Maggie BleharJanuary 13, 2023
Topics: Recruiter Experience

New Year, New Goals: Kickstarting Recruiter Efficiency

You can measure recruiter efficiency by looking at things like time to fill, cost per hire, and offer acceptance rate — but why is it important and how can you actually improve it at your own organization? 

As Director of Product Marketing at Phenom, John Harrington has seen first-hand how tools like video assessments, AI scheduling, and more can boost team productivity and ROI. He shares top insights in this episode of Talent Experience Live, which kicks off our brand new Recruiter Efficiency Series.

Watch here, or get the highlights below. 

Why is it important for organizations to focus on streamlining the hiring process?

When it comes to interviewing and hiring, skipping steps isn’t an option. And screening and scheduling — those middle stages of the hiring process — can be tedious and overcomplicated for recruiters, candidates, and hiring managers alike. 

“When we look at that phase where you have candidates you’re considering for roles, you have applicants that have submitted applications, you have large volumes of resumes to look through, a lot of data, comparisons, and cross-referencing … it’s an onerous process that’s incredibly time-consuming,” Harrington said.  

Ultimately, spending time on these manual efforts prevents recruiters from reaching their full potential as talent advisors: connecting personally with candidates, crafting insightful interview questions, and educating hiring managers. 

Tools like video assessments and automated scheduling are key to a smoother hiring process that gets high-quality candidates in front of interviewers faster… and allows organizations to stay competitive in a tough talent market. 

Related resource: Definitive Guide to AI for Recruiting

How can video be a game-changer in the hiring process?

If you look at candidate chatter on social media, the most negative comments are focused on the time it takes to hear back after applying for a job. But when it comes to screening — especially for popular job roles that attract hundreds of applicants — recruiters are often figuratively buried in a landslide of resumes.

That’s where video assessments come in, Harrington said. Giving candidates the option to complete a video assessment instead of a traditional cover letter can save time for both candidates and recruiters. Video gives candidates the chance to showcase their personality, and recruiters gain valuable insight within a few seconds in contrast to spending minutes reading through written submissions.   

“[Video] gives you the ability to really let your personality shine,” Harrington said. “[Recruiters] can quickly get a sense of who they’re considering and evaluating… and from a candidate’s perspective, you don’t have to sit there scratching your head saying, ‘How do I put that into words?’” 

Of course, some people may still prefer to submit a written response, he noted. But giving the option of video can encourage more responses and streamline the evaluation process at the same time. 

Related resource: Lights, Camera, Action: How Video is Changing Online Candidate Screening

Video becomes even more powerful when it’s run through a platform designed to tie the entire talent experience together. Solutions like the Phenom Intelligent Talent Experience platform enable stakeholders in the hiring process to:

  • Access at-a-glance insights on job candidates
  • Instantly see other interviewers’ feedback regarding candidates
  • Reduce recruiter bias
  • Make hiring decisions without having to coordinate a meeting

“It makes it that much easier to communicate, collaborate, and arrive at a decision,” Harrington said.

How can AI and automation simplify scheduling for recruiters and candidates?

Scheduling. It may not literally be a four-letter word… but just ask a recruiter. 

Automated interview scheduling takes all the limiting factors related to conflicts and availability and generates meeting times that work for everyone. Recruiters can work more efficiently, gaining time back to focus on being true talent advisors. Meanwhile, candidates get timely updates and know exactly what to expect throughout the entire process. Plus, all stakeholders can make decisions faster.

Like any process enhanced by AI, it takes a thinking human to optimize the machine. In this case, it’s the recruiter knowing up front what the goals are, and working backward to meet them, according to Harrington.

“One of the keys is looking at where you want to be before you start the process,” he said. That means identifying not only the right person for the job, but determining the internal expertise needed for interviewing, and the best format for the interview (e.g., one-on-ones versus panel style).  

Automation can then step in and handle the burden of finding time on the calendar that works for everyone, sending meeting requests, tracking RSVPs, and even rescheduling when necessary. 

“You’re getting acceptances faster. You’re getting people to show up. The meetings are taking place, and the decisions are being made before offers are extended by competition going after the exact same talent,” Harrington said.

Related reading: What is an Automated Interview Scheduling Tool and What are the Benefits?

How does recruiter efficiency benefit the business as a whole? 

Saving time for recruiters translates to positive outcomes for the entire organization, as found in a Total Economic Impact™ (TEI) Study conducted by Forrester Consulting on behalf of Phenom. The study found four major areas of economic impact customers experienced after introducing AI and automation into recruitment processes:

  1. Reduced cost and time to hire related to using video assessments and automated scheduling. “The power that can be leveraged when screening processes are supercharged with the power of video and automation” revealed tremendous positive impact on our customers, said Harrington.
  2. The ability to fill critical roles with the right people faster. “When your recruiters are working better and more efficiently, it brings about a tremendous impact on… who you’re bringing on board and inserting into these powerful roles.”
  3. Benefits related to improved Internal mobility. Some of your best new employees are already working for your company. “When using [an internal] talent marketplace, it can help you uncover the right fit within the organization for the roles you’re hiring for.”
  4. Reduced cost of conversion through providing personalized, engaging candidate experiences. “You’re not having to ultra-spend to post every job on job boards to get people to come to your site. You instead turn your focus to the people who are already on your doorstep, and give them an incredible experience to make the process better and reduce your costs,” Harrington said.

Read the full study here

Remember: there is always quality talent within your reach, especially when you use AI and automation to find them. 

“We’re seeing true customer outcomes derived from taking newer and different approaches,” Harrington concluded. “Rely on us as helpers to get you where you need to be.” 

Improve recruiter efficiency at your own organization by registering for our upcoming webinar:

The Secret of Supercharged Recruiting Teams

Maggie Blehar

Maggie is a writer at Phenom, bringing you information on all things talent experience. In addition to writing, she enjoys traveling, painting, cooking, and spending time with her family and friends. 

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