Companies are spending millions of dollars on their ATS and recruitment marketing initiatives, but often ignore the hiring process. Companies can no longer rely on gut decision-making. They need meaningful insights throughout the talent lifecycle to make smarter decisions around talent. They need a consistent process and quality data to gain deeper insights on candidates and make smarter, confident, and bias-free talent decisions. Companies can achieve these goals through a data-driven approach to hiring with a focus on measurement.
Enterprise Hiring Research
We are excited to announce the latest research study, in partnership with Talview, on Talent Measurement: Data-Driven Hiring Decisions. As the competition for talent increases, hiring will need to be a priority in 2022. One in two companies are rethinking their hiring technology this year and many are looking at a single system.
A data-driven approach means companies can think more holistically about screening, interviewing, and assessing talent with one system, gaining a complete view on the candidate. Most companies are leveraging multiple solutions to support hiring activities, and 62% are using two or more assessment providers. These systems provide different experiences and data management.
Companies cannot make decisions on talent when they do not have consistent data to support those decisions.
The Future of Hiring Technology
The future of hiring includes an integrated approach to screening, interviewing, and assessing candidates. By reducing the number of systems, companies can simplify the process and provide more efficiency without sacrificing depth in functionality.
What sets successful companies apart from their competitors is their ability to provide consistency to screening, assessment, and interviewing.
Although it's considered a tactical area of recruitment, screening can have a dramatic impact on a company's overall recruitment strategy. Organizations that make a strategic investment in integrated solutions are able to improve the candidate experience and strengthen the quality of hires.
|Only screening for certain positions.
|AI can help companies effectively screen every candidate and provide data-driven decisions for every job role.
|Screening that does not engage candidates.
Using pre-recorded videos to replace phone screens.
Using chatbots and conversational AI can help to reach every candidate.
|Candidates must wait to hear back if they can move forward in the process.
Sending an assessment invite immediately to candidates.
Candidates receive automated communication.
Pre-hire assessments encompass the tools and technology that enable organizations to evaluate if a candidate has the right skills and behaviors to perform a job. These assessments are typically a combination of subjective and objective tests used to determine the accuracy of hire.
Today, best-practice companies of every size are providing objectivity to the hiring process by leveraging a variety of pre-hire assessments throughout their organizations, from executive-level positions to front-line workers.
|Time consuming, manual tests that feel punitive.
|Multifaceted insights looking at skill, fit and potential.
|Managers resisting the assessment process.
Guiding hiring managers on questions to ask and areas to explore based on assessment insights.
|One size fits all.
Using different assessments at different points in the hiring process, and for different roles, based on the needs of the organization.
|One and done “disposable” test scores.
Carrying over pre-hire assessments into the interview process to help guide training and interview questions.
Interviewing is a staple of any talent acquisition process and often the deciding factor for hiring a candidate. Surprisingly, few recruiters and managers are trained on how to conduct a good interview. Additionally, few organizations have a standard approach for how interviewing is conducted.
When recruiters and managers have the right tools and best practices, interviewing can be a powerful process that determines the best fit for the organization.
|Ad hoc interviews.
|Interviews that are standardized and consistent across the organizations.
|Going with a “gut feeling.”
Including assessments in the interview process.
|Multiple one-on-one interviews.
Leveraging digital interviewing platforms where multiple interviewers can participate.
Talent Measurement for Data-Driven Hiring Decisions
We are excited about this latest research project and the focus on talent measurement. Companies need to do more than simply identify and attract talent. They need a more strategic approach to how hiring decisions are made through a consistent experience and consistent data.