ai-in-hr-myths

AI in HR – Myths and Misconceptions

ai in hr myths

Artificial Intelligence(AI) is creating ripples in the recruitment industry. At a time when talent is scarce, AI can enable organisations to fulfil their talent needs. However, despite being around for the last 60 years, organisations are yet to embrace AI with open arms. It is partly due to the myths and misconceptions that float around.

A general lack of understanding and unjustifiable fears have raised questions in the minds of people. Another challenge is that people take time to adjust to new products and tools. They are uncomfortable in stepping out of their comfort zones.

However, such misconceptions are only preventing organisations from achieving their full potential. When used in the right way, AI in recruiting can deliver exceptional results.

Let’s look at the most common myths surrounding AI in HR and try to debunk them.

Myth 1: Deep Learning (DL) = Machine Learning(ML) = Artificial Intelligence(AI)

Truth: The goal of AI research has generally been to mimic human intelligence in all aspects. In reality, this is not what the world needs. Industries need machines to support humans in making faster decisions and deliver better value.

Some people use AI, DL and ML interchangeably. Understanding the nuanced differences will empower you to ask the right questions and seek the appropriate answers. 

If we were to represent it visually, AI is a superset of which ML is a subset. Deep learning is a further subset of ML. 

Apart from DL and ML, AI comprises much more. The goal of AI is to emulate the most significant functions of the human brain,  which includes natural language processing, creativity, autonomous learning among other functions. 

ML is a subset of AI that deals with detecting patterns from data  The field generally uses maths and algorithms to recognise these patterns from a training data set. The design of this algorithm enables the program to make predictions and determinations without the programmer having to code an exact method in which the solution should be arrived at. 

Finally, DL is a  specific class of machine learning algorithms. It is a type of Neural Network Algorithm. An interesting fact is that the “Deep” in DL does not refer to a depth of understanding. It rather refers to a technical concept that there are more “layers” in the network that are used.  With the increasing computational power in the last decade, DL has proved incredibly powerful in several problems that were previously considered unsolvable including image recognition and natural language processing. And this progress has been one of the prime drivers for the increased interest in AI. However, it’s important to note that while it’s extremely powerful, it is not the best solution in all cases. More on this later. 

Myth 2: Today’s AI algorithms learn from any interaction you have with them.

Truth: Another myth that often comes up is that people equate AI algorithms with general Artificial Intelligence. In other words, since the system is “intelligent”, it should be able to understand this and this. 

It is important to understand that, at latest as of today, an AI system is built to solve a particular problem. Engineers use historical data to train or create the model and solve a specific problem. When the system is to be used for solving another problem, the engineers have to go back to the drawing board and do additional work to make the system capable of solving another problem. 

Moreover, most of the data that goes into the system has a lot of noise which needs cleaning. Data scientists spend 80% of their time cleaning this data. 

In summary, there is typically a lot of effort that goes into a system being able to learn from different interactions of the user.

Myth 3: The build of neural networks is exactly like the human brain

Truth: Here is one of the most common myths that has given base to several conjectures and theories about how AI-powered HR systems can be virtual recruiters. It has led to warped expectations and fears in the community of recruiters.

In general, computer scientists like to take their inspirations from the human brain. After all, it is the most powerful network comprising of billions of neurons and synaptic interconnections. 

Scientists use the human brain as an ideal model to make efficient computers. For instance, they have taken the concepts of long term and short-term memory from the brain to build faster and better machines. 

The basic structure of the neural network is the same as that of the human brain. However, the similarity ends there. The human mind and neural activity are far more complex to be emulated. Scientists know that the neural networks we use today have much fewer connections than an average human brain.

Myth 4: You need a large amount of data for AI

Truth: A common question that precedes the effectiveness of an AI application is this – Does it use a large enough data set to learn? It is a general perception that more is better.

While it is true that you need some data to enable machine learning, you don’t need excessive data sets. Your problem statement and the solution will define the amount of data that you need. Moreover, you can be creative and evade the need for a large data set. For instance, impress.ai can learn a data set that has as few as 10-20 points.  

Transfer learning is a concept that enables the system to learn from one domain and use that information in another one. When used in designing an AI application, it results in two main outputs. Firstly, you don’t have to start from zero. Secondly, you don’t have to worry if there is a limitation on the data set. 

Similarly, there are other tricks like simulations and inference systems that allow the systems to enhance their knowledge with limited data.

Myth 5: AI is a black box that automatically gives insights

Truth: Hollywood movies are partly to blame for the prevalent fear of intelligent machines taking on the human population. The creators of the applications are unable to understand what’s going on inside the “brains” of these machines. Computer science terms such programs, where we don’t know what’s happening inside, as the black box. It creates an environment of mistrust.

The truth is that even in traditional black box programs, there are still ways in which the working of the system can be understood. . Moreover, all machine learning algorithms are not black-box systems. Some algorithms reveal clearly why a particular conclusion was reached. 

Myth 6: “State-of-the-art” AI is all about Deep Learning

Truth: DL is a particular type of AI algorithm and people have come to believe that it is the best solution to their problem. However, it is your problem that defines the best application. 

While it is true that DL gives outstanding results, but it may not be the best option. Deep neural networks may be slow and less efficient for you. In certain situations, a deep learning model may not work at all. The best solution is to leave it to the experts to decide the most effective model for your problem.

There is also a common understanding that AI systems are useful only when they use deep learning algorithms. However, did you know that the most revolutionary innovations by giants such as Google, Amazon, Facebook etc. do not use DL? Their power comes from the way they have deployed their algorithms.

Myth 7: AI will take over your jobs

Truth: People have always taken technology with a pinch of salt for fear of losing jobs. In reality, technology has allowed humans to automate manual and human-intensive tasks. By doing so, it has empowered us to do more meaningful jobs and set better goals for ourselves.

A better approach to look at AI is to understand how it can enhance your output and productivity. When used in HR, AI allows you to work with tools that are better than ATS and spreadsheets. It helps you to be more productive and enables you to focus on other strategic aspects of your job. 

Impress.ai – AI-powered chatbots for recruiters

Impress.ai is a platform that uses AI to transform your hiring process. By taking over the manual tasks, it allows you to focus on higher-value tasks. The conversational bots can deliver multiple benefits, all in a single platform – engage, screen, evaluate and shortlist candidates. 

The bot aims to minimise human effort and takes only one day for deployment. The platform takes as less as 10-20 ratings to learn and aligns quickly with your organisational objectives. Moreover, it can easily integrate with other third-party platforms to offer a seamless experience to the users. 

It is a platform that empowers your organisation to hire qualified candidates at a much faster rate. On an individual level, it allows you to set better targets for yourself and supports you to achieve them. Request a demo to learn more about our artificial intelligence recruitment software.

fair hiring practices

5 Steps to Ensure Fair Hiring Practices at Your Organisation

fair hiring practices

For any organisation, recruitment is not just about onboarding the right talent. It is also about hiring employees who fit into the organisational culture. Only then can you expect the employees to contribute more meaningfully and expect a long-term association with them. 

One way to achieve this is by following fair hiring practices. As you follow a code of ethics and the labor laws, you will not only hire more responsibly. You will also build an ecosystem that has trust and faith as its foundation. 

Moreover, fair hiring decisions can help in building a solid reputation. When the talent knows that your organisation hires for merit, they will be keener to pursue jobs with you. Not to forget, you will save your organisation from an undesirable reputation.

Why does fair hiring matter?

To answer this question, let’s look at a few facts.

  • 61% of employees in the US have faced workplace discrimination.
  • This ratio is to the tune of 55% in the UK, 43% in France and 37% in Germany.
  • Linkedin found that recruiters are 13% less likely to click on a female’s profile when they are looking for candidates.
  • Harvard Business Review found that discrimination against minorities hasn’t declined in the last 25 years.

Discrimination comes in the way of qualified candidates from getting a job they deserve. It not only leaves a sour taste but also discourages them from applying in the future. In the current scenario of talent scarcity, organisations want to avoid it at all costs. 

Fair hiring practices can also protect your organisations from expensive lawsuits. Above all, organisations should follow fair hiring because it is the right thing to do. It can give a boost to the employer brand like nothing else.

How can you and your team of recruiters ensure fair hiring in your organisation?

Here’s the thing about hiring discrimination. Even if you have the best intention to hire for merit, you may not know that you are biased. One way is to learn to identify these blind areas. However, you can also adopt a few practices to ensure fair hiring.

Let’s look at 5 steps to ensure fair hiring in detail.


1. Standardise interview process

You cannot be present in every interview to ensure that it is fair to the candidates. There could be multiple recruiters and hiring managers that make it challenging. A better way is to level the playing field.

One way to do this is by asking the same set of questions to every candidate who applies to a role. More often than not, the interview discussions are unstructured. The interviewers decide the course of the conversation during the interview. They may be hard on a few candidates and soft on the others.

When you give them a framework with the same set of questions, there is no way but to give everyone an equal chance. With the responses, the hiring panel can decide who is a more deserving candidate.


2. Blind / Anonymous hiring

The governments of France and the Netherlands conducted studies to understand the impact of anonymous hiring. They found that it benefits women and minorities. It happens because of the unconscious bias of recruiters and hiring managers. They tend to make opinions and beliefs based on their experiences and societal perceptions.

They tend to favour candidates with similar characteristics as themselves. On the other hand, they tend to reject who do not fit into their idea of the right candidate.

Blind hiring enables you to hire without these prejudices as all the demographic details get hidden. In the absence of such information, you can make decisions based on the qualification of the candidate.

Impress offers an AI-powered tool that enables anonymous hiring. It blinds all the biasing information from the resumes and empowers the recruiters to follow a fair hiring practice.

The platform evaluates candidates, ranks them and scores them for the benefit of the hiring team. You can look at the result and interview the most qualified candidates. Thus, you can ensure that you hire irrespective of the background, gender, ethnicity or race.


3. Value-based recruitment

Employees who do not align with the values of your organisation may lose their morale and productivity. As their motivation to work will get impacted, they will start looking for other job options. 

To resolve this, you need to find better alignment. You need to evaluate the beliefs of the candidates vis-a-vis the values of your organisation.

Also known as value-based recruitment, it focuses more on the mission and values of the organisation. It starts by identifying these values that matter the most to your organisation.

The next step is to translate these values into behaviours. The interviewers can evaluate the candidates based on these responses. They need to ask questions to see a display of these values during the interview. 


4. Skills and competency assessments

More often than not, interviewers make hiring decisions on their gut feeling. As this happens, the quality of talent gets compromised. Moreover, it blocks fair hiring practices in your organisation.

A better way to ensure that all the candidates get a fair chance is by evaluating their skills and competencies. You can start by identifying a list of abilities that will make an employee successful in a role. 

The next step is to design a framework of psychometric evaluations, assessments and other tests to hire the best candidate.

As you do this, you may feel you are burdening your team with the manual task of administering these tests. You can simplify this by integrating all the evaluations on one common platform to make the process more productive. As you do this, your users will also enjoy a more seamless process.

Impress offers an AI-driven tool that integrates with all major third-party assessment platforms to enhance the hiring output and experience.

5. Diverse hiring panels

In these rapidly-changing times, you cannot only hire candidates for the skills they possess today. Instead, you need to hire for potential. It will ensure that they are flexible and can take on challenging roles in the future.

You can achieve it by establishing diverse hiring panels. It means forming interview panels from across the board. You can include people from other teams, women and other minorities. With such boards, you can give all the candidates a fair chance. You will see an influx of diverse employees who find support from a diverse panel.

Moreover, when a diverse team makes a decision, you can rest assured that gut feel had no play in the hiring process.

Conclusion

When you follow fair hiring practices, you will be hitting not two but multiple birds with one stone. It will strengthen your employer branding and build a diverse workforce. Above all, such practices will ensure long-term organisational success.

fair hiring - impress.ai


candidate engagement

Candidate Engagement –Why is it important?

With a tight labour market, the balance of power has shifted from organisations to talented candidates. Recruiters will agree that it is not tough to discover the right talent. The real challenge is in drawing the interest and time from these applicants. In the current scenario, candidate engagement is that magic word which can turn things around.

What is candidate engagement?

If there is one thing that all recruiters will agree upon, it is that recruitment depends a lot on relationships. As the connection between a candidate and the recruiter strengthens, it becomes easier to hire and onboard.

Candidate engagement is the process through which recruiters can initiate and nurture these relationships. It is what prevents promising candidates from dropping out of the hiring process.

Candidate engagement is not about sending a one-off text message to the applicant. It is about being consistent in your interaction with the candidates. 

Is candidate engagement the same as candidate experience?

Although it may seem similar, engagement is a small part of the experience. Candidate engagement is how you interact with the applicants. On the other hand, the experience is how they feel about the hiring process as a whole.

Why does candidate engagement matter?

Gallup found in a survey that 51% of the talent pool is looking for a new job. In this scenario, the opportunity to hire new employees is enormous. However, the window is short as most talented candidates stay in the market for 10 days.

The traditional way of sourcing is not always the best way to tap this talent pool. If the recruiters have to source from square one, it slows them down. 

Besides, engagement drives a good candidate experience. 22% of the candidates say they will inform their circle if the hiring process wasn’t satisfactory. It is the last thing that organisations want – undesirable publicity.

A more successful method is when recruiters identify the right talent and initiate an engagement process. As they build a one-on-one connection with these candidates, they develop a talent pipeline. It becomes easier to hire them when the time comes.

Apart from this, it sets apart the organisation as an employer that invests deeply in finding the right talent. It helps the organisation in creating a proactive recruitment model instead of a reactive one. As it does so, it can hire on time and win competitive advantage.

What is the best strategy for successful candidate engagement?

A successful candidate strategy is the one that fosters continuous interaction with the candidates. It doesn’t imply calling the candidates daily. Instead, it means using a variety of ways to engage with the talent at all the right times.

Recruiters are an essential part of this strategy. They can contribute by becoming the gate-keepers of the plan and streamlining it. They can also add value by dividing the candidates into different buckets. It helps in creating more targeted and value-adding touch-points.

Technology is the next resource that organisations can leverage. It allows them to create workflows and automate emails and texts. Moreover, AI-powered tools can help organisations in understanding candidate behaviours. It can also help in pulling new and passive candidates.

Finally, organisations need to design a process with the end goal in mind. For instance, the purpose could be to engage the qualified candidates who have applied in the past. Organisations can send them newsletters or thought leadership blogs to stay in touch. Recruiters can automate and send emails for new job openings. Such emails will allow them the chance to apply again. It can significantly reduce the sourcing effort and accelerate hiring.

What are the best practices for candidate engagement?

Invest in your careers website

For most candidates, your careers page is the first touch-point. In fact, 53% of them will first visit the page before they apply. It is where they go to seek information and know more about the company. There are multiple ways to leverage it to excite the applicants for a possible career with you.

If you haven’t worked on it for a long time, it may time to revamp it. Use videos to show the company culture and the working environment. If possible, throw light on some exciting projects that are happening currently.

You can also have a feature on your current employees. The first step would be to interview your employees and ask the best part about working with your organisation. You can also shoot a day in office in their lives. As you do it, you give a preview to the candidates about how life will look like, in your company.

Use social media

In today’s digital world, if you are not on social media, you could be losing a huge opportunity. These channels can become a great platform to build your brand and engage talented candidates.

The talent pool in the market consists of both active as well as passive candidates. You can publish the current job openings to attract the applicants looking for a job. However, you will need to do more to engage with passive candidates. 

Your content strategy should be around showcasing your organisation as an ideal place to work. You can share thought leadership blogs or insightful videos to engage with this section of candidates.

Use AI

AI is that reliable friend that can engage potential employees in your absence. Not only can it provide all the right information, but it can also evaluate them for the current openings.

Firstly, an AI-powered chatbot on the careers page can engage the visitors. After understanding if the visitor is a potential candidate, it can show the current job openings as per their interest.

Secondly, the chatbot can mimic human conversations and answer their queries. It can handle a variety of questions related to culture, perks and benefits, job description etc. 

If the candidates are interested in applying to a job, AI-powered chatbot can help them in completing their application. It can also tell them if they have missed any piece of information.

The chatbot offered by Impress does all this and more. It can conduct the first round of the interview and give them scores. The recruiters can look at the results and take it ahead from there.

Share status updates

Candidates find it disappointing when they apply for a job position and don’t hear from the organisation. They would like to know if the organisation received their application and considered it for the job position.

Companies can tackle this easily by automating status updates. By sending an automated email and text after the candidate applies, organisations can solve a significant part of the problem. 

As the process advances, organisations can send similar updates to keep the engagement high. If the candidate is unable to make it to the next round, it will do more good to send communication about it. You don’t have to mention the reason or detailed feedback. It will suffice to say that the organisation won’t be able to move ahead with the application. However, they are welcome to apply again in the future.

The most critical point here to personalise these emails. You can use AI for this purpose. The tool offered by Impress allows the recruiters to send such status emails.

Communicate a clear hiring timeline

Changing a job and picking an organisation is a crucial decision for the candidates. When they are in the market, they are good chances that they are interviewing at other places. 

They will appreciate it if you can share a hiring timeline with them. Tell the candidates if they should expect any personality or aptitude tests. Also, inform them about the number of interview rounds that are likely to happen. It is easy to send out this email when they reach a significant stage in your recruitment process.

As they will remain informed, they won’t feel lost during the interview process. 

Automated interview scheduling

When the recruiters have to call and schedule the interviews, the process becomes ineffective. Firstly, it becomes an operational task with many chances of error. Secondly, rescheduling takes a lot of effort.

The tool offered by Impress allows the candidates to schedule their interviews as per their convenience. They can see the available interview slots and select a suitable time. The tool integrates with the calendar of the recruiters and hiring managers for a streamlined process.

When the control is with the candidates, they will be better engaged.

One to one conversation

When the candidates reach an advanced level in the interview process, it is time for more personal conversations. It is when recruiters need to step in and engage the candidates with one to one emails, texts and phone calls.

In some organisations, it may require making a tactical or mindset change. However, personalised communication can make a whole lot of difference. As the interaction becomes frequent, the candidates will know that the organisation is keen on hiring them. 

Moreover, it gives recruiters a chance to understand if they are interviewing elsewhere. It will allow them to move quickly and make an offer at the right time.

Final Words

In today’s time of talent war, organisations need to put themselves out there. Candidate engagement is the key to ensuring that candidates choose you above the others.

automate low-value tasks

Recruiters are all-in to automate low-value tasks

automate low-value tasks

In the last couple of years, recruiters have gained a prominent position at organisations. A lack of qualified candidates in the market and the need to hire better talent has propelled them to this stature. Everyone, from the CHROs to the hiring managers, want recruiters to work at lightning speed. However, several low-value tasks slow them down. These are the operational and repetitive tasks that are essential to the hiring process. In this digital age, it is a necessity to automate low-value tasks like these so that recruiters can contribute more to their organisations.

When these duties are taken care of, they can build better relationships with the hiring managers. With a deeper understanding of the roles and organisational strategies, they can deliver better results. With a better focus on high-value tasks, recruiters will be more engaged. They will be happier doing what they love the most.

Why automate low-value tasks?

In the corporate world, time is of the essence. There is a race to offer new and better products and services to the clients. However, the most crucial resource to make this possible are qualified employees. Talent crunch is so acute that it features in the top priorities of CXO level meetings

Automating low-value tasks can enhance the efficiency of recruitment for organisational success. Apart from boosting the speed, automation allows the organisations to reap the benefits of the real value of recruiters. They are the experts in their fields who know where the talent resides. They know how to engage passive candidates and get them interested in job openings. They also know the tricks of converting an offer.

In short, they have a magic touch that can elevate the hiring of any organisation. With the automation of low-value tasks, they get more bandwidth to focus on what really matters.

Which automation tools and solutions can you use for recruitment?

Here is a list of essential but low-value tasks that slow down the hiring process. Organisations can automate them to enhance their talent quotient.

Growing the candidate pool

The hiring efficiency increases by manifold when there is a large and qualified candidate pool. It allows the recruiters and hiring managers to hire from the best and also understand the market. Moreover, it also allows them to create a pipeline if the first offer gets rejected or for future job openings. 

As crucial as it is to expand the candidate pool, it is also essential to keep it relevant. Incorrect sourcing results in unfruitful interviews. Apart from wasting everyone’s time, it can also leave a sour taste with the candidate. They may not be keen on exploring future positions with you. 

A job discovery bot is the latest and the most efficient source for growing the candidate pool. It engages the visitors who land on the organisation’s website to check out some information. They may not be necessarily looking for jobs. The bot has a conversation with them and evaluates if they are possible applicants and suggests relevant job openings based on their profile. This is an upcoming feature from Impress. You can schedule a call with us to learn more about this.

Screening applicants

Technology has made it easier and less expensive for job applicants to apply. As a result, candidates often send their resumes even when their profiles do not match the roles. 

Most recruiters manually go through these resumes and maintain the records in their excel sheets. They call up the candidates to understand their interests before calling them for the interview. Although a necessary part of the interview process, these steps slow them down. 

AI-powered screening tools make shortlisting a whole lot easier for the recruiters. These tools can identify the most suitable candidates from a pool and also rank them.

Recruitment chatbots can particularly add more value. Their power lies in the fact that they can interview candidates. Based on deep learning algorithms, they can mimic human conversations. They can resolve candidate queries and also assess their qualification for the open roles. These chatbots can also ask the candidates to provide any missing information and complete their application.

The most significant advantage is that these tools can simultaneously engage tens of candidates. As they do so, the screening time gets reduced considerably.

The recruiters can look at the final results and directly move to the interview stage. Impress brings a screening tool that delivers all these benefits and many more. 

Scheduling interviews

Co-ordinating the interviews between hiring managers and candidates can be a tiresome process. It is an unproductive task that prevents the recruiters from giving time to more value-adding duties.

One can imagine the time and effort it can take during high-volume recruitment scenarios. Last-minute rescheduling and interview dropouts further add to unproductive hours. Organisations can automate low-value tasks like this to optimise their recruitment process. 

AI-powered tool by Impress allows hassle-free interview scheduling. It enables the qualified candidates to select the interview slots as per their convenience. As they do so, it reflects in the recruiters’ calendars, and they can take it forward from there. 

Sharing status updates

If you ask the applicants, most of them will have a bone to pick with the recruiters. They will tell you how they don’t get to know about their application status. 

Sharing status updates are necessary to keep the candidates engaged. It starts from the time when they apply for a job opening. An acknowledgement mail that the organisation has received their application can go a long way in keeping them interested. 

Some applicants also complain they never hear from the company after appearing for an interview. They would prefer to know if the applications are going to be taken forward to the next stage or not. LinkedIn found in a survey that 94% of candidates would like to know their interview feedback. It gives them better control over their professional decisions. As they are in the market, they could be interviewing at other companies.

Recruiters do not have the bandwidth to send such updates to the applicants. Even if they want to follow a process, it may sometimes fall through the cracks. Automated systems like the Impress platform can free them from such low-value tasks while also strengthening the hiring process.

Offer management

Negotiating offers and convincing the candidates is perhaps one of the toughest jobs of recruiters. Sometimes, it also takes a bit of to-and-fro to get the offer accepted. When it is not automated, recruiters have to design the salary structures in excel sheets.

 It is also a stage when the documents keep piling at the recruiters’ ends. From salary slips, previous offer letters and medical tests etc. the files can become thick. Not to mention, due to the confidentiality of these documents, recruiters have to be extra careful with them. 

Also, manual signing off of the letters by the designated authorities slow down the process. 

When organisations automate low-value tasks through offer management, they enhance their hiring processes by manifold. It allows the recruiters to key in a few details to generate salary structures and offer letters. The workflow instantly transfers the offer to the right person’s inbox for approvals. 

The candidates can share their classified documents on a safe system where they can also view their digitally-signed letters. 

Onboarding

Integrating the new employees in the system is the final part of the hiring process. However, it is also a crucial time. Their onboarding experience can make or break their relationship with the organisation. With a streamlined onboarding, the new employees can access the right tools and information for immediate productivity. 

When onboarding is not automated, recruiters have to co-ordinate manually with other teams. Apart from being a time-consuming activity, it becomes prone to human-errors. The result is an inconsistent process.

Automated onboarding relieves the recruiters of several operational tasks. Moreover, it ensures a consistent experience for all the employees. When they receive a welcome where everything is right, the organisation can experience better retention.

Final words

Organisations can achieve higher efficiency and reduced costs when they automate low-value tasks. As the hiring process gets more streamlined, the recruiters can focus on more productive duties. Apart from contributing better to their organisations, they can also find more meaning in their jobs.

lean recruitment

What is lean recruitment and how can you do it?

lean recruitment

Recruitment is the foundation for organizational success. With the right talent, companies can achieve their goals and much more. It is for this reason that hiring talented employees is a top priority for the CEOs. While businesses have a high dependency on recruitment functions, the methods do not always support better speed and efficiency. Manual and operational tasks often slow down the recruiters. By adopting lean recruitment, recruiters can streamline their processes and ensure higher productivity. 

What is lean recruitment?

The origin of lean recruitment lies in lean manufacturing processes. Large production units require accurate inventory management to manage seasonal demands. They need to have just enough to avoid excesses and reduce expenses.

Apart from cutting costs, they have a high focus on reducing waste. In their context, waste refers to that part of the process that reduces efficiency. 

Lean recruitment uses similar principles to deliver better results with fewer resources. It is a method of continuous improvement where the recruiters implement changes to achieve higher efficiency. It is proactive recruitment, and the recruiters work to build a talent pipeline to fulfil future demands.

Most recruitment departments adopt a reactive strategy. They act after they receive the openings from the hiring managers. The process of sourcing, shortlisting and interviewing can take months. With lean recruitment, talent is readily available to execute new business strategies.

What is the foundation of lean?

Toyota developed a lean production system that focuses on minimising waste while maximising productivity. Many other organisations have implemented and benefitted from their principles.

In essence, it means automating the low-value tasks so that the employees can focus on more productive and strategic duties. When applied in recruitment, it allows the recruiters to contribute to high-value jobs. It could mean more conversations with the hiring managers, building a better pipeline of passive candidates or a deeper involvement in capacity-planning.

What is the need for lean recruitment?

Hiring the right talent at the right time is not just necessary for business operations. It is also vital to maintain the right ecosystem where the employees are not overworked. When the resources are less, the same number of employees have to deliver more. Apart from this, there is also an opportunity cost in terms of lost work.

However, the current recruitment system fails to hire qualified talent timely. The process typically involves the hiring managers stating the requirements to the recruiters. Then begins, the workflow, which consists of taking approvals, and inviting applications. The time taken for screening, interviewing, and serving notice period can be a long one. It can take a few months to get the new hire on board.

A lean recruitment process can forecast the demands and facilitates a closer partnership between HR and the businesses. It is faster and is more efficient in hiring the right talent. As the new employees join timely, the businesses are also more productive and profitable.

What are the best practices to make your recruitment process lean?

It may not be possible to remove the inconsistencies in your recruitment process right away. It may take a few iterations to achieve the optimum level of lean. However, you can start by automating the process wherever you can. 

As the workload of your recruiters will reduce, they will have more bandwidth to focus on high-value tasks.

Here is how you can start. When you complete one iteration, you can begin the process again to identify waste and work towards reducing it.

Know the waste 

The first step is to evaluate the hiring process critically and identify waste. In this context, it could be operational or manual tasks. They take up a significant chunk of recruiters’ time. The recruiting process at any organisation typically has the following activities that slow down the process.

Manual sourcing of candidates or not using the right sourcing ways. For instance, the channels for volume recruitment are different than niche hiring. 

• In the absence of a better method, manual screening can not only slow down the hiring process but also leads to bias and other inconsistencies.

• It takes a lot of to and fro to schedule the interviews if recruiters have to call and set them up.

• Most organisations that have still not automated the dashboards require the recruiters to fill up trackers. This process is not only tedious but also takes a lot of valuable work hours.

• Lastly, manual job offer management is another area that can be automated to make the hiring lean.

Automate to reduce the waste

With automation, organisations can optimise hiring and reduce the workload of their recruiters. When the recruiters have more time to contribute to the strategic aspects of their job, they will feel more engaged and valued.

AI-powered tools take automation a step further and make the process more efficient and productive. For instance, screening software based on AI can identify the most qualified candidates from a large talent pool. Instead of going through every resume manually, the recruiters can look at the final results to take the process further. Since it uses algorithms and a deep-learning model, the tool can also enhance the quality-of-hire.

Impress brings screening software that adds more value to the recruitment process. Apart from identifying talent in a much shorter time, it also engages the candidates from the very beginning. By sharing regular status updates, it ensures that the applicants know whats going on. The chatbot also conducts the first round of discussion with the applicants. As a result, the recruiters can be sure that their interest is real and genuine.

Similarly, job board integration, automating interview scheduling and offer management can result in lean recruitment.

lean recruitment using impress.ai

Encourage the recruiters to add more value

One of the central tenets of lean methodology is respect for people. In traditional recruitment, recruiters have an excessive workload of operational tasks. When the low-value tasks are automated, recruiters can add more meaning to their roles. For instance, they can work on data to identify the best sourcing channels or candidate demographics.

As the recruiters will be able to do what they love, they will be happier. The results will show in their output as they will come up with innovative solutions for better hiring.

Workforce planning

A shift from the traditional model of recruitment will work only when the recruitment function can forecast talent needs. Recruiters can achieve this in multiple ways. 

Firstly, the recruiters need to work closely with the businesses to understand their strategies for growth. If the company is eyeing a larger market share or developing a new product, it will need more resources. If there is a slowdown expected in the coming months, the recruiters can put a brake on actively sourcing candidates.

Secondly, there are a few quarters in which organisations experience higher attrition rates. Typically, these are the months that follow annual promotions and pay-hikes. The recruitment team can analyse the past data to identify such periods and ramp up their work in advance. It will ensure the continuity of work without any loss due to attriting employees.

Finally, organisations can learn more about the engagement of employees to understand their levels of engagement. Disengaged employees are more likely to leave. With the help of advanced tools, this crucial information will be useful in workforce planning.

Engaging passive candidates

Passive candidates are the ones who are not actively looking for jobs. They are happy in their current roles. They constitute more than 70% of the job market. Since they are not in the market, the competition to hire is lesser. 

Recruiters can use professional-networking sites and social media to identify these talented resources. The next step is to start conversations with them. They may not be responsive in the beginning but may warm up after repeated attempts.

There are several ways in which the recruiters can build a better relationship with them. The hiring managers can subsequently call them for discussions as they deem fit. The idea is to have a pipeline ready for the time when the organisation wants to hire. Here are the best tips for hiring passive candidates.

Monitor recruitment metrics

By analysing KPIs, the recruiters can understand the area that needs more focus. For instance, the recruiters could be using ineffective sourcing channels. Or, the onboarding experience could need improvements. It is an essential step for building a lasting relationship with the employees.

With frequent monitoring and reviewing of data, it can result in better processes. As they become more refined, the outcome is lean recruitment.

Final Words

Lean recruitment is a continuous process of improvement. It begins by reviewing the internal processes critically. It entails being proactive for fulfilling future demand. Building a highly-efficient hiring system involves automation to eliminate waste. As it happens gradually, the recruiters feel empowered to add to the organisation’s growth.

resilient recruitment

The Ultimate Guide for Resilient Recruitment Practices

resilient recruitment practices

If COVID 19 has taught us one thing, it is that crisis can come anytime but despite everything, the show must go on. The pandemic has forced organisations to take a step back and deliberate. Organisations are evaluating if they are prepared for another disaster of this magnitude. Recruitment functions were one of the most affected. Apart from being one of the busiest departments, they also involve a lot of human interaction. Some organisations that had resilient recruitment practices faced no disruption. However, most of them had to start at square one.

Organisations that struggled to bounce back had no plan B. They were mostly dependent on people and locations. The efficiency of their processes was as good as the performance of the employees. Resiliency demands organisations to relieve themselves of such dependencies. It can be achieved by creating an automated, presence-less and virtual workplace. Such an environment supports business continuity in all circumstances. Since recruitment is one of the most critical foundations of any organisation, it can expect a total revamp.

Here are the resilient recruitment practices that can minimise hiring disruptions during any crisis.

Practice radical transparency

It holds true for all the departments. When a disaster of this magnitude occurs, there is a lot of information circulating amongst the employees, and most of it is untrue. It creates an atmosphere of tension and uncertainty. 

In such scenarios, the HR leaders need to up their communication game and keep the recruiters informed. They need to notify the recruiters about any strategy changes with regards to hiring. Besides, it is also a time to reach out to their teams as often as they can. 

By being honest and circulating frequent information, the leaders can ensure that the team’s performance is not affected.

To maintain a constant flow of communication, recruitment teams need to design leaderboards, dashboards and invest in information portals. It will automate and simplify the task of spreading the right information to everyone involved. 

Hire for agility

Agility calls for quick adaptation to the changes in one’s surroundings. An agile and resilient recruitment team can make all the difference during difficult times. Such a team is also more efficient when hiring demand surges. 

As you hire recruiters, go beyond the resume and experience. Try to focus on the mindset and attitude of the recruiters. Try to understand how they will respond during challenging times.

Apart from this, organisations also need to foster a culture that supports agility. Having a vision and a future mindset will help them to create a desirable environment. 

Virtual job fairs

Job fairs have become popular in recent times. By attending one such event, recruiters and hiring managers can meet dozens of candidates in a single day. As they interact one-on-one with qualified applicants, they can also understand the talent market. Moreover, it brings the possibility of meeting non-traditional talent with unusual backgrounds. 

For recruiters, it is also a brand awareness exercise. Attending such events allow them to create an impression on job seekers.

When disaster strikes, recruiters may not be able to attend these events. Instead of missing this opportunity, they can attend virtual job expos. These are the online events where the job seekers and recruiters can meet and interact via chatrooms, webinars and emails etc. 

Some of these events are more advanced that require the organisations to set up virtual booths. These are web pages on the company’s website that mimic a booth and has videos and presentations.

By investing in technology, organisations can enjoy the job fairs even when making personal visits is not possible.

Automate screening and shortlisting

With online job boards and job sites, the outreach of openings has already increased. Recruiters of large organisations receive thousands of resumes in a month. When they have to process these resumes manually, the recruitment process slows down. The efficiency goes for a toss and is evident in recruitment metrics.

The problem compounds during challenging times. In such situations, engaging talent and strategising for the future needs may take precedence. Recruiters may want to focus more on the problem in hand.

In such situations, a software tool that automates screening can give them the required bandwidth.

Screening systems can identify talented candidates from a large talent pool. Since these are based on AI, these tools can match resumes with the job descriptions. They can understand patterns and learn to align with the preferences of recruiters. 

Recruitment chatbots go the extra mile and conduct first-level of interviews.

Impress is a highly-competent tool that further ranks the candidates for the greater convenience of recruiters. 

Virtual interviews

Interviews have traditionally been face-to-face interactions. When the candidate is from another city, the general practice is to fly down the applicant for interviews.

However, in the current times of social distancing, the interview process has changed and how. The interviews have moved to the virtual world with video interactions becoming the norm of the day. However, it is a learning curve for everyone involved.

Apart from the technological challenges, there is a mindset change that is required. The hiring managers need to understand the nuances of a video interview. For instance, they may be biased towards a candidate who has a quiet surrounding or has a nice voice. 

In one-way video interviews where the questions are pre-recorded, the recruiters need to prepare a list of thoughtful questions. The answers should not only help them shortlist the candidate for the next round, but also give a glimpse into their personality. 

As remote working will become more acceptable in the corporate world, the need for virtual interviews will increase. Apart from being a cost-effective option, they can also reduce time-to-hire.

Technology for positive candidate experience

Candidates want regular status updates and frequent communication from the organisations. When they are kept in the loop, they feel engaged. With a positive hiring experience, they are also more likely to apply in future. 

In the absence of technology, candidate experience is only as good as the recruiter. More often than not, the job of a recruiter is pretty hectic. From engaging candidates to negotiating offers to building relationships, a lot is going on in their lives. 

When the status updates are automated, it is one huge responsibility taken off their shoulders. Moreover, it ensures that the organisation follows a standard response process. And that too, without any misses.

AI-powered chatbots are extremely useful in enhancing the candidate experience. They can mimic human conversations and provide relevant answers to candidate queries. 

Such technology promises consistent experience across the spectrum.

impress.ai helping in resilient recruitment practices

Automated reference checking

SHRM found in a survey that 92% of organisations conduct background checks. It is done either at the pre-employment or at a later stage. The survey also found that companies value background checks. More so, for technical positions.

Traditionally, reference checking has been a manual and repetitive process for the recruitment teams. The flip side is that the other party can sometimes voluntarily share some information. These messages can create a bias in the minds of the hiring managers. 

Automated reference checking tools can become one of the strong pillars of resilient recruitment practices. They make the process person-independent and add more value to the process of reference checking.

These systems are smart and learn about the candidates from the responses they get. Most of these tools use behavioural science to understand candidate traits. Secondly, they have a large database to compare these traits with other successful people in similar positions. 

Automated onboarding

When onboarding is manual, the recruiters have to intervene to ensure that everything is in place. Right from desk allocation to network accesses to email configuration has to be done manually.

If the recruiter is unable to attend office, all of this goes for a toss. It sours the first-day experience of the employees and can also impact retention.

By automating the onboarding process, organisations can ensure that all the resources are in place. It creates a positive experience for new employees. It also empowers them and shortens their transition time from training to become fully productive.

Automated onboarding consists of having all the resources online. For instance, building online training dockets for new employees is much more useful than classroom orientation sessions.

With stress-free onboarding, the recruiters can also focus on other strategic aspects of their jobs.

Conclusion

Resilient recruitment practices are the way forward. In the new normal, organisations need to empower their teams to ensure business continuity in all circumstances. As remote working will become the new normal, recruiters will also have to change their ways of working.

diverse workforce with blind hiring

How to build a diverse workforce with blind hiring

diverse workforce with blind hiring

Of all the things that organisations do for strengthening recruitment, removing bias is a crucial one. And for a good reason. Firstly, unbiased hiring provides a level field to all the candidates. Secondly, it promotes diversity. As people from different backgrounds join, they bring more values and talent to the organisation. It is a known fact educating the interviewers is not always enough to remove bias. It is where blind hiring can make a difference.

The main problem is that more often than not, this bias is unconscious. Hiring managers are not aware that they are unintentionally favouring a few candidates. It impedes an organisation’s efforts to hire for talent and skill. When bias comes into play, the organisation starts endorsing favouritism. Although it may be unintentional, in these times word travels fast. It is the reason why blind hiring is gaining steam.

What is blind hiring?

Blind hiring is when the demographic details of the candidates are intentionally hidden. These details can be related to age, gender or educational institutes. Hiding religion and socio-economic background can also make a remarkable difference. You can also remove the year of graduation if you want to hire regardless of the years spent in a field.

When all these items are hidden, what is left is the information about the work experience. It is a way to ensure that an organisation hires for capability and talent. 

When organisations practise this, interviews start on a clean slate. There are no preconceived notions or apprehensions. In their absence, the hiring managers may be willing to give a fair chance to all the applicants. On the other hand, they can reject a few due to their unconscious bias.

We are living in times when discriminatory behaviour is creating ripples across the world. Blind hiring is part of this larger change that aims at minimising bias in the workplace. Furthermore, it encourages hiring managers to be more objective while making recruitment decisions. When they don’t know about the backgrounds, they tend to focus more on the capabilities of the candidate. 

What causes unconscious bias?

Our brain is capable of matching patterns. However, this pattern matching does not always give accurate results. Let’s look at an example to understand this better. 

Do you think the birthplace can make any difference while selecting candidates? Most of you would say no. What if you had an unpleasant experience in that city in the past? You may want to refute any connection, but your brain will not. It will coax you into believing that something is wrong with that CV. You may reject the person without giving the candidate a fair chance.

It is these connections that lead the hiring managers to favour some resumes and discard the others.

How can you bring blind hiring into practice?

It is a common belief that screening is the best stage to implement blind hiring methods. However, you can go all-in and make the entire process blind.

As you start, you may find it to be a bit complex and also face resistance. However, this is just an initial hesitation. It is common when people have to do something out of their comfort zones. Once they see the value in this method, you can expect a higher rate of acceptance.

Start with the job descriptions

When you want to hire a diverse workforce, you may want to tweak your job descriptions. Look for any gender-favouring terms that may discourage women or men from applying.


At times, the job descriptions use pronouns such as he/she in the details. It may inhibit the purpose of attracting diverse candidates. Moreover, certain words relate more to males, such as a hustler or superhero. You can replace it with a term like “perfect applicant.” Another option is to use words that define the description of the job. Such as an architect or an engineer.


Lastly, candidates want to know if your organisation appreciates diversity. They want to understand if you will consider their application wholeheartedly. A simple, friendly statement towards the end of the JD can put their concerns to rest.

Screening is the first touch-point when the candidates enter your talent pool. To blind their personal information, you can adopt a recruitment tool. For instance, Impress is a platform that hides the personal details of the candidates. Based on AI, it screens and shortlists the candidates based on their skills and experience.

The qualified candidates are the ones that match the job requirements. Apart from removing bias, the platform also makes the screening more objective. The recruiters can see a final list of candidates that match with the job at hand. You can click here to request a demo.

Blinding pre-employment tests

Pre-employment tests bring fairness into the recruitment process. On their own, interviews cannot accurately predict the performance of a candidate. 

More often than not, the interviewers make their decisions on their gut feeling. Candidates who shine during the conversations are more likely to grab the job. 

Pre-employment tests are a reliable way of predicting on-the-job performance. Skills and aptitude tests are an indicator of the general ability of the candidates. Behavioural tests can effectively predict their reactions in real-life scenarios. 

Most of these tools are based on machine learning. If the vendors do not keep a check on it, these tools can learn from the biases of recruiters. An effective way to avoid this situation is by blinding the candidate information. 

Delaying social media screening

It has become a common practice to screen the social media accounts of candidates. Surely, organisations can collect a lot of information from social media handles. They are particularly useful for identifying the red flags.

However, social media accounts can give more information than required. The interviewers may even make perceptions that may cloud their judgement. 

Instead of removing this step entirely, you may want to move it further along in your process. For instance, you can do it after the first interview. As you adopt this method, you can use social media screening to be more effective.

Can you blind the interviews?

Did you have to reread the previous sentence? Well, it is impossible to completely blind interviews. After all, they are mostly done in person or over the phones.

However, there are a few roles where the candidates can be made to answer queries over emails. It can be a preliminary step but cannot replace the interviews.

Organisations can, however, benefit from structured interviews. It calls for administering the same questions to all the candidates. As this is done, there is a better scope of bringing objectivity into recruitment. Often, hiring managers rely on the conversation to move forward during the interviews. Some candidates may get grilled more than the others.

What are the best practices for blind hiring?

Hide academic information

As you blind the resumes, make it a point to hide every detail that may cause bias. For instance, there is no direct correlation between university scores and performance on the job. A candidate with average scores could be a high performer. Despite this, some hiring managers may use the grades to create an impression. 

Similarly, hiding the year of graduation will help in covering the age. Let the hiring managers know what the candidates studied, and that should serve the purpose.

Pre-interview tests

You may wonder how will you interview the candidates after blinding all the above information. To ensure that the interviews are productive, you need more data. You want more information to get an idea about the abilities of the candidate. An easy way to do this is by conducting pre-interview tests.

Psychometric tests will help you in understanding the behaviours and personalities. Moreover, you may get an idea about the cultural fit.

As you gather this information, the hiring managers will get a background of the candidates. They can ask relevant questions to evaluate the candidates and clear their doubts.

Analyse diversity metrics

Metrics will help you to verify if blind hiring is giving you the desired results. It may help to collect information at different stages of the hiring process. Collect the stats about the candidates after every stage. As you compare this data with the earlier stats, you will be able to tell the difference.


We also advise comparing metrics to see if blind hiring has any effect on the retention. With increasing diversity, your employees may see your organisation as an inclusive one.

Summary

  • With blind hiring techniques, you can minimise unconscious bias in hiring. It is a way to ensure that diverse candidates get a fair chance.
  • You can anonymise several steps. However, eliminating unconscious bias may take a lot more effort.
  • Blinding resumes promote objective hiring where the interviewers assess candidates on their skills.
  • You can use recruitment software and pre-employment tests to strengthen blind hiring.
  • Finally, analysing metrics is essential to weigh the success of your efforts. 
blind hiring using impress.ai
technology in the recruiting process

4 ways technology can improve the recruiting process

technology in the recruiting process

Organisations follow diverse recruitment strategies and processes. However, their goals are almost always the same. They want a cost-effective way to hire new employees. And that too, at lightning speed. Unfortunately, hiring is seldom optimised to achieve these goals. It is where technology in the recruiting process can make a difference.

Recruitment is not a stand-alone function. It gets impacted by several external and internal factors. For instance, it may be tough to hire quality candidates in a tight labour market. Companies with positive employer branding may find hiring to be a tad easier.

For these reasons, recruitment becomes effective when it is an outcome of multiple efforts. Human capabilities are not always enough to achieve them. Moreover, when speed is a concern, quality tends to go on the backburner. Besides, it also gets more expensive to hire. 

If there is one solution to these problems, it is technology.

Leveraging technology in the recruiting process

Gone are the days when the use of technology in recruitment was a question. It is an ongoing process and companies pump a lot of money into hiring. However, organisations need to examine if they are putting their money where their mouths are. After all, everything boils down to that. Isn’t it?

Organisations can hire more recruiters to support their increased hiring demands. However, it is not an efficient solution. Examining the ROI of their investments can lead them to the right answers. 

For instance, hiring more recruiters is a quick fix. It will help in resolving the current problem at hand. What they need is a long-term solution that can create more value for them. Something that can simplify recruitment and help in hiring quality candidates.

It is where technology can make a difference.

How to use technology for a better recruiting process?

The main advantage of using technology is the automation of repetitive tasks. These jobs not only slow down the recruiters but also compromise the hiring metrics. Screening the resumes is one such time-consuming task. 

Each job opening attracts 250 resumes on an average. Due to the time crunch, recruiters give only 6 seconds to each resume. In the process, qualified candidates may get overlooked. Mediocre candidates may get called for the interview. Hiring managers are under pressure to reduce the workload of their teams. In the process of hiring faster, they often make the wrong decision.

Screening software can resolve this situation effectively. Such systems can identify qualified candidates from a pool of resumes.

When manual tasks get automated, the recruiters get more bandwidth. They can contribute to other value-added tasks. They can give more time for building relationships, networking and engaging candidates.

Let’s look at the main challenges of the recruitment function.

  1. The efficiency of the process
  2. Candidate engagement
  3. Unconscious bias
  4. Employer branding

Here is how technology has a resolution to all these challenges. 

How can technology in the recruiting process improve efficiency?

An efficient recruitment process is the one that hires quality candidates. That too, in an agreeable time frame. In reality, one or the other goes for a toss. 

AI is making inroads into the world of recruitment. As a result, organisations no longer have to choose one over the other. 

AI-based tools can screen every single resume and evaluate them. Moreover, recruitment chatbots can have the first level of discussions with the candidates. The chatbots are intelligent to assess the skills and identify the most qualified candidates. 

The most significant advantage is that these chatbots can also rank the candidates. Instead of manually screening the resumes, the recruiters can look at these results. They can reach out to qualified candidates much faster and speed up the interview process.

The Impress chatbot-led recruitment platform is fully customisable based on recruiter needs. It can be designed to suit the requirements based on job families. The recruiters can also look at chat conversations for more information. 

The platform can also integrate with other assessment systems. It can integrate with most third-party video and behavioural assessment tools. In these cases, the system shares the cumulative score for the benefit of recruiters.

Can technology enhance the candidate experience?

It’s a small world and the job market is relatively smaller. Moreover, in the world of recruitment, a lot depends upon relationships and experiences. Most candidates will either have their friends or family working in your organisation. They could also be the customers of your organisation’s products.

Even if they do not get selected today, they may be a good fit for future openings. A sour experience can dissuade them from even considering the role. 

Candidate experience is the perception that the applicant makes about the employer. It is formed during the hiring process and involves several touch-points. It has a direct impact on employer branding as words travel fast. Positive candidate experience can help in attracting more candidates. Also, it can result in fewer drop-outs on the joining day.

Recruitment is the first point of touch for job-seekers with an organisation. They tend to extrapolate their hiring experience to how they will be treated as employees.

Let’s look at some facts and figures about the candidates’ experience.

As seen above, candidate experience is no longer an option. It is essential to not only fulfil the current roles but also to create a future pipeline.

More than anything, candidate experience depends upon communication. 

It is a common complaint that candidates don’t hear after they apply to a job opening. Several others say they receive no communication after rejection.

Moreover, job-seekers often have questions and are looking for information. It is not always possible for the recruiters to handle all such queries. Besides, they may not have the bandwidth to write to every applicant.

Technology can improve this situation by keeping the communication lines open. For instance, automated status updates can keep the job-seekers in the loop. 

At times, candidates have questions regarding the culture or the pay scale. Impress chatbots can address all such queries and offer timely answers. Applicants no longer have to wait for recruiters to respond and can make quick decisions.

What about eliminating bias?

Bias in recruitment can disrupt the efficiency of the recruitment process. When the recruiters or the line managers are biased, it impacts the quality of hire. Also, it can compromise the organisational capabilities. Additionally, such information gets shared fast. 

Bias becomes all the more grave when it is unconscious. Although training can help in minimising it, that is a long-drawn process. 

Unconscious bias is when a person forms an opinion solely on the first impression. This impression is not always made during meetings. Instead, it can be formed by looking at the resume or talking to the person on the phone.

Due to this bias, organisations do not give an equal chance to all the candidates. For instance, a line manager may favour a particular institute. However, as more people from that institute are hired, the diversity gets reduced. And, so do the skills.

Technology is the right way to eliminate bias from the recruitment process. Impress platform is specifically designed to eliminate all kinds of bias in recruitment. 

When such technology in the recruiting process is used, it supports quality hiring. Moreover, as organisations give a fair chance to everyone, they also gain credibility.

Can technology also help in employer branding?

A good employer brand is built when an organisation becomes an employer of choice. It is defined by the way an organisation values its current employees.

Cultivating a good employer brand is a long-drawn process. It is also governed by several factors. The biggest advantage is that it can help in attracting and retaining talent.

However, a reputation is never built on its own. It is the outcome of several factors that leave impressions. Technology can greatly help in this effect.

As seen above, technology can resolve the main challenges of the recruiting process. As this happens and candidates get a better experience, the word starts travelling in the industry. Moreover, AI-based tools such as chatbots can promote organisations’ EVP. They can answer the candidates’ questions and support the organisation’s branding initiatives.

Conclusion

Technology in the recruiting process has surpassed the stage of evaluation. The recruitment function is more than ready to embrace it. With the benefits mentioned above, it can help in shaping recruitment into a strategic function and for the recruiters, more value in their roles.

passive candidates

6 best tips for hiring passive candidates

passive candidates

One of the main challenges that recruiters face is that most ideal candidates already have a job. They are not present in the job market, and the traditional way of inviting job applications is not enough to hire them. These are the passive candidates, and they have become the talk of the town. And for a good reason.

A study found that passive candidates tend to perform better. They also tend to stay with an organisation for a longer duration. 

What are passive candidates?


Passive candidates are the ones who are not actively looking for a job change. They are currently employed and perhaps, satisfied in the current workplaces. They may not be visiting job websites or looking for a job on social media. 

However, they form a major chunk of the talent pool. As per a survey by Linkedin, 70% of the global workforce is comprised of passive candidates. The remaining 30% is not always enough to find the ideal candidates. 

There are some specific instances when recruiters want to look at this category of candidates. For example, when an organisation is trying their hands at something new. In such situations, the best way forward is to onboard experienced minds for higher chances of success.

Passive candidates are also considered to be better hires for leadership roles or mission-critical positions.

How can recruiters hire passive candidates?

Organisations cannot hire passive candidates overnight. It is a long-drawn process which requires a carefully-drawn method and continuous efforts in that direction.

Passive candidates can be categorised into two buckets. The ones who are content in their current jobs, and the ones who are not so. The latter category is more accessible and simpler to hire. Here are 6 tips to hire passive candidates –

1. Build a strong employer brand

An employer brand is the way candidates perceive an organisation as an employer. It may include the way a company values its employees, offers opportunities and invests in their growth. From the organisation’s point of view, it is the set of activities that makes them the employer of choice. 

Building a strong employer brand can deliver exceptional results for an organisation. Apart from attracting talent, it is also instrumental in retaining the current workforce. Thus, it should always be a top priority for the HR departments.

Since the passive candidates are not looking for a job change, they may respond coldly to your calls regarding job openings. However, a strong employer brand may motivate them to listen and consider your proposition. Usually, they would like to associate themselves with organisations that resonate their values and beliefs. 

To begin with, you may want to relook at your mission and vision statements. These two things define your organisation’s working style and the way of doing business. It is what all the employees breathe and talk about when they are in the office.

The next step is to align all the employee-related policies and activities to your mission and vision statements. It may include everything from pay packages to the culture to promotions.

Doing good work is not always enough. In today’s time, it is also crucial to spread the word. Apart from putting up on your careers website, you can use different social media channels to your advantage. However, there are no better message-bearers than your employees. They can help you in marketing your narrative like nothing else.

To get them on board, have your CXO’s lead the message. Apart from bringing better engagement, it will help in garnering more trust from your employees. Make sure certain phrases that reflect your employer branding like integrity, merit, community service etc. become a part of the company’s vernacular. 

Lastly, have your employees speak about you on their social media accounts. Showcase their talent and expertise by encouraging them to speak at conferences and public events. When you do this, they will feel more valued and become more loyal to the organisation. As this happens, they will gradually spread a good word about you in their social circles.

2. Understand your current and future staffing needs

Connections play a crucial role in hiring passive candidates. However, these relationships are not built overnight. As a recruiter, you need to keep a tab on the talent in the market and work on building long-lasting relationships.

The number of passive candidates in the market can be huge. For successful hiring, you will need to adopt a focussed approach to attract the right kind of candidates. 

To do this, it may help to assess your current and future staffing needs. The best way would be to have ongoing discussions with the hiring managers and the leaders to anticipate the skills gap. For instance, your organisation in the technology sector could be planning to venture into digital transformation. In that case, you will need the right talent to carry it on. 

Another effective way to identify your target pool of candidates is mapping the structures of your competitors. 

3. Locate passive candidates

This step is perhaps the most significant one in the process of hiring candidates who are not looking for jobs. To source these candidates, you will have to go where they go and do what they do. For instance, you may have to visit networking events and join webinars that they are attending. 

It is best to adopt a multi-pronged approach and make use of other channels to source passive candidates. 

  • Social media channels – Professional networking sites are perhaps the best places to know about and connect with passive candidates. You can take professional packages to source them. For instance, Linkedin offers different packages to help you source the right candidates. Moreover, it is an effective platform for promoting your employer brand. Apart from creating your own employer page, you can also ask your employees to share the content on their personal pages.
  • Employee referrals – CareerBuilder found that employee referrals deliver the best ROIs amongst all other sourcing strategies. 

    Designing and implementing employee referral schemes is not as easy as posting jobs on job boards. It has to be a well-thought process with each step clearly stated for everyone’s understanding. Moreover, it requires approval from senior management so that everyone is on the same page.
  • Technology – As passive candidates will hit your careers website, you will need a stronger way to engage them. They may not be comfortable connecting with a recruiter in the early stages of the hiring process. However, they may still have several questions about the job or the organisation.

You can leverage technology to share the right information and provide answers to their queries. With the upcoming Job discovery bot from Impress, you will be able to engage with the visitors of your careers website. Apart from providing the required information, the bot will also be able to analyse if the visitor is a potential candidate and can also share the relevant job openings with them.

4. Engage the candidates 

It won’t be wrong to say that relation-building is the foundation of hiring passive candidates. These talented people are not looking for jobs, and convincing them is going to take a lot more than attractive pay packages. 

The recruiters need to look at it from a long-term perspective. To start, you can send email messages, send texts or initiate conversations on social media platforms. However, nothing works as well as picking your phone and having a warm yet professional conversation with them. Remember they are not actively looking for a job and could be cold in their response at first. At this point, it is essential to allow them to move at their pace. 

If you are sending emails, try to keep them personal, short and catchy. If you write a generic email, they may shun it as another spam and even unsubscribe.

As you write or call them, remember that a little sincere flattery never hurt anyone. Do not share all the details in the first conversation. Instead, ask them if they would be keen in any upcoming positions that may open up in the next couple of months.

5. Involve the hiring manager

There are good chances that you may have limited knowledge of the role in consideration. If you come across an exceptionally talented candidate, involve the hiring managers for further discussions. The hiring managers may be able to sell the position more realistically. Moreover, the hiring managers may also offer a bigger role as they fit.

6. The interview and offer

Finally, make the application and the interview process easy for the passive candidates. They are not eagerly looking out for a job change, and a sour experience may disengage them forever. 

Similarly, at the time of making the final offer, understand the candidate’s expectations. Try not to offer something that the candidate may decline straightaway. Similarly, do not make the job change sound like a lateral move. Instead, offer something bigger that may be a better move for their career. 

Conclusion

Passive candidates comprise a significant portion of the talent pool. Hiring them is essential for filling the skill gaps and enhancing the overall talent capability.