way to gain visibility.
Cost of Twitter? It’s free.
- Recruitby.net video interviewing platform
Just sign up with your e-mail, activate your account and you’re good to go. Recruitby.net allows you to conduct recorded video interviews (RBN Classic), integrate a quick video question to your career page where candidates apply with their LinkedIN profile & video answer (RBN One) and even do live video interviews later in the process (RBN Live). Easy & simple, and most of all, free to try. Give it a shot and experience the benefits first-hand.
Used by companies such as: UBER, KONE, Finnair
TribeHR offers ATS system (with social media integration), customizable job board and most importantly, a free 30 day trial so you can see if their system is the perfect fit for you. They also offer solutions for HRIS and talent management. Why not give it a try?
Think outside the box. Be creative. Use digital tools and allow yourself to stand out as an employer – unleash your recruitment process!
Samuli Ahola is the Communications & Marketing Coordinator at Recruitby.net, a 21st century all-in-one video recruitment platform.