2021 Baker's Best - 40

TOP TWS PROVIDERS
For example, companies that engage in high volume
hiring for permanent or temporary talent might benefit
from a sourcing tool that can help them find a large
volume of candidates and stack `rank` those individuals
based on certain criteria, Parker says. Once the most
relevant candidates are identified, they can be added to
the applicant tracking system where they will engage
directly with a recruiter.
" The process of hiring and retaining top talent requires
a high level of attention, so the more you can offload
the non-critical tasks through technology, the more
efficient and the more successful organizations will be
with employee satisfaction, employee engagement,
and overall retention, " says Joshua Smith, senior vice
president of Advantage xPO.
Chatbots that pre-screen candidates and schedule
interviews can also offer an advantage, streamlining
highly repetitive tasks so that hiring managers can focus
on engaging qualified candidates.
But Kathy Auld, global product director of the
Recruitment eXperience Outsourcing (RXO)
Innovation Lab at Pontoon Solutions, has one critical
recommendation: " If you have a chatbot, give it a way
to allow candidates to connect with a human as a point
of escalation to maintain a genuine human connection
within the hiring experience. "
2
Conduct a gap analysis. Once organizations have a
general understanding of the services they would
like to offer in their hiring process, they can conduct a
gap analysis to identify any inefficiencies or pain points
in their existing recruitment technology stack.
" The biggest challenge organizations face is finding
their secret inefficiencies. It's easy to chase the flash
of new technology, but transactional, often hidden
inefficiencies are hard to identify and solve for. Once
discovered, these are major areas of opportunity for
reducing friction within your processes, decreasing cycle
time, and impacting business success, " Auld says.
Parker recommends a design thinking approach where
HR leaders go through every step of the hiring process
with a fine-tooth comb, seeing it through the eyes of a
candidate and a first-time internal user.
Krumwiede agrees, emphasizing that organizations
should start by applying for a job on their own careers
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BAKER'S BEST 2021 - www.hrotoday.com
site. " How easy was the process? What communication
did you receive upon applying for a position?
Ultimately, leaders need to work through end-to-end
user acceptance testing to ensure that the application
process is operating properly-one that begins with the
creation of a job order and ends when a candidate is
onboarded, " he explains.
Data can also offer clues into the flaws hidden within
a hiring process. Smith says that patterns of drop-off
or excessive volume at certain stages of recruitment
can expose deeper issues. For example, attrition at the
post-offer stage can indicate onboarding issues while
disproportionate volume at any stage can highlight the
need for automation.
3
Seek out feedback. While an audit of the recruitment
process can reveal critical inefficiencies, it won't tell
HR leaders the full story.
" I also think it's important to talk with the teams-the
end users-and help to identify pain points or steps
that they find redundant or unnecessary in the process, "
says Smith. " I think that can come from either end-user
hiring managers or potential employees that moved
through the process and ultimately become employed
with the organization. "
One of the easiest mechanisms to do this is through
periodic surveying. HR leaders can poll TA leaders, new
hires, and candidates who ultimately didn't get hired
to learn about the good, the bad, and the ugly in their
recruitment experience. Visitor questionnaires can also
be leveraged to better understand what candidates like
and dislike about the hiring experience.
" As time passes, the hiring process itself will continue
to need to evolve. So, it's important to constantly keep
that on a radar, and not only be inclusive of HR or TA
leadership but also encourage leaders throughout the
business to participate, to provide feedback, and to
offer recommendations to create an easier process, "
adds Smith.
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HRO Today Baker's Best 2021

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