Talent acquisition is becoming a more competitive practice for HR professionals as candidates want a higher salary and more benefits when working a job. Specialized hiring technology is a necessity rather than a luxury for a company’s recruitment strategy because of candidates’ heightened expectations in today’s job market. These advanced technological features empower HR professionals with the tools they need to succeed in hiring new talent.
The Rise Of Specialized Hiring Technology
Specialized hiring technology is a collection of advanced recruitment solutions rising in prominence in today’s 21st century, replacing generic hiring practices from the 20th century. These technologies address specific issues HR professionals face such as high turnover, finding the right talent, enhancing employee engagement, and integrating change management for the team.
The generic recruitment processes of the 20th century such as in-person interviews and emailing or calling candidates were functional, but more errors could happen in contrast to the efficiency of advanced hiring solutions. Converting to virtual interviews and texting solutions for communication with candidates is enhancing time-to-fill and time-to-hire metrics for companies across the globe while helping recruitment teams increase efficiency in task completion.
Streamlines the Overall Hiring Process
New hiring technology streamlines the hiring process in this new competitive workplace landscape. These advancements have ensured the recruitment team does not have to manually sift through resumes or track multiple candidate communications on their own.
AI-Driven Selection Process
Cadient’s ATS software allows recruitment teams to conduct keyword searches of resumes, applications, and cover letters based on different skills, experience, and qualifications to choose the best candidates. This AI-driven selection process approach makes it easier to analyze candidate submissions without reviewing all units one by one.
Cadient’s Texting Solutions
Digital connection via smartphones brings people together with remote communications when they aren’t physically near one another. The world’s desire to stay connected has caused the increase of how many working adults own a cell phone.
According to the Pew Research Center, 97% of American adults have a cellphone. About 90% of Americans own a smartphone specifically.
Cadient’s texting solutions capitalize on Americans’ high smartphone access with its Text Apply and Text Notify features. Text messages are sent in real time to applicants. If candidates respond quickly, they can interact with recruitment personnel for a quick text conversation to set up an interview or discuss the next steps in the hiring process.
Candidates can begin a company application on their mobile device with Text Apply. When the recruitment team sends a mass hiring text with Text Apply, candidates can reply with personal information indicators and then be sent a link to start the application.
Text Notify allows HR professionals to send updates on a candidate’s application. Reaching out for automated interview scheduling, sending interview reminders, and updating candidates on the next steps in the hiring process are some of the many ways that Client’s clients utilize Text Notify.
Improves Candidate Experience
The candidate experience improves exponentially by utilizing specialized hiring technology. Candidate engagement and interest are essential to maintain reduced drop-off rates. In today’s era, applicants have increased expectations of jobs paying higher and offering more benefits. Hence, using the best hiring tools will advance your company’s recruitment strategy while increasing the likelihood of discovering top talent for open positions.
One Glassdoor study from 2021 revealed that salary and benefits are the top two features applicants look for when applying for jobs. About 67% of candidates are focused on salary while 63% also consider benefits during job hunting.
Personalized Communication Updates
While automated updates with Cadient texting can be convenient, recruitment representatives can also personally tailor candidate communication via text message or email.
Enhanced Interview Scheduling
Cadient’s enhanced interview scheduling feature allows for faster arrangements for upcoming interviews and reduces backlogs for recruitment personnel. Hence, each scheduled interview syncs with a recruitment representative’s calendar while allowing other candidates in need of an interview time slot to select from available ones based on the recruitment team’s open schedule.
Candidates or recruitment personnel can easily reschedule or cancel interviews as needed with integrated tools like Microsoft 365, Google Calendar, Outlook, and others. Because of this enhanced interview scheduling feature, Cadient’s clients have experienced 84% less time in manually scheduling interviews. About 80% of Cadient’s clients’ candidates schedule an interview within 24 hours of an interview offer.
Enhances Candidate Quality
Technology in the hiring process continually enhances candidate quality, which shows the overall success of a company’s recruitment strategy. Higher candidate quality means lower turnover rates and more employee loyalty as new hires stay with the company longer. Initiatives such as standardized interview protocols and reducing biases will boost candidate quality for any company utilizing advanced hiring technologies.
Standardized Interview Protocols
Implementing standardized interview protocols enhances candidate quality by having each applicant undergo the same testing procedures during the selection process. All candidates should be asked the same questions and be reviewed with matching evaluation criteria to keep everything fair.
Maintaining an interview script and having the same interview panel available to critique each candidate post-interview will streamline the overall selection process to give every applicant a fair chance at securing the open position. Hence, these protocols will enhance candidate quality, advance skills-based hiring for companies, and reduce biases during recruitment.
Reducing Biases In Recruitment
By AI focusing on analyzing candidate submissions to find the best quality candidates, it reduces any bias during the selection process. Some subjective biases may surface if a recruitment representative manually reviews candidate materials. Cutting out such biases related to race, religion, and gender can enhance more of an objective.
Forbes reported in an October 2023 article that female applicants, unfortunately, do not receive as many callbacks as their male counterparts. The same report also revealed that candidates perceived to have a “Black name” will not receive as many callbacks as people perceived to have a “White name”. Even more astonishingly, 68% of older candidates receive fewer callbacks in contrast to their younger counterparts.
Other biases like the halo effect and affinity bias can be more underhanded if a recruitment representative does not realize their impact on the hiring process. Affinity bias happens when an applicant and recruitment representative share a hobby or interest or have the same personal characteristics such as religion or gender. The halo effect occurs when a recruitment representative focuses primarily on the candidate’s positive qualities rather than an all-encompassing objective analysis of their strengths and weaknesses.
Recognizing potential biases and making them non-existent will strengthen objectivity during recruitment to ascertain the best candidate quality.
