5 tips for speeding up your recruiting in 2017
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5 Tips for Speeding Up Your Recruiting in 2017
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Ji-A MinHead Data Scientist at Ideal
Ji-A helped build Ideal’s recruitment automation software. Her backgroun in recruiting includes a
Master's in Industrial-Organizational Psychology and her expertise in data-driven recruitment, AI for
recruiting, and HR tech has been published on ERE, SHRM, Recruiter.com, and HRZone.
John DawsonRegional Sales Manager at Xref
John is one of the founding members of Xref North America. His extensive experience supporting recruitment functions both as
an external consultant and internal Talent Acquisition Lead have allowed him to gain a significant amount of knowledge about talent best practices. John thoroughly understands the core
metrics that a company should be aware of to run a successful talent acquisition practice and is confident that Xref will alleviate
many of those talent pains!
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Ideal builds recruitment automation software for talent acquisition.
Ideal’s artificial intelligence (AI) automates repetitive, administrative tasks by instantly screening and shortlisting new candidates, uncovering strong past
candidates who are a great fit for a new role, and initiating candidate contact.
Companies use Ideal to sift through the resume noise and instantly identify who to interview, all within their existing ATS. Learn more at www.ideal.com.
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Xref automates the candidate referencing process via an easy to use, mobile-ready, fully reportable, cloud-based platform.
Xref addresses one of the biggest pain points in the HR industry - the way candidate reference checks are collected.
Companies use Xref to help combat reference fraud, collect more meaningful referee feedback and leverage insightful analytics.
More information at https://xref.global/ca/
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Hiring is becoming more competitive.
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Source: Statistics Canada
Unemployment rate is down
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Source: Xref Recruitment Index
Turnover rates are rising
84%APPLIEDFOR TWO ORMORE JOBS
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Source: Xref Recruitment Risk Index
Candidate experience is everything
2 in 5CANDIDATES HAVEABANDONEDAN APPLICATION
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Source: LinkedIn Global Recruiting Trends 2017
Increasing hiring volume
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The recruitment cycle will have to be intelligently automated.
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Source: LinkedIn Global Recruiting Trends 2017
● 66% of recruiting teams will remain the same size or shrink
● 77% of talent acquisition leaders are interested in new tech and better tools
Routine, repetitive, and administrative recruiting tasks are becoming automated
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17% of the recruiting budget spent on software
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61% of recruiting can be streamlined or automated
Source: iCIMS 10 Must-Track Metrics in Talent Acquisition
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1.Automate your
job postings
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Automate your job postings (search)
● ATS that automates job postings
● CRM for ongoing communication
● Personalize your automation technology
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2.Automate your
resume screening
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Automate your resume screening
● AI learns which traits, skills, and experience successful employees have
● Auto-screens, grades, and ranks every candidate for that role
● Rediscovers previous candidates in your ATS
● Reduces time to screen by 75% & cost per hire by 71%
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3.Automate your
candidate outreach
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Automate your candidate outreach
● Implement auto-dialers, auto-texts, and auto-emails
● Chatbot for ongoing communication
● Email tracking analytics tool
● Remember the human touch!
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4.Digitalize your interviewing
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Digitalize your interviewing
● auto-schedule interviews with auto-screened candidates ● conduct online interviews in real time or watch
pre-recorded interviews on your own time
● assess candidate’s word choices, emotions, and facial expressions to help predict fit
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5.Digitalize your
reference checking
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Digitalize your reference checking
● Reference checking is still important ● Use automated reference checking
● Use data reporting to recruit top talent
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Best practices for speeding up your recruitment
cycle
What you can do today
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Measure which parts of your recruiting cycle takes up the most time and can be easily automated using software.
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Establish the ROI of automating that step of recruiting by linking it to an important KPI (e.g., time to hire, cost per hire, quality of hire).
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Make sure the software is easy to use and implement: ● integrates well with your existing
recruiting stack● doesn’t add time or effort to your
existing workflow or the candidate workflow
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