HRO Today May 2020 - 14
SPECIAL SECTION: MANAGING DURING UNCERTAINTY
select best-fit candidates is by running candidate funnel
studies to identify where drop off occurs during the
hiring process. Through these studies, Dawson's team was
able to define more consistent principles for assessing
and hiring talent, which streamlined the entire process
while reducing the potential for implicit bias.
2. Focus on communication to maintain a human touch.
Today's companies may need to adapt their hiring
processes to follow social distancing guidelines, but that
doesn't mean the amount of overall communication has
to change.
" Many firms believe that bringing people together
fosters communication, and we're at a time where
enabling technology is key to allowing that to continue,
not impact culture, and keep the workforce safe, " says
Korn Ferry's Maul.
With social distancing in mind, Maul says that companies
can take advantage of various technologies to maintain
connection within their teams and with external job
seekers. For one, video interviewing tools like Skype or
Zoom can give interviewers insight into non-verbal cues
while keeping candidates at a safe distance. Microsoft
Teams and other chat technologies can also bring people
in different locations together in new ways, enabling
dialogue across borders and eliminating the need for
travel.
" Focusing efforts on communications and meeting
candidates where they are-whether with chatbots, text
capabilities, or community and social groups-to create
a transparent candidate experience is critical, " agrees
Findley.
These new technologies should be used to deliver timely
and honest interactions between candidates, recruiters,
and hiring managers throughout the entire hiring
process. " The core of our candidate experience strategy
is a solid communications plan, targeting every potential
touch point with the candidate-from our careers site,
job advertisements, online application, interview process,
or communication with our team members to the job
offer or rejection notice, " says Dawson.
For example, Canada Life's recruitment team checks in
with candidates after the first couple of weeks to let
them know where they are in the process and alert them
about next steps. Following a check-in with the hiring
manager at week three, the team begins to screen and
[14]
HRO TODAY MAGAZINE | MAY 2020
shortlist candidates. An artificial intelligence-enabled
chatbot assists with this process for key roles, answering
candidate questions and matching them with the position
requirements. Those who meet the requirements are
connected to a recruiter, and those who do not receive
an automatic decline message.
According to Shaw, the company's focus on
communication even extends into the newly built virtual
orientation session, where new hires are guided to
speak with their talent acquisition advisor and a business
leader who discusses the organization's values. Using a
combination of videos, PowerPoint presentations, and
Microsoft Teams sessions, these virtual orientations
introduce new hires to key leaders and enable them to
feel a stronger connection with the organization.
Findley can attest to the efficacy of this approach. " Video
interviews and, when possible, face-to-face relationship
building with as many team members as possible will
not only provide many insights into the organization,
it will also create organizational relationships that can
be leveraged during onboarding and early tenure to
help new hires navigate your unique culture. A hiring
manager's participation in these efforts are critical. "
3. Evaluate and evolve. With COVID-19 showing how
quickly times can change, organizations need to
constantly evaluate their performance and determine
areas of improvement.
Benchmarking against other experience-focused
organizations is one reliable method to measure the
perception of candidate experience. According to Findley,
the Talent Board Candidate Benchmarking Survey is one
useful tool that can help organizations compare their
performance across industries.
Valvoline leverages this program to ensure that its strategies
are paying off. " A true testimony that we're focused on
the right things is that through the CandE benchmarking
program, 80-plus percent of candidates who completed
a survey were not hired, yet happy with the Valvoline
application and interview experience, " says Dawson.
Surveying candidates is another effective method to
glean insight into the hiring experience. According to
Shaw, every candidate who applies for a position at
Canada Life-no matter whether hired or declined-
is invited to do a seven- to eight-question candidate
experience survey. This survey examines factors like:
HRO Today May 2020
Table of Contents for the Digital Edition of HRO Today May 2020
HRO Today May 2020 - 1
HRO Today May 2020 - 2
HRO Today May 2020 - 3
HRO Today May 2020 - 4
HRO Today May 2020 - 5
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