Tag Archive: Hiring Efficiency

  1. Nontraditional Talent Pools & How to Tap Into Them

    No matter which way you look at it, recruiting is hard work – especially in 2019. The jobs are plenty, the job seekers are few, and diversity is top of mind at many organizations. So it’s no surprise that gaining traction with potential candidates requires careful thought combined with a whole lot of action. 

    As a result, recruiters need to revisit their strategies, expand their reach, and tap into new or otherwise nontraditional talent pools. Of course, adding this to your current workload might feel like a second job, but thankfully, there are programs and tools that help facilitate the process. Here are three to consider adding to your existing toolkit:

    Returnship programs

    ‘Nontraditional’ applies to a wide variety of job seekers, including those out of the workforce for an extended period. Maybe they served in the military, spent a few years taking care of a loved one, or decided to pursue an advanced degree full-time. No matter the reason, a returnship offers these people the opportunity to slide back into the world of work.

    Felicia Fleitman, who manages strategic pipelines at Verisk, a data analytics company, explains the returnship experience as “an intern program for mid-level professionals returning to work.” Recognizing that returnees need help in specific areas, Verisk provides access to training, development, coaching, and mentorship resources designed to restart their career and get them up to speed. Sometimes this leads to a job offer. Sometimes their return isn’t the right fit – and that’s OK too.  

    In terms of recruiting, adding a returnship program provides direct access to countless candidates, who might go overlooked in an ATS. At the same time, you’re giving returnees the chance to get their confidence back while contributing to your organization. A win-win, all around. 

    Video interviewing

    Maybe you’re not in a position to implement a new program, such as returnship. Luckily, there are other ways to tap into nontraditional talent without building something from scratch. For a quick win, take a look at some of your most time-intensive recruitment processes. The administrative workload associated with scheduling and screening candidates is probably not the best use of your recruiters’ time. That workload, coupled with pressure to move fast, forces recruiters to stick with what they know and avoid looking outside the traditional mold. 

    With a tool like video interviewing to automate and streamline, recruiters are able to review more candidates in less time, while continuing to collaborate with hiring managers and other stakeholders. 

    As far as nontraditional talent goes, this technology enables all types of candidates to interview when and where they’re able to – rather than simply at the behest of the organization. Be it pre-recorded or live, video interviewing emphasizes convenience – an important factor in a tight job market, especially with so many job seekers either actively employed or else unavailable during office hours. Video interviewing is also mobile friendly, allowing you to reach candidates in different cities, looking to relocate, or those with mobility issues who can’t necessarily travel with ease. With this type of solution in place, you’re able to cast a wider net with fewer strings attached. 

    Soft skills assessment

    When it comes to finding and engaging new talent, you might still need to think outside the box – or in this case, your industry. Sure, it’s great when candidates fall into your lap having the exact resume and experience you’re looking for. But how often does that happen in 2019? Instead of limiting your search to candidates who’ve done the job before, you can use assessments to find people with transferrable skills that will work well in your industry. 

    Take sales, for example. The ability to sell isn’t contingent on years of experience in a sales position. It’s about having the soft skills and behavioral traits necessary to be productive. Using a pre-hire assessment, you can identify candidates with the highest potential for success, even if their background doesn’t correspond exactly. In fact, nontraditional talent may even outperform other hires because they’re a stronger match – and you won’t know until you assess. 

    It’s tough to say if and when the job market will change, but for now, it’s a candidate’s game and recruiters need to play through. To get candidates from those nontraditional talent pools you haven’t recruited from before, you need to shore up your resources and dive in head first. 

    Written by Greg Moran,
    CEO of Outmatch

  2. HR Automation and 3 Things Recruiters Could Do With Extra Time

    HR automation is not a new concept, but it’s certainly top of mind in the modern economy. Software solutions are getting smarter, and the workforce is buzzing with concern that technological advancement will result in a colder, less personal touch, especially in the recruitment process.

    But what if automation means keeping things more human as opposed to less?

    Take email, for example. We all spend a ton of time sending and reading email. How much time exactly? A recent webinar on HR tech automation asked:

    How much of your work week is spent on email?

    For the average worker, the answer is 35%. So, assuming you receive 50 emails a day, you’ll spend 229 hours on email each year. In that time, you could have:

    • climbed Mount Everest twice
    • taken 21 road trips across the U.S.
    • or, read the entire Harry Potter series 12 times

    Spending this much of the week on email leaves less time for other meaningful work. For recruiting teams, many of these remaining hours will be spent screening and interviewing job candidates. Another poll asked:

    How much of your work week is spent on phone interviews?

    For a recruiter working 10 recs and interviewing 10 candidates per rec, the answer is 30%.

    HR automation can give you back the equivalent time it takes to climb Mount Everest twice in one year, just by reducing the amount of time you spend on email or in phone interviews.

    Of course, your teams can’t go cold turkey email or the phone, but you can adopt technology to help reduce the time they spend doing things the old fashioned way. TextRecruit, for example, is a tool that helps recruiters communicate with candidates at scale through text messaging and live chat. Reaching people in real time is more efficient and more engaging, plus your teams will spend less time slogging through email. 

    To reduce time spent phone screening, video interviewing is a great solution. Companies like Walmart, Colgate, and Virgin Atlantic have replaced the traditional phone screen with pre-recorded video interviews to reduce candidate screening time by up to 70%.

    What can your teams accomplish with all that extra time?

    In How to Keep Your Hiring Process Human in the Age of Automation, Imo Udom, co-founder of the video interviewing tool Wepow, walks us through how automated solutions can help teams reclaim much-needed time to build stronger relationships, increase performance – or even climb a mountain.

  3. Is Resume Screening Software Biased?

    Resume screening software is a quick and easy way to scan lots of resume data without actually reading resumes.

    The option to automate resume screening – which most talent acquisition leaders say is the most challenging part of recruitment – is enough to perk the ears of any high-volume hiring team. That’s why resume screening software and AI screening software are growing in popularity. But are these tools effective? And do they solve, or perpetuate, bias?

    As companies increase their hiring volume, recruiting teams have to find ways to do more with less. Resume screening is incredibly time-consuming, taking up to 23 hours per hire. And we all know, the longer it takes to screen and hire, the less likely you are to snag a top candidate.

    With so many advancements in AI, why would humans still need to read resumes?

    A better question might be: With so many advancements in AI, why are we still so reliant on resumes? Resumes are problematic for many reasons:

    • They’re self-reported descriptions of work experience and education
    • They include half-truths, exaggerations, and lies of omission
    • They say nothing of knowledge, skills, or character
    • They put too much emphasis years of experience and gaps between jobs
    • Information is hard to verify, because a resume is not an official document
    • Job seekers can easily optimize a resume using keywords, or hire a professional resume writer

    What we’re doing when we use resume screening software is making an ineffective process faster. After news broke of Amazon’s resume screening tool that showed bias against women, this type of AI is under increased scrutiny. But, in Amazon’s story and others like it, it’s not the technology that’s to blame. It’s the underlying data – in this case, the resume.

    A 500-700 word document, even when it contains action verbs and job-related keywords, isn’t a good predictor of success. AI doesn’t change that.

    Luckily, there are other ways to screen candidates at scale:

    • Pre-screening questions are a simpler, lower-tech option. Instead of training AI to scan for keywords on a resume, you could simply ask candidates what is it you want know. Do you have four years or more experience in customer service? You can do this through your ATS, or in your video interviewing platform.
    • A pre-hire assessment integrated into the application process is another good option. This is how American Airlines fuels all their front-line hiring. According to Rob Daugherty, Director of Global Talent Acquisition:

    With a  name like American Airlines, we get a lot of applicants. It’s almost impossible to understand who’s a fit and who isn’t. The assessment helps us focus on candidates with the right personalities and skill sets.”

    • Video interviewing software has also proven its value in time and cost savings. By replacing the phone screen with pre-recorded videos, most companies see at least a 60% reduction in candidate screening time. At Virgin Atlantic, video interviewing enables recruiters to screen 3X more candidates per day.

    AI-driven technologies have unlocked exciting gains in efficiency. What’s important is that we’re driving efficiency in the right areas – not just hiring people faster, but hiring the right people faster. It’s also important that technology is used to inform our decisions, not make our decisions for us. Learn more about AI and the future of hiring in our on-demand webinar: How to Keep Your Hiring Process Human in the Age of Automation.

  4. Video Interviewing: A Must-Have for Recruiting in 2019

    Video interviews and soft skills tests are largely replacing the traditional phone screen, says LinkedIn’s 2018 Global Trends Report.

    Video interviewing is being hailed as one of the newest ways to identify top performers. It can be as simple as turning on your webcam, but the leaders in this trend are seeing the most success with made-for-recruitment interview platforms, which include structured interviews, collaboration tools, and consistent evaluation across candidates. According to SHRM, some companies are even incorporating skills and behavioral assessments powered by AI within their video interviews.

    Of the 9,000 talent leaders and hiring managers surveyed in LinkedIn’s Global Trends Report, 18% said they have mostly or completely adopted new interview tools, and 56% rated new interview tools as an extremely important. If you’re still on the fence, here are the top 5 reasons to embrace video interviewing:

    1. The new generation loves video.

    Now that you’ve mastered the class on how to recruit Millennials, it’s time to set your sights on an entirely new generation: Gen Z. They’re entering the workforce in waves, and because they’ve lived their whole lives in the digital age, they’re more comfortable with video than any other generation. To them, anything that doesn’t utilize video is archaic.

    2. Expand your recruitment reach.

    If you want to cast a wide and attract a diverse pool of candidates, video interviewing is the tool you need. It’s also perfect for remote positions, college recruiting, and internship programs. With video interviewing, you can connect with candidates anywhere in the world, regardless of location.

    3. Screen candidates 3x faster.

    After adopting video interviewing, Adidas reduced initial candidate screening time from 60 minutes to 20 minutes. Virgin Atlantic improved recruiter efficiency by 3X, and Retailer Bealles reduced overall time to hire by 56 days. These are just a few examples of what you can accomplish with video interviewing.

    4. Consistency leads to quality.

    Research shows that consistent interview questions leave less opportunity for unconscious bias, and a scoring systems create much-needed structure and accountability in interviews. The right video interview platform will include both of these, resulting in better quality hires for your organization.

    5. Show you’re savvy.

    Top candidates want to work for companies that are current and relevant. By using video interviewing, you’ll be seen as innovative. Plus, with video, you’ll be able to showcase your company’s purpose and people, and make candidates feel a part of your company even before they step through the door.

    To learn more, download the The Ultimate Guide to Video Interviewing.

  5. Integrate a Pre-Hire Assessment with Your ATS

    3 Reasons Why You Should Integrate a Pre-Hire Assessment with Your ATS

    Pre-hire assessments deliver predictive analytics on job and culture fit, providing a crucial layer of insight into your applicant pool. When you you integrate an assessment with your applicant tracking system, your talent acquisition teams can access these analytics directly within your ATS platform.

    Speed to useful information is the key gain. An integration allowed our team to move faster. Without it, our tools were not going to be as effective.”

    Clay Stallings, VP of Talent Acquisition and Development at Acceptance Auto Insurance

    About 90% of the companies we talk to already have an applicant tracking system in place, and more small and medium sized business are adopting pre-hire assessments after seeing how valuable they have been for enterprise organizations.

    Whether you’re using an assessment for the first time, or considering a new vendor, integration is going to be a key concern. Many companies require that all tools and technologies integrate with their core HR systems, but if you’re on the fence, here are the top three reasons to integrate an assessment with your ATS:

    1. Seamless candidate experience. Having an integrated assessment keeps candidates engaged, and makes the application and assessment one simple, seamless process. Candidates stay plugged into your ATS, and you reduce the risk of drop-off as you’re not requiring them to jump from one system to another.

    2. Greater recruiter efficiency. With an integrated assessment, recruiters will see a shortlist of top candidates for the job, along with job match scores, candidate rankings, and more—right within your ATS. The ease-of-use, plus the tremendous time savings in early screening results in a highly efficient recruiting process.

    3. Competitive edge in recruiting. Outmatch Assessment provides recruiters and hiring managers with critical data on culture fit, as well as a candidate’s likelihood of success in the role. By integrating the assessment into your process, you greatly sharpen your team’s decision making capabilities, and give your organization a competitive edge in identifying and selecting top talent.

    To learn more about ATS integration, check out our 1-pager: 5 Reasons to Integrate Outmatch with your ATS. Or, to learn more about adding predictive analytics to your selection process, download our eBook: The Essential Guide to Predictive Talent Analytics.


  6. 4 Highly Effective Tools for Medical Sales Recruiters

    It’s tax season, and this year, companies big and small are benefiting from tax cuts and increased deductions. That means recruitment teams may have ‘new’ cash at their disposal. Healthcare Staffing Technologies recommends that medical sales recruiters budget for these tools and strategies to improve efficiency and secure top talent.

    1. Pre-interview screening. Because the interview process is time-consuming and expensive, budget in an extra pre-interview screening step. This will help you better understand a candidate’s skills and sales experience without draining resources on a formal interview too early in the process.

    2. Video interviews. Video interviews help expand your reach so that you never lose qualified candidates due to location. With video interviews, candidates who were once too far away can be interviewed just as effectively as candidates in your area, without any travel expenses.

    3. AI Recruiting Assistant. It may sound counterintuitive, but technology can actually help recruiters add that personal touch and stay connected with candidates throughout the recruitment process. Such technology can answers questions in real-time, schedule interviews, and engage with candidates on social media.

    4. Predictive Analytics. Investing in predictive analytics is the best way to hire for quality, not quantity. According to Healthcare Staffing Technologies,

    The predictive analytics process actually begins by collecting early performance data on new hires. Then, it matches the data to assessments and creates a feedback loop. As this loop grows, you’ll refine a profile showing you the exact traits of a successful candidate—leaving guesswork in the past.

    Read more about how to improve your recruitment process here: 4 Strategies Medical Sales Recruiters Need to Put in Their Budget

  7. Tech-Savvy HR Execs All Share the Same Concern

    If you’re like the most of the HR organizations we heard from in a recent survey, then you and your team have already embraced HR tech. Nearly 75% of companies use an applicant tracking system today, and savvy HR organizations know that the improvements they’ve seen in hiring efficiency are just a preview of what’s possible. The ATS has become our industry’s gateway technology, and HR execs are hungry for more.

    Last year we began to see more companies move away from big “all inclusive” HR platforms, which don’t allow for much flexibility or customization, and opt instead to build a best-of-breed solution that better suits their needs. But there’s still one big concern keeping many HR execs from making the leap. They’re worried that combining multiple HR systems will disrupt their current workflows or create new problems like data silos.

    Do you have the same concern? Check out this infographic to see how you can take advantage of technology AND achieve a truly seamless recruitment process.

  8. Primanti Bro’s.: Finding Best-Fit Candidates for Grand Openings in 2017

    The assessment results help me decide if a candidate is the right fit for the position they applied for. The candidate receives a score from 1-5 on the assessment, and depending on the results, I know immediately whether to proceed or release the candidate from the interview process.

    Samantha Willing, Talent Acquisition Specialist
    Biggest challenge: Helping managers staff up for new restaurant openings

    About Primanti Bros.

    This sandwich shop, headquartered in Pittsburgh, PA, began as a food cart in 1933 and now has a cult following. With 37 current locations and several openings planned for 2017, the Primanti Bro’s. growth plan is aggressive and will launch the brand into new areas across the U.S.

    Company Quick Facts

    • 37 locations and growing
    • 55 employees per store, on average
    • Working with Outmatch since 2016
    • Using assessments for hourly and management
    • Integrated assessments with talentReef ATS

    Hiring Challenges

    • Establishing an employment brand in new cities
    • Attracting talent outside their “hometown” fan base
    • Being fully staffed in time for grand openings
    • Tracking and managing turnover

    Assessments to Help Staff New Stores

    As a unique restaurant concept, Primanti Bro’s. seeks people who are passionate about the brand and fit the culture. With rapid expansion as a key initiative, recruiters and hiring managers must quickly fill front of house (FOH), back of house (BOH), and management positions for new locations with no existing staff. That’s why Primanti Bro’s. began using Outmatch assessments in 2016—to speed up the hiring process by targeting best-fit candidates.

    Results—Better Recruiting, Hiring, and Talent Management

    I’ve gotten great feedback from hiring managers. They say that the assessment scores cut way down on the time they spend deciding if a candidate meets our company’s expectations.

    Samantha Willing, Talent Acquisition Specialist
    Biggest challenge: Helping managers staff up for new restaurant openings

    Outmatch helps me find the right people to hire. I print out the interview questions that come with the assessment results, and it really helps keep my questions relevant to that particular candidate.

    Josh Garrity, GM “Head Coach” at Erie, PA location
    Biggest challenge: Getting quality candidates for FOH and BOH positions

    We have a high percentage of internal promotions, which speaks to our ability to grow talent. The assessment results help us understand an individual’s potential and strengths and weaknesses so that we can align succession and development plans accordingly.

    Cheryl Domitrovic, Director of Human Resources
    Biggest Challenge: Winning talent in competitive markets

  9. Sold on Hiring Data, But Hate the Silos?

    If you’re thinking, Yes, my recruiters and managers need more data, but I can’t possibly manage ANOTHER HR system, we feel you. Technology is supposed to make your life easier, but often it becomes an administrative mess of logins and passwords. It can be a hassle for you in HR, and also for IT and your end users, but the real problem is that you’re not maximizing the value of your investments when these systems are silo-ed.

    Some data is better than no data—there’s no doubt about that. Applications, screening calls, assessments, interviews, and reference checks all deliver valuable data points (especially if you have a process for scoring candidate performance). Your ATS probably automates much of the up-front work, and that’s a great start. But if you’re ready to take your tech savvy-ness to the next level, then it’s time to get serious about integrations.

    When choosing a software vendor, it’s important to think about how integrations work. Will you be stuck in a bundle (think cable+internet+phone, but who really wants phone, anyway?), or can you “sync together” several systems from different vendors? With APIs (application program interfaces), anything is possible, but you need to find a vendor that’s willing to work with you.

    Some assessment vendors, for example, have their own ATS and don’t integrate with others. Getting two systems from the same vendor sounds convenient, but only if you happen to need an assessment and an ATS at the same time. Already have an ATS? Then you’re out of luck for integration, and you’ll be using the assessment as a stand-alone system.

    When you find an assessment that meets your needs AND integrates with your ATS, you should consider it. Here’s why:

    Better reporting—no silos!

    Having ATS and assessment data all in one place makes life easier for everyone. You’ll have greater visibility into candidate job fit, plus a comprehensive view of hiring recommendations and assessments scores within the familiar interface you use to move candidates through the hiring process.

    Seamless candidate experience

    You don’t want high potential candidates falling through the cracks as they jump from one system to another. By integrating assessments with your ATS, you simplify the experience. This provides a “home base” where candidates can work through the process and get to know your employment brand.

    Early screen-out for high volume hiring

    Depending on the workflow you choose, you can include the assessment in the initial application process (“auto launch”), which will automatically screen out bad fits early in the hiring process. For recruiters, this means HUGE time savings and a higher quality candidate pool to work with.


    See what Acceptance Auto Insurance says about the benefits of integrating, or check out 5 Reasons to Integrate with Outmatch.