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Latest articles on Remote Hiring, Recruitment Automation, Online Proctoring, and more.

Building the Business Case for Pre-Hire Assessment and Video Interviewing Technology

Published: June 23, 2020 In: HR Tech & AI

You find out there’s a new opening. You sit with the hiring manager to figure out what the position entails, requires, and how this person would fit into the team. Then, you put the position up on your website and start promoting it to your network. After some time and some applications, you start your screening process. You send over your notes to the hiring manager and see who they want to interview. Then… well you get the point. 

Well some of our customers tried that way. And it didn’t work for them. So they started experimenting with a new process. The results were incredible. 

Business Outcomes 

With this new process and technology, the customer reduced the time from screening to offer by 54%, from 26 days down to 12. If you’re thinking it’s not a big deal internally, that decrease means the world to candidates. Considering 6 out of 10 candidates lose interest in a hiring process that takes too long, creating a hiring process that takes less than 14 days can be the difference between you getting the best hire or your competitor hiring them first. 

In addition to reducing time to hire, they also decreased the areas for bias throughout the hiring process, creating a more objective shortlist to select from. The automated screening processes meant recruiters had more time to be strategic and work with hiring managers to make the best selections. And, they created an audit trail for compliance and improvement purposes. 

Finally, adopting a digital process helped the company engage candidates where they are the most, and it even saved the company money on travel during the interview process. 

The New Process

After adjusting their hiring process, this global, 300,000-person company filled high-volume, high-demand, and even technical positions in less than 2 weeks. Now that we’ve reviewed past processes and seen the benefits of the new process and technology, here’s how they achieved those results in 4 steps. 

Step 1 - Pre-Hire Assessments 

Recent Deloitte research suggests that more mature organizations conduct pre-hire assessments to the beginning of the hiring process. Our customers found similar, positive results. Thus, we’ll start with the screening process. Once an application was received, a pre-hire assessment was automatically delivered. The company used the pre-hire assessment or coding test scores to shortlist their top candidates. 

Step 2 - Shortlisting & Interviewing

From there, the shortlisted candidates were invited to a video interview to determine which of the shortlisted candidates would fit best with the team. Because the videos could be recorded and shared, multiple stakeholders could view and share the same interviews. 

Step 3 - Candidate Evaluations & Offers

After viewing the same interviews, hiring managers and recruiters then collaborated to evaluate candidates and make the best hiring decisions. The team was then able to put together an offer to the best candidate, in less than 12 days. 

Step 4 - High-Volume, High-Demand Hiring 

For high-volume, high-demand positions, the company could also reach out to shortlisted candidates who were a good culture add and fit to offer them other positions at the company, as well. 

Over the course of three years, our customer has completely transformed their hiring process from one that takes 26 days and includes travel to a completely online process that takes less than 12 days. With that, they created a better hiring process for both the hiring team and candidates. Learn more about our customers and their journeys here and start your own digital transformation journey today.

Tags: HR Tech & AI

Written by: Micole Garatti

Micole Garatti is the Marketing Manager at Talview, the founder and CEO at SocialMicole.com, and the author of The Most Inclusive HR Influencer List. She's passionate about making the HR and Influencer communities more diverse and creating space for new voices in the industry. She has her MBA from William and Mary and a BA in English from the University of Florida.

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