It occurred to me recently that we look at the recruitment process in pieces and rarely as a whole. I can’t find any articles about what the dream process looks like, how long it takes, what tools it utilizes, and, how do you do it anyway?
I might not be able to answer this for everyone, but I’m going to take a shot at it for what I believe is about 60 percent of corporate America.
I’m going to break it into parts and look at each one, and, where the handshakes occur.
I’m going to look at sourcing, the interview process, and then the job offer and onboarding, as my main umbrella.
In my dream, I’d first set up my sourcing tools …
Sourcing is perhaps my favorite topic in recruiting. The challenge of identification and engagement have been ever present in the life of a recruiter.
To help with this, I would use a few tools:
- I would use Joberate to map out my competition and track my high value prospects for job seeking behavior;
- I would use Teamable to leverage my existing employee’s networks to drive employee referrals, and;
- I would have an aggregator, like Hiring Solved, Hiretual or Entelo.
The objective of all of that software is to increase the initial engagement rates from a so called industry standard 20 percent to a number that is consistently north of 80 percent.
… then I would have candidates apply …
Once I have the candidates identified, engaged, interested and qualified, I would then have them apply to my job.
Of course, there would be a “AI” chatbot to help them apply. Gone are the days of uploading your resume and then filling out an application about your job history. My chatbot will engage my candidate in text chat and help them fill out their application.
After that it will even offer them the chance to interview on the spot! After the candidate finishes their application and their initial screen, thanks to my chat bot, the resume then will land softly in the recruiter’s in-box.
After reviewing the stack ranked results, the recruiter enables the AI to access calendars and it sets up all of my recruiter screens. The recruiter screen goes well and now it is time to set up the in-person interviews, and with the help of my AI assistant, the in-person interviews are scheduled.
and then do interviews, get feedback, and extend the offer
After the interviews my AI assistant will help me follow up and collect feedback from my interview team. Once I have my feedback into my modern ATS, I’m able to move the candidate to the offer stage.
From there I use my ATS and my AI assistant to help me get the details of the offer together and approved. The AI uses text messaging to get all of the necessary approvals in a much shorter period of time.
At that point, I call my candidate and extend the job offer. After the offer is accepted, I update the system and there is a seamless handshake between the ATS and the HR onboarding system. I get the signed offer returned and I’m able to move the candidate along to onboarding.
Maybe it is just a dream, and maybe we can’t get there yet, but I think it is something we should have a new conversation about.
What does your dream process look like?
Mike Wolford has over 15 years of recruiting experience and is currently the Director of Analytics at Wilson HCG. He has worked with such companies as Allstate, Capital One, NPR and Twitter. Mike has also published 2 books titled “Becoming the Silver Bullet: Recruiting Strategies for connecting with Top Talent,” and “How to Find and Land your Dream Job: Insider tips from a Recruiter.” An active member of the recruiting community, In 2022 Mike spoke both at SourceCon and HRTX in an effort to help elevate the level of professional skills. Follow Mike on Twitter, or connect on LinkedIn.
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