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3 New Ways to Screen Candidates in 2019

Lana Cindric ·

3 New Ways to Screen Candidates in 2019
Photo by rawpixel.com from Pexels

Despite all the technology we have at our disposal, the process of screening candidates has never been longer or more complicated.

And because companies can take two months to give an official offer to an applicant, the candidate experience has never been worse.

Over 60% of job seekers reported having negative candidate experiences with companies they engaged, 72% of them have shared their opinion online, and other 55% of job seekers won’t even apply to work at a company that has bad candidate experience reviews.

It’s a conundrum if there ever was any.

In this blog, we’ll review three new ways of screening candidates that can help companies and recruiters improve their hiring process and the candidate experience.

1. Screening Candidates Faster with Artificial Intelligence

Artificial intelligence (AI) has been the most important technological development of 2019.

In addition to allowing companies and individuals to automate repetitive tasks and refocus on more important areas, AI has also made waves in recruitment tech.

Automated Candidate Screening

AI can automatically screen candidates by comparing their CVs to pre-set requirements.

In some cases, it can even conduct interviews with them.

Some AI tools even help recruiters and companies eliminate bias and biased language from their job listings and screening processes.

On average, a recruiter needs to spend 23 hours on pre-screens to identify which candidates suit the requirements, and which do not have the right qualifications.

That’s a lot of time that could be spent more wisely on making the hiring decision. Especially when AI can perform the same tasks in a matter of minutes.

Improving Quality of Hire

Data silos have made it harder on recruiters and companies to determine indicators of quality of hire.

It used to be practically impossible to centralize all applicant and employee data and then analyze it. However, AI has no problem analyzing vast amounts of data.

It can use data to match applicants’ knowledge, skills and experience to the job requirements, and determine the perfect fit.

How to Use AI to Screen Candidates

There are a lot of AI-powered tools on the market today, but Ideal has proven itself to be the most reliable.

2. One-Way Video Interviewing

Video screening is a great way for recruiters not to surrender decision-making to AI, and instead keep the control right where they want it: in their hands.

In that respect, video interviewing is an aide to existing hiring processes.

However, it comes with plenty of benefits:

  • On average, screening candidates with video is 10 times faster than traditional methods like phone calls.
  • And when they’re also used to interview candidates, they allow companies to save 67% on travel costs.
  • Finally, video screening can be recorded and shared with other stakeholders.

This encourages transparency in the screening and hiring process and increases the likelihood of hiring the most qualified candidates.

How to Use Video Screening and Interviewing in Recruitment

Recruiters, HR managers and companies can use Videolind, a web-based video interviewing platform, to streamline their screening process.

Finding the right candidate can be done in two steps:

1. Create a pre-screen interview tailored to the position

Recruiters set up the right questions that will be sent to all the candidates.

From questions about experience to questions about overcoming failures, everything can be used to gauge the candidate’s fit.

And it’s all done in a few minutes with Videolind.

Using consistent questions also ensures that no important question is forgotten (which can be the case with phone screens).

2. Review the answers

After applicants have submitted their answers, recruiters and HR managers can review them at their convenience.

Videolind is a flexible tool, so recruiters can quickly review video responses by filtering for specific questions or reviewing particular candidates.

The tool also comes with a mobile version, so pre-screening can be done on the go.

Finally, video is one of the best screening channels as it allows companies to see more than their candidates’ CVs.

Culture fit is best gauged through personality, and video allows recruiters to understand how their candidates talk, behave, and yes — in some cases — even think.

And when they can be sure that the candidate is a good fit in every sense of the word, companies can finally increase their quality of hire.

3. Text-Based Interviewing

Very few Millennials like talking on the phone. Texting is their preferred mode of communication.

And since they are expected to make up for the 50% of the US workforce by 2020, recruiters can improve their candidate experience by using text-based screening and interviewing.

How Does Text-Based Interviewing Work?

Text-based screening allows companies and recruiters to streamline their screening processes.

It’s ten times faster than traditional methods of screening (phone calls or in-person interviews), and companies using this method have experienced significantly higher response rates (85% as opposed to typical 40-60%).

According to Canvas, a text-based recruiting software, their clients complete screens in 4.4 minutes, disqualify in 52 seconds, and save 922 hours per year.

And in addition to helping recruiters and companies connect with their candidates through texts, they also offer screening chatbots.

If recruiters prefer texting the candidates themselves, they can do so within Canvas’ web-based platform or the mobile app.

All the conversations are stored so recruiters can even share them and make notes to aid them later in the hiring process.

Holistic Approach to Screening Candidates

One of the most important benefits of texting-based recruiting software like Canvas is that it allows recruiters to understand what their candidates are like as individuals.

While text isn’t as good as video, a lot can be gauged about a candidate’s personality from the way they communicate through an informal medium.

Additionally, Canvas also offers features such as:

  • Magic Contact (automated social profile data synchronization)
  • Sourcing (as soon as candidates engage with a company, the Canvas chatbot will engage with them)
  • ATS integration

Screening Faster, Hiring Better

Recruiting in 2019 is certainly going to be exciting.

And if you can hire better while simultaneously saving time, then there are no obstacles to finally hiring the perfect person.

It’s time to meet the people who will help our companies succeed!

Sources

  1. 60 Hiring Statistics You Need to Know. From Ebi
  2. Statistics: Rethink Your Candidate Experience or Ruin Your Brand. From Human Capital Institute
  3. AI for Recruiting. From Ideal
  4. The Benefits of Using Video Interviews for Recruitment. From Undercover Recruiter
  5. How Texting is Helping Recruiters Screen 10 Times the Candidates Daily. From Undercover Recruiter
  6. Canvas – Text candidates with Canvas. From Canvas

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