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How to Avoid Tech That Just Makes a Bad Process Faster

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Technology has become a must for many HR and recruitment teams, helping to improve process efficiency through each stage of the hiring cycle.

However, to identify the tech that is right for your business, it is important to first take time to understand what problems you need to solve and avoid the risk of implementing new technology only to make a bad process faster.

At our first Xref Discovery Session in Auckland, we partnered with SnapHire to discuss hiring with speed and confidence. Here we explore common tech implementation pitfalls and how to pick the right tools to improve your hiring journey

1. Sourcing talent by engaging passive candidates

Before implementing new technology to source talent, you should first consider what it will do that your team cannot already. After all, the number of applicants will remain the same, unless you’re identifying additional talent sources.

To be successful at this stage of the process, you need to be exploring new channels of communication and alternative approaches to pinpoint the best candidates.

For example, online platforms such as social media and recruitment marketing tools can help build a pipeline of passive candidates who have the skills you’re after but are not quite ready to look for a new role. If done right, engaging passive candidates early can help you get ahead of your competitors by putting yourself on the best talent’s radar.

2. Conducting pre-recorded video interviews

Trying to schedule face-to-face interviews can be challenging but simply resorting to conference calls will do little to help alleviate time-constraints.

As an alternative option, you could try video interviewing, offering the candidate the opportunity to prerecord their answers to your questions in their own time. This will help to take the time pressure off both parties and allow the candidate a little more breathing space to consider their responses.

If face-to-face interviews are then conducted with a shortlist of candidates, you could try implementing a scheduling tool to allow the candidate to choose a time that best suits them out of a set of available options, saving a lot back and forth between the two of you.

3. Automating candidate verification

Of course, we may be a little biased on this one but we're big advocates for making sure background, reference and ID checks are done well.

Technology can help here but only if you can trust that it will provide the security, timeliness and insights you need. Otherwise, you are simply taking an old process and putting it online, without improving it.

Make sure the platforms you are using to verify candidates’ claims provide the right level of insight, offer a great experience for everyone involved, will actually speed up the process for you (and not just take it off your hands) and can be trusted with your data.

4. Personalising the onboarding experience

It's important to be able to offer a personalised experience for our new hires and simply implementing automated emails (while a good step in the right direction) might not make them feel like you are as invested in them as they are in you.

Applicant Tracking Solutions, such as SnapHire, help you to take your candidate through the recruitment journey with a tailored experience that is not just specific to the role but also to their own preferences.

“Automated onboarding is all about making your recruitment journey seamless, faster and easier. You'll avoid time-consuming rekeying of data and paper archival while giving you a way to compliantly capture all data and integrate it into your back-end systems and reporting tools. You’ll save time, your onboarding processes will be agile and efficient and you’ll be able to secure new employees faster — which is ultimately, the result you’re after.” - Richard Barry, CEO Aotal Limited

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Xref is a secure, mobile-friendly reference checking platform that significantly reduces time-to-hire and helps protect against candidate fraud.

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