As business and recruiters meet the challenges posed by the coronavirus pandemic, some change is netting positive results. In an effort to safeguard candidates and recruiters, remote hiring is becoming the norm. As businesses and job seekers adjust to the new paradigm, many are finding the process has improved. Remote hiring is more efficient, easier to manage and offers a boost to the experience – for the recruiter and the candidate.
It starts with the application process, streamlined to be as efficient as possible and optimized for mobile. Interview scheduling, once a massive time drain for recruiters and an area of frustration for candidates, becomes a one and done process. Remote interviews offer easy access for one-on-one or group sessions. With many rote tasks automated, time to hire can even be improved. How important are these factors to candidate experience? The data explains all.
Targeting candidates where they’re looking for work
A Glassdoor study found that 58% of job seekers are looking for work on their phone. Whether they have access to a laptop or not, the majority of candidates looking for a job and applying via mobile access. For business, this audience is ripe for capture, if your application process is mobile optimized. They found even promoting your application process as mobile-friendly nets business 10% more applicants than not.
The data suggests more than entry-level applicants are seeking work through their phones: 52% of workers in the 35 to 44 year age range look to mobile to apply. For younger workers, 18 to 34, between 43 and 46% do so: as do 36% of workers over 65.
For business, a mobile-optimized application process attracts talent at the peak point of interest: when they’ve read your job posting. Organizations that create easy links for job seekers to read an ad and apply immediately may be more likely to beat out the competition for talent.
Making applying painless
The application itself has long been a pain point for job seekers. SHRM found 60% of candidates will abandon an application if it takes too long or is too complex. Another study found 20% of applicants give less than 10 minutes to an application.
Streamlining the process, making it easier, faster and more efficient is key to capturing talent in today’s competitive market. The question more employers have to ask, when fashioning their application, is what information do you ‘need to have’ versus information you ‘want to have?’ Those who remove all but the necessary data see higher application completion rates – which net them larger applicant pools from which to choose a new hire.
Eliminating phone tag
The most basic, and most time-consuming, part of the hiring process is scheduling. Coordinating that first phone or on-person interview with HR or the hiring manager is often a juggling act. Checking everyone’s availability, scheduling and often rescheduling can take up to two-thirds of the time a recruiter spends on the job. The phone-, email- and text-tag game is frustrating for job seekers and a time drag on HR.
Automated scheduling systems allow candidates to set their interview time at their peak point of interest. After completing an application, AI determines whether or not they’re a good fit for the position – another time saving for HR who doesn’t have to screen candidates. If they’re a match, job seekers are taken directly to scheduling. Here they can sign up for a time already available by the hiring authority.
If they need to change or reschedule, the application lets them do so, as well. This hands-off method of scheduling boosts candidate experience and allows recruiters to focus on high value tasks, like interviewing the perfect match for the role.
Remote interviews meet everyone’s needs
In a time when face-to-face meetings could have significant consequences, the rise of remote interviewing is filling the void. Whether mobile-enabled or through a laptop, video conferencing for a one-to-one meeting or a group session makes it easy for everyone to participate.
Forbes reports 60% of hiring managers and recruiters are leveraging video technology to interview. Almost half of those surveyed report the tech is shortening their time-to-hire. Saving time and speeding up the process are two outstanding reasons to interview virtually.
Although many companies were thrust into technology to keep up with their recruitment efforts in response to COVID-19, most are finding significant improvements as a result. When organizations leverage tech for rote tasks - applications, screening and scheduling - they’re free to focus on the recruitment/hiring responsibilities that net the best talent available in their market.