Needless to say, as companies across all industries rely more on data, the same thing has happened for recruiting tech candidates. The more data we are able to collect, the simpler the recruitment process becomes.
Data is the key to streamlining our tech recruitment process. It offers valuable insights and can make each stage easier from the initial candidate screening to leadership agreements and even onboarding. Using recruitment software is the perfect way to manage each step of the candidate’s progress. Online testing can be used to verify candidates’ skills while the results are displayed in a visual way to make it clearer on those who meet the requirements. It can even analyze backgrounds and qualifications far quicker than we would be able to do.
Let’s look at all the data available to us and how it can streamline your tech recruitment process.
Use the Data on a Resumé to Speed Up Recruitment
Regardless of how many resumés you receive, it is going to take time to filter out all of the qualifying candidates. Approximately 89% of candidates will drop out during the recruitment process because screening takes too long. This is giving your rivals a huge advantage. By using recruitment software, you can screen hundreds of applications and be left with only the ones who match your needs.
Commitment to a Company
Tech hires need to bring value to the company, so it is essential that you determine whether they are going to be a good investment. Look for candidates who have a history of staying with a company for at least two years as this shows their loyalty to a company. Those that hop from one job to another shouldn’t be dismissed, but you will need to look closer at other qualities.
Getting the Right Culture Fit
After skills and qualifications (but no less important) you need to learn whether your candidates will work well with the existing team and office environment. This has to be considered for both on-site roles and remote workers. Those that are happy in their working environment will remain with a company for longer. Data should be collected based on questions like “What is the biggest problem in the workplace today?” and “What motivates you about going to work?”. When you compare this data, you will see which candidates are going to fit in with the culture of your office.
AI is able to take over many of the repetitive jobs that are involved in the recruitment process. As well as screening applicant’s AI can also collect data from social media platforms to get a complete overview of a candidate. Automated scheduling and pre-recorded video interviews are just two examples of using AI to automate recruitment processes making the time to hire much shorter. Not to mention the improvements in the candidate experience when processes are automated.
Store your Data in One Place
Remember when you used to make notes on a resumé during the interview? The next person to read the resumé can’t understand your handwriting or the resumé gets lost. There might be more than one person doing the interviews and assessments are then bias. Recruitment software is one tool where all data can be stored and tracked. All of the people who are part of the recruitment process can access the same data and there is a lot less chance of mistakes being made.
While there is no time to waste, we still can’t risk rushing the process and making a costly error in hiring the wrong person. There really is too much data involved for humans to be able to successfully complete the recruitment process in a timely manner. For this reason, streamlining your process with the use of recruitment software enables you to get the best candidates through your door in the fastest, most professional way possible.