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Streamlining the Recruitment Experience
Recruiting & Staffing
Streamlining the Recruitment Experience
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
We are looking at options to streamline our recruitment process so the candidate has a positive "experience". We've been told are process is too long.oCurrently we are pre-screening, telephone screeni
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Forums » Topic Forums » Recruiting & Staffing » Streamlining the Recruitment Experience
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Streamlining the Recruitment Experience
posted at 11/1/2007 11:41 AM EDT
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Posts: 5
First: 11/1/2007 Last: 11/8/2007 |
We are looking at options to streamline our recruitment process so the candidate has a positive "experience". We've been told are process is too long.oCurrently we are pre-screening, telephone screening, conducting assessments, in person interviews etc. This model is very traditional. Is anyione doing something "out of the box" for interviews? i.e after hours coffe shop, fishbowlinternws or group interviews? |
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Streamlining the Recruitment Experience
posted at 11/1/2007 12:23 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
"Currently we are pre-screening, telephone screening, conducting assessments, in person interviews etc"
Different processes are appropriate for different types of positions. What you describe might be appropriate for high level directors/execs but it strikes me as too detailed and cumbersome for lower level management, individual contributors, hourly workers - or even directors/executives whom I doubt would put up with such a process. The way you describe it, it sounds like you've got 3 applicant interface activities before you even get to an interview. IMO, that's way too much. What kinds of employees are you seeking? Are you in a competitive market? Who screens the resumes initially? How is that step done? |
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Streamlining the Recruitment Experience
posted at 11/2/2007 3:33 AM EDT
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Posts: 5
First: 11/1/2007 Last: 11/8/2007 |
We are seeking clerical to professional level applicants in the insurance industry. It is a very competetive market,hence why a quick turnaround is necessary (our process takes longer).
The Resourcing Specialist (HR) initially screen the resumes via an e-mail questionnaire, follow-up with a phone interview and if moved forward, conduct a face to face with the Manager. There is also potential of testing (in some cases more than one test).My initial recommendation was to to shave some steps in the pre-screening, or shorten the interview (i.e HR does not need to conduct a full length behavioral interview if some of the competencies are being validated in the phone screen). |
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Streamlining the Recruitment Experience
posted at 11/2/2007 6:15 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
I think the email questionaire is your first problem. If the market is so competitve, then I suspect the reaction of may of your candidates would be very negative to an email essay questionaire - and only the most desperate of job seekers will actually sit down and do it immediately.
You would be far better off to have competent telephone screeners who can ask the relevant questions and who can use the phone time to sell the candidates on the company in place of a questionaire. If it's so competitive, you need to sell and you need to include a "sell" in all parts of your recruiting process. An email questionaire falls far short of that and only sends a message that this is a bureaucratic company with little personal touch. Barring any scheduling conflicts, you need to set up a process that can have a candidate interviewed and an offer extended within no more than 10 days from receipt of resume. Take a look at your recruiting staff: are they in "sell" mode or administrative 9 - 5 mode? Good recruiters need to make phone calls at night, on the weekends or whenever to get the right candidates. |
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Streamlining the Recruitment Experience
posted at 11/2/2007 8:16 AM EDT
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Posts: 5
First: 11/1/2007 Last: 11/8/2007 |
Thanks for the input. I think the issue is mainly with the standard 9-5 schedule of the resourcing specialist and being in the "sell mode" as you mention. The 10-day timelnine will be an interesting approcah!
As far as the e-mail screen, funny thing is that we've had great success with it..typical turnaround is 24 hours wheras previously the recruiters were playing phone tag with applicants. They've found that the turnaround is much quicker and the feedback from candidates has been postitive (they highlight that they are pleased that we are aking them to expand on their resume).I agree it's not suitable for all instances or all levels. THanks again for the insight; much appreciated |
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Streamlining the Recruitment Experience
posted at 11/2/2007 9:25 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
While it may be successful, I think the email and the follow - up call with the sourcing specialist are a duplication of effort. It should be easy to combine these two.
I would also offer that the people you want to hire are those who are working right now. Best time to reach these people is evening and weekends; 9 - 5 sourcing specialists leaving messages for employed prospects on their home numbers doesn't work well. |
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Streamlining the Recruitment Experience
posted at 11/8/2007 3:16 AM EST
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Posts: 1
First: 11/8/2007 Last: 11/8/2007 |
RE:We are looking at options to streamline our recruitment process so the candidate has a positive "experience".
Computer adaptive questioning can enhance the "email" questionnaire similar to an interview and realistic job previews will assist with the "selling" of the position to your candidates. Since these features can be added to the online experience, it can be presented to the candidate whenever they are applying for a position removing the 9-5 hurdle. Adding an automated scheduling component can remove the "latency" involved with phone tag and the most qualified applicants can be scheduled for the phone interview at a convenient time ensuring your 10 day guidelines. Our research indicates that candidates have a much more positive impression of the company and believe that the process was relevant and fair. Hope this helps. Let me know if you want to learn more. |
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Streamlining the Recruitment Experience
posted at 11/8/2007 5:38 AM EST
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Posts: 2
First: 11/8/2007 Last: 3/25/2008 |
I feel for you regarding stream lining you recruitment process. I am a recruiter at a hospital on the east coast. Some of our higher level positions Sr Admimistrators or Nursing Directors and such, Candidates are brought in for 2-3 days of interviews seeing as many as 30-40 differnent people. What can you say about that
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