We talk to HR departments every day, and a puzzle that took awhile to understand was the mix of HR departments that are forward-thinking with regard to the use of technology, versus those that are pre-disposed to keep their processes status quo. The truth is that no HR department should make a process change just for the sake of using more modern technology. Changes should be driven by solutions that improve efficacy in terms of average time-to-hire, candidate quality, compliance, and other observables.
Today we bring you 5 key ways that HR can avoid losing the talent game, based on measurables that we’ve tracked in our platform’s usage, in surveys to job candidates at large, and in publicly available employment data. With these tips in hand, you are one step closer to success in this competitive hiring market.
2Bureau of Labor Statistics, September 18, 2014
3Bureau of Labor Statistics, Labor Force Statistics from the Current Population Survey, May 2015
If you aren’t yet following the above HR best-practices, you aren’t alone. Most of our clients start out with a process that isn’t satisfying to either the candidate or the interviewer, before making the decision to begin leveraging the benefits of digital interviews. Need help with that? Swing by for a demo.