February 11, 2020 2:12 PM
Every hiring process begins with a meeting of the hiring masterminds. It starts with a job requisition and a growing list of questions that require each member of the hiring team’s input, especially the hiring manager.
It’s hard being a hiring manager. As a member of the hiring team myself, I know that juggling time, focus, and other work-related responsibilities can feel overwhelming. Hiring is also high-stakes — the right people make the company culture. Limited resources and time means the hiring process is susceptible to human error and fatigue.
A hiring manager can do their job more effectively when they find new ways to shave down fill time to focus on engaging high-quality candidates. Hiring teams want seamless, integrative solutions that make their jobs easier.
That’s where automation comes in.
With advancements in recruitment technology, you can now standardize the process to save time and rely on data to objectively reveal top candidates right away.
Using automation software to shine a light on dynamic candidates from the get-go will expedite fills, minimize the need for too much deliberation and discussion, and ultimately provide you with a hiring process that makes your hiring manager happy.
Let’s look at common pain points of your hiring managers and some examples of how automating helps with the heavy lifting to make great hires happen quicker.
A hiring manager is anyone in a leadership role within the organization who has put in a request to hire, also known as a job requisition. As the subject matter expert, they are the final decision maker for the new hire on their team.
The hiring manager’s checklist during the hiring process includes:
A hiring manager is considered the most significant authority on their hire since they have specific insights on the client work and projects that the new hire will be involved in. That means the rest of the hiring team will strive to incorporate the hiring manager in nearly every aspect of the recruitment process.
When an open position is created, it’s often because the hiring team needed someone yesterday. This places pressure on hiring managers and can affect the success of the outcome because of the need to find someone fast.
Here are three common challenges your hiring manager faces while searching for that perfect new team member.
In a candidate-driven market, timing is everything. The best candidates are snatched up in just 10 days, according to OfficeVibe.
A lengthy recruitment process means that by the time you've decided on Jared, he may have been scooped up by another company who relied on a more agile hiring method.
While it’s smart to be informed when bringing new team members aboard, it's those pesky extra steps taken for perceived peace of mind (meetings about meetings, anyone?) that can end up costing you your ideal candidate.
No top talent wants to be left on the back burner, and they may lose interest and move on. When that offer call comes in for the Head of UX position at a top startup while your hiring team scrambles to assess fit, the candidate is going to act swiftly.
Your hiring managers need systems that are going to enable them to move quickly to keep pace with candidates who aren’t waiting around. Lost talent due to a long hiring process can leave you squarely back to the beginning of your hiring process or hiring the second best. Both are subpar options.
If you gained a penny for every time a meeting was rescheduled to accommodate a colleague’s schedule changes, you could upgrade the team's water cooler to kombucha on tap. The calendar acrobatics involved in scheduling interviews alone can be dizzying.
The greater number of candidates you opt to screen, the more elaborate internal calendar coordinating becomes. Most companies have at least two members of the hiring team do in-person interviews, including the hiring manager. Sometimes in-person interviews also include one to two members of the team who will work directly with the new hire.
A study by Glassdoor estimates that group panel interviews add 5.6 to 6.8 days of delay to the hiring process. If you consider that the best talent is off the market in 10 days, the candidate pool shrinks quickly while you go through the interview process.
Eventually, your hiring manager may experience recruitment fatigue and settle on the “good enough” hire, especially if they’ve already lost their preferred candidate to a drawn-out interview process. They are ready to move on and start training their new teammate.
A Career Builder survey found that 74% of HR professionals admit to making a bad hire. Unfortunately, this ends up costing the hiring manager more valuable time down the road, because they’re the ones who work directly with the candidate and often have to make the decision to let them go.
The hiring manager does a significant amount of work to secure the very best for their team. They craft the job description, screen and evaluate talent, and deliberate feedback with all relevant parties.
Now a decision must be made.
Even after these many steps, lingering questions remain about who is best-suited to the job, particularly if there are two or more candidates neck-in-neck for the role.
Behind door number 1, we have a candidate who has all the right credentials and seems bright, but something didn't quite add up in the reference check.
Behind door number 2 is a candidate who seems to be missing some hard skills but has truly wowed the team and appears to be a strong culture fit.
At this point, it's down to a coin toss that either ends with a gut-based decision or analysis paralysis. Neither is particularly effective for a hire that you hope will stick.
The hiring decision feels more personal for hiring managers since they onboard, train, and manage the new hire directly. They are painstakingly aware of the investment being made and want to be sure that their new hire will be worth their salt.
According to Career Builder, a bad hire can cost businesses an average of $14,900. Aside from the financial burden, a bad hire also takes a toll on team morale which almost always affects productivity levels.
That’s a lot of pressure on your hiring manager — even if they are an expert in their field.
Using automation reduces risk by helping your hiring manager rely on data-efficient methods for quality matches. Think of the screening time you can save when you uncover relevant talent that are already in your database. Even basic coordinating activities get a boost with scheduling tools that enhance frictionless planning during the hiring process. You can also reduce analysis paralysis with automated reports that help make smart hires quickly.
Empower hiring managers with science-backed recruitment technology that uses AI to intelligently link past candidates who have been screened for previous roles. It’s not a common feature offered with older Applicant Tracking Systems (ATS) but using this technology as a complimentary add-on to your ATS can reduce administrative runaround early on.
Candidate rediscovery makes use of the prior investment you made to screen candidates. It detects candidates that have been through your organization’s hiring process before so you will save on screening time and go into the interview process more informed. This automation solution builds intelligence with time, so the results get better as you go.
Software like Calendly can eliminate the back-and-forth of finding the best time to meet with your hiring team or schedule an interview with a candidate.
Calendly is an automated calendar with built-in features that help users pick common meeting times. It coordinates the calendars by only revealing common free periods as booking options. You can also create black-out periods on the back-end and adjust time zone settings — no mental math needed.
Curate the interview pool by giving hiring managers direct access to performance-based metrics and reports. This makes it easy to clearly identify top candidates and stops the process with wrong-fit job seekers.
Searchlight reduces deliberation between the hiring manager and the rest of the hiring team by providing science-backed objectivity. It aggregates and analyzes reference data which means quicker, more confident hires and increased productivity within hiring teams. No more second guesses.
Your hiring manager might not love the idea of change, especially when a process is fairly routine and seems to be working moderately well. But when you consider the advantages that automation can provide, the gains far outweigh the risks with standardized results that minimize guesswork.
With automation technology, a hiring manager spends more time engaging and investing in the candidates and less time coordinating calendars and waiting for a call back from a reference.
As hiring practices become more streamlined, hiring managers can use the time they save to reinvest in quality new hire training and team needs. While you expand your teams and scale up, explore how automation in hiring can support your existing team without sacrificing on quality recruitment.
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