All of us want to get better at our jobs. In order to become a better recruiter, handling day-to-day responsibilities is as important as implementing essential elements to executing tasks. Streamlining task processes reduces chances of failure and improves your chance at meeting your targets and becoming an essential asset. Keeping mobile recruitment at the centre of all activity ensures the right recruitment techniques are implemented.
In the recruiting industry, there exists a shorthand way of speaking about candidates which evolves over time. The first time a recruiter and hiring manager work together, vague responses are exchanged – ‘this candidate was too blah’. This is complex needing in-depth understanding to truly decipher.
As a recruiter, your email to your Manager (who is experienced and good at identifying who would succeed) could go like:
‘Here is a great candidate for you to interview. They would be a great fit on your team. They possess the necessary experience to be good at the job. Here is their attached resume for your review. When could I schedule them for an interview?’
His response might be:
‘Why do you think they’d be a great fit? Is the work experience comparable?’
Recruiters understand just what this means.
Single sentence feedback mails don’t mean much. However in the context of hundreds of candidates forwarded for interviews, with previous conversations around how recruiting helps drive business outcomes, this becomes more and more clearer.
In traditional phone screen and in=person interview processes, such convesrations close feedback loops. Your interaction with your hiring manager is purely transactional, the recruitment becomes a messenger between manager and candidate.
The Shift from messenger to advisor
Through video interviewing, something different takes place. With recruiters and hiring managers watch the same candidate videos, clarity is present. Everything about the candidate is translated for all to see. Each candidate will respond to the same question set, with the only difference in the process being their unique response to each question. Hiring managers witness the same candidate response, regardless of location or time. They now also have the same chance at applying ratings, comments and recommendations.
Each evaluation equals clear candidate feedback. Each evaluator refers back to it when evaluating new candidates. This makes the hiring process a lot more consistent and further connected to a client’s business goals.
When video interviews get shared, objective comparisions take place without relating to two or three different interviews with changing settings and questions. Reducing interview process noise leads to further conversations around a candidate’s actual skills and abilities instead of vague comparisons.
From Transactional to strategic
Your first time sharing interview results with your hiring manager could have effects on the business. However thanks to rich documentation available in the form of recorded video and digital interviews, that conversation goes from transactional to strategic fast. The recruiter is valued more now.
When recruiters are able to select talent in a clearer manner with further knowledge of who they are selecting and why, each element is more strategic now – and hiring becomes closely tied to future success. Psychometric assessment becomes more of a reality now.
With iRecruter interviews, rich information shared between recruiters and hiring managers turn more valuable. This gets shared with Human Resources leaders, other hiring managers and others within the company. This information can be used to substantiate past decisions, creating reference guides for directing future hiring efforts on the basis of past success.