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The Jump from Traditional To Modern Day Hiring – A Paradigm Shift

How long should it take for your next hire to join your company? 12-15 weeks. Sounds long winded and excessive? We think so too! Ideally candidates and potential employers need to know essential information like capabilities of executing job tasks, company culture and financial packages. These days the best talent is looking to join their employer within 5-10 days of finding out about the role. So how does a hiring cycle shrink into just under 2 weeks?  Read on to find out!

 

Hiring cycles have seen plenty of evolution in the past few years. Beyond just the impact of the World Wide Web, tools such as interviewing, online interviews and interview scheduling software help talent acquisition team streamline all hiring processes, saving clients time and money and ensuring hiring managers spend time speaking with only the right candidates.

A few more subtle differences are being captured below highlighting just how companies and individuals acquire talent these days versus a few years ago. These are the changes the hiring process has viewed over time:

 

A much wider reach

 

Prior to the internet and social media, an individual looking to expand their team and meet staffing requirements hoped and prayed a qualified professional viewed their posting in magazines or newspapers. They found their reach to be limited with regards to recruiting. Hiring managers found they would be speaking to similar candidates on repeat when it came time to fill a job posting. They would also find themselves picking less than qualified candidates for open roles – just due to there being no one else to hire from.

 

Nowadays the internet has impacted recruiting and truly revolutionized the space. Various touch points exist to hiring managers in using multiple recruitment tools for filling open roles. Using company websites, LinkedIn, Facebook, Twitter, networking groups and a host of online sites means a larger and deeper pool of qualified candidates can now be unearthed and tapped into.

 

In many ways this could be overwhelming as this results in your organization viewing a lot more CVs than before. This also vastly increases your chances of finding the right individual to fit the opening. If you prefer receiving resumes from outside your city, you could choose to go beyond your territory until the right candidate is found.

 

Cultural fit at the forefront

 

Many years ago, most people searching for jobs zeroed in on open positions offering the best salaries and benefits. They didn’t seem preoccupied with what the type of colleagues tended to be like or how much time on the weekends they would have to themselves.

 

On the other end, we saw hiring managers focusing plenty on the candidate’s resume. Where did the candidate go to school? What awards did they win? What is the candidate’s total experience in the field of expertise? Did they possess technical proficiencies?

 

Such details set apart good candidates from the rest and usually determined which candidates were hired. Back then, cultural fit and personality type played minor roles in the final decision.

 

2017 sees a drastic switch in perspectives with both hiring managers and job seekers approaching job openings with fresh priorities. While plenty continue to look for career advancement, salary, benefits and time off, there are a growing number of job seekers taking a deep interest in what the company’s culture is. What are current employees like? What does upper management value most? How are problems met and solved? Is the office collaborative in output or is individual problem solving seen in the best light? How are work assignments delegated? Is working from home allowed?

 

Such questions are being asked and considered by job seekers in 2017. In addition to basics regarding time off and pay, answers to the above determine which individuals pick which company to work at.

 

Through the hiring manager’s eyes, experience and education are paramount. Recruitment tools are of importance too. But they also tend to look deeply at whom that candidate is individually.

 

Talent acquisition teams realize you may have the most experienced and qualified candidates available but if attitudes are skewed, tension will be created amongst clients and with senior employees. Hence it becomes easier to search elsewhere when it comes to hiring. These teams will constantly be on the look out for individuals who add to the organization positively and not just individuals competent to get the work done. One person can directly affect company morale, so picking one that fits in well is key to high productivity these days. Psychometric tests are also given heavy emphasis in this day and age as talents such as creativity and leadership must be showcased before one can be singled out as the right hire.

 

Psychometric tests are interesting in that sense by the fact that you cannot ‘pass’ or ‘fail’ them. Some roles require high sociability while others require self motivation. Psychometric tests also help the recruiter know more about the dark side of a candidate. These factors add up to the growing need of psychometric analysis when judging a candidate.

 

Candidates are the ones running the show

 

These days job seeking has become much more oriented toward candidate experience, especially when hiring managers are vying for the best talent. Hiring managers have figured out if you want the attention of valuable potential employees, you are unable to make them jump through hoops to move through your hiring cycles.

 

Hence the impetus on video and online interviews has risen. Now video interviews conducive to the job seeker’s schedule is a popular option. When forcing a candidate to take time off work or make up excuses doesn’t bode well, providing the candidate the option of video interviews from the comfort of their own home at suitable times starts building the relationship. Plus, now time is essential and hiring managers need shorter hiring cycles while keeping candidates informed of their status as they go on. Online interviews serve multiple purposes.

 

Massive improvements in video interviewing technology

 

As a time and money saver for those looking to hire, video interviewing is an essential element in the recruiting and hiring space. No more flying in candidates for interviews; hiring managers can now leverage video interviewing technology into essential processes. This allows them to see and hear what each professional is capable of minus high costs.

 

Plus video interviewing technology on its own has become a lot more accessible ever since they launched. Technology has evolved to chance the once high priced system with pixelated video and poor audio quality to now being affordable and accessible by businesses of all sizes. Technology’s advancements mean you can clearly see and hear individuals on the other end minus the worry of dropped connectivity. Technological advancements means more appropriate candidate connect.

 

A simpler way to schedule interviews

 

In the past, hiring managers needed to engage in constant back and forth with candidates looking for timeslots for face to face interviews. This turned extremely time-consuming and a tedious process. Along with time zone differences and scheduling becomes very tedious to the point where hiring managers are deterred from opting for changes outside a close radius.

 

Thanks to interviewing platform like IRecruter  hiring managers are capable of taking the legwork out and carrying out an interview and taking every aspect of the interview onto one single platform. A robust hiring tool, IRecruter provides strong video and online interview features that help save time off your hiring cycle. Now you’re capable of shifting your attention towards preparing for interviews and enabling businesses to make the right hiring choices.

 

To understand just how your hiring requirements can be taken care of using the best-in-class video interview software, drop us a mail at info@irecruter.com

Adarsh HM
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