Getting down to business: Digitising the hiring process
Taking the time to hire the right people can be a long and lengthy task; however, with the rise of technology there are more ways than ever to digitise your hiring process and ensure you reach as many candidates as possible. In line with Deloitte's 2017 HR Trends Survey, we explore some new tools that business owners can use in their search and why it’s so important to embrace these.
Hamish Wilson, our Human Capital consulting partner, highlights that employees are leaders’ top priorities. Cultivating the employee experience, from the initial job application through to retirement, is becoming more important as companies attempt to differentiate themselves from the competition.
Recruiting is becoming a digital experience as candidates come to expect convenience and mobile contact. Savvy recruiters now have access to new technologies to forge connections with candidates and strengthen the employment brand.
Digital, video and cognitive technologies are also quickly changing how recruiters find and court skilled employees. Rather than continuing to focus on sourcing and selection, recruiters are now relationship builders and managers. They are looking to enable a positive candidate experience for new employees - a task that requires both new responsibilities and new skills.
“Currently many HR practitioners are trying to keep up to improve the employee experience, while jobs are being re-invented”, Wilson says.
Video is emerging as a tool to enable a more compelling candidate experience. SAP, for example, uses cartoons and video games to illustrate life at the company in an engaging way. Other organisations are reimagining the age-old job description in a video format.
Did you know that job postings on Facebook that feature videos receive 36 percent more applications?
A video interview may also be better at identifying promising candidates than a traditional interview, saving money and reducing time-to-hire. One company used a video interviewing platform to cut its recruiting cycle from six weeks to just five days. Video interviewing can also reduce pre-hire assessment questions from 200 to just 5 and raises the possibility of one-interview hires.
Indeed, a consensus is emerging that traditional interviewing - subjective and unstandardised - may be an unreliable method for predicting a potential employee’s success. Just as blind musical auditions increased the number of women in American orchestras, efforts to control unconscious bias are on the rise in business.
From credentials to skills
To judge whether candidates will be effective, employers are also shifting their focus from checking credentials to confirming skills. More than a quarter of global business leaders surveyed (29%) are using games and simulations to attract and assess potential candidates, but only 6% think they are performing excellently. Many business are also turning to job simulation software, which can improve hiring by giving candidates tasks they would do on the job.
Vicky Yeo, Human Capital consulting partner, recognises that predictive analytics are playing an increasingly important role in conducting workforce planning, evaluating different recruiting sources, assessing the quality of hires and pre-hire assessments.
Here’s where you can start
Leverage new technologies: The world of recruiting is becoming a digital experience - perhaps leading the pack among the rest of HR processes - as candidates come to expect convenience and mobile experiences. Explore the value of online tools especially when they build on social networks and the cloud.
Ensure your digital channels reflect your brand well: Everything a business does in the digital and social world affects a person’s decision to work there. Be sure to monitor and align your messaging across sites and experiences.
Create a compelling candidate experience: Put yourself into the candidates’ shoes. What is unique about your business that can add richness to the candidate experience? What qualities set your company apart and make it more attractive to candidates?
Broaden and expand your ways of hiring: Open up talent pipelines to non-traditional sources. Think about how best to source and recruit for the many types of talent needed, both on and off the balance sheet, including full and part-time employees, freelancers, gig workers, and crowds.
Emily McLean works in the Deloitte marketing team and closely with Deloitte Private. She loves telling the stories of those individuals and businesses leaving their mark in New Zealand's SME space while delivering news and insights to help business owners grow their companies.