How To Road Test Your Hiring Plan For 2019
With the dawn of the new year, companies everywhere have started to renew and redesign their hiring plans. This doesn’t just include a thorough assessment of their existing talent acquisition team’s productivity, but also involves finding judicious ways to plug recruitment gaps and meet performance targets. In order to do so, organizations tend to map out the exact number of recruiters that they would need at each level, to quickly push through their employment agenda. However, uncovering the perfect recruiter balance is not the sole determiner of a successful hiring drive. There still remain a wide variety of other recruiting challenges to solve in 2019.
There’s no doubt that recruiters influence candidate experience. As the first point of contact for candidates who respond to a job listing, recruiters can make or break the experience. The perception and reaction candidates have of recruiters go a long way in determining the quality of the company’s future applicants, referrals and hires.
To generate a good candidate experience, focus on the efficiency of activities like scheduling interviews, running candidate surveys, acquiring feedback, rescheduling with minimal fuss and simply following up. Done manually, these tasks require a massive investment of time and human energy. Technology solutions such as AI-based recruiting tools can bridge the gap and allow human recruiters to focus their energies where they’ll yield the greatest returns.
One of the greatest recruiting challenges to solve in 2019 is to find out how many recruiting coordinators you need to support your proposed hiring plan. For recruiters to make a positive impact on candidate experience, it is paramount that they’re able to collaborate with coordinators who can help progress the hiring roadmap.
But with a job profile that includes orienting candidates and measuring interview satisfaction to reducing voluntary dropout rate and managing logistics, the sheer amount of financial resources that this additional layer of coordinators requires can be prohibitive.
Sourcing is crucial in its own right, but it’s also an effective way to conduct specialized talent hunts for recruiting candidates who are adequately equipped to handle niche sectors and segments that your organization caters to. However, when done manually, it is an exceedingly time-consuming process. Automation is vital.
Instead of a team dedicated to manually floating through the different sourcing channels (email, ATS, LinkedIn), consider a solution that allows recruiters to seamlessly integrate with these channels to populate a candidate list within the hiring environment.
What’s the solution?
If it looks like you might be grappling with these recruiting challenges and more in 2019, My Ally can prove to be a valuable addition to your team. Powered by the AI-enabled assistant Alex, our technology not only removes multiple operational bottlenecks, but quickly and seamlessly simplifies the hiring process. Some of these advantages include:
- Returning 20% or more time to recruiters by completely automating tasks like interview scheduling, conference room booking, and initiating candidate outreach and follow-ups
- Saving costs by limiting the need to hire additional resources or outsource tasks to staffing agencies
- Providing valuable insights into recruiter performance via our metrics-driven dashboard, including reschedule breakdown, total interviews scheduled by type and stage, and individual time to hire
- Leveraging natural language processing to pick up speech patterns, industry terminology and linguistic components that drive human communication in order to create a user-friendly experience
- Functioning without fatigue at a consistent 100% error-free rate, all while scaling to any hiring volume
With each passing year, hiring plans need to become more methodical, organized and systematic. Adding AI technology to this mix helps achieve those objectives while still enabling recruiters to remain creative and focused on nurturing candidate relationships. The end result isn’t simply a better candidate experience, but streamlined operations and an easier time meeting hiring goals. After all, recruitment isn’t just about tackling or influencing the present, but anticipating and inspiring the future.