Companies are continuing to refine and define which roles are most valuable for their organisation.
Even though hiring activities dipped during COVID, 43 per cent of businesses are looking to increase employee numbers in 2021. With all these emerging roles, organisations need a way to hire quickly, efficiently, and safely. Many have turned to free services or platforms like Zoom, Microsoft Teams, and other solutions. And, for their immediate needs, they work. However, ad hoc and inconsistent interview processes don’t land the best talent, as so much is influenced by the perceptions or the approach taken by the individual interviewer. There are other ways businesses can recruit, such as games-based assessments, conversational AI and on-demand virtual interviews.
Using technology to measure skills required for the job
With Australia's slow rate of vaccination, combined with a lack of certainty about when the borders will reopen, the talent pool is getting tighter for businesses needing to hire top talent. Looking past traditional video interviews is a great way to stand out from other companies by engaging in HR technology such as game-based assessments. These assessments are designed as a series of short games developed to measure skills relevant to a specific job role. Just like interview-based assessment, candidates can complete the games whenever and wherever they want. These games are explicitly designed to assess psychological traits and cognitive skills relevant to the workplace and high-performance work. They are based on decades of psychological research and mimic tasks successfully used in traditional assessments to predict job performance while eliminating bias.
On-demand video interviews create greater flexibility
Live and on-demand interviewing software powers a more convenient process for recruiters, hiring managers, and candidates alike. Following numerous lockdowns and travel restrictions, video interviewing has also grown in popularity, with 54 per cent of businesses now using video interviews to speed up the recruitment process. Through on-demand interviews, candidates can record interviews in their own time, in their own homes. Recruiters and hiring teams can then consistently evaluate recorded interviews, seeing more candidates in less time, eliminating endless interviews and making great hires faster. This process offers a greater experience for applicants and opens up the talent pool for your businesses.
How AI and automation can streamline the recruitment process
To grow teams post-pandemic and get back to pre-COVID levels of employment and growth, the hiring industry is leaning on automation to improve the recruitment process. According to recent research by HireVue, more than a quarter of Australia's hiring managers plan to automate parts of the hiring process this year alone. So why is it so important? Automation enables businesses to deliver a personalised experience to candidates. This can be achieved by interacting with potential candidates wherever or whenever, whether that’s via text, WhatsApp or social media.
Make full use of these platforms, adapting where necessary, to ensure candidates are fully immersed by making the screening process more personal and engaging. This can also include allowing candidates to self-schedule through a simple email or SMS invitations, find availability using calendar software integrations, and reschedule if needed. This dramatically reduces no-shows with interview reminders. Adding automation to your hiring process can save businesses an average of 14 hours per week in screening and scheduling, plus an additional 12 hours per week in other administrative tasks.
With the volume of candidates currently applying for positions, AI is an essential part of streamlining the recruitment process. AI allows recruiters to hire more efficiently, shortlist more accurately, and screen resumes with more fairness. AI is also an excellent tool to eliminate bias by assisting HR professionals with blind screening, creating meaningful metrics and enhancing visibility into past successful candidates.
Increase diversity with scientifically validated methodology
To achieve diversity and inclusion goals, 59 per cent of businesses are expanding their recruiting networks by seeking out candidates from nontraditional places, partnering with organisations that connect underrepresented professionals with internships and jobs and recruiting from universities with diverse student bodies. Technology plays a significant role in helping businesses accomplish these goals, with 44 per cent of Australian hiring leaders believing that an increase in video interviews allows access to a more diverse pool of applicants.
Businesses can also increase diversity by replacing the ad-hoc and inconsistent interview process with structured interviews that automatically select questions and evaluation criteria based on job-related attributes and skills rather than resumes. This gives hiring managers access to job-specific interview guides vetted by organisational psychologists and provides more consistency and fairness in the interview process.
These days businesses have access to various tech tools, from games-based assessments, conversational AI to on-demand virtual interviews. Technology can also streamline processes and resources for businesses while helping recruiters diversify their pool of talent. In an increasingly challenging environment, HR tech is helping businesses hire quality talent fast.