SPECIAL SECTION: MANAGING DURING UNCERTAINTY The Impact of Technology 72% of candidates want to apply for jobs on their mobile device 9% * responsiveness of the recruiter; * ease of technology use; * quality of the interview experience; * depth of recruiter knowledge about the role; * frequency of check-ins throughout the process; and * quality of first day experience. Each question's performance is ranked on a five-point scale, revealing gaps in experience that can be targeted by the talent acquisition team. For best results, Maul recommends that organizations develop surveys that categorically evaluate all the different parts of the hiring process, from technology to engagement with the hiring manager. " If you're leveraging a survey, you need to structure it to pinpoint which of those elements was the weak point, " she says. 59% are comfortable doing a two-way video interview wouldn't apply to a position if not mobilefriendly Source: 2019 Engage2Excel Trendicators Report But she emphasizes that it's also important to speak with new hires in onboarding interviews, evaluating the variables that led to their decision to join the organization and what they appreciated most about the process. " We do exit interviews when people leave a new company, but there's a missed opportunity to not do onboarding interviews, " Maul explains. " Hiring leaders should reengage with their new hires 60 to 90 days into the role to really measure how effectively they portrayed the job in the hiring process. Now that they're functioning and settled in, did the organization outline the position and culture correctly? These are important elements not only for hiring but also employee experience. The goal is to drive retention-and that's something that needs to be measured. " MAY 2020 | www.hrotoday.com [15]http://www.hrotoday.com