Should you be measuring Time to Hire?

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Imagine a situation where your organisation is gearing up for a new product launch or is on the verge of a new marketing campaign. Just a few days before the D day, a crucial member of the team hands over the resignation. Not only that, but the person also plans to take a team along. In a matter of a few days, you get the other resignations as well. As an HR manager, there are only limited options that you can explore. However, most of you will agree that the best way out is to start looking for replacements. Time is of the essence, and that is why the time to hire is an essential recruitment metric.

Employee turnover and consequent replacement is a common problem that features in the priority list of HR departments worldwide. Attriting employees causes all the more concern if they are a part of crucial company projects. In other cases, inadequate talent numbers may hamper the company’s growth plans.

No wonder, recruitment has become an integral support system that can propel businesses in the right direction. All the budgeting, planning, and strategies may be futile if the company cannot hire the right people at the right time. As crucial as it is to drive hiring, it is equally important to track its efficiency using recruitment metrics. 

In simple words, recruitment metrics are a set of measurements that can determine the success of hiring at an organisation. Tracking these parameters on a regular basis can also help in diagnosing the problem areas. Suitable action points can result in streamlining and optimising the hiring processes. For instance, data may reveal the quality of candidates hired from a particular agency. If it is found to be reasonably positive, the organisation may decide to partner more closely with them for future positions. 

Although there are different parameters for assessing the overall recruitment process, time to hire is perhaps the most common one. Let’s dive deeper into this metric and understand how it can help in improving the hiring processes within an organisation.

What is time to hire?

Time to hire measures the number of days from the point when a candidate enters your pipeline to the moment when the applicant receives the offer letter.

It is easy to confuse it with time to fill, and some people may even tend to use the terms interchangeably. However, the two are quite distinct and refer to different aspects of the hiring process.

Time to fill defines the time between the time when a recruiter posts a job opening until the time when a candidate accepts the offer. 

Due to this fundamental difference, both these terms have separate and distinct uses. For instance, time to hire indicates the efficiency of the recruitment process and how fast the recruiters move when they see a qualified resume. On the other hand, time to fill is a metric that is most useful in business planning. Business leaders can look at the past data to determine realistic and reasonable timelines for their new plans.

Should you measure time to hire?

The most obvious answer is yes, but it is not as simplistic. Especially if you work in an environment where speed is of utmost importance. For instance, technology businesses cannot jeopardise their projects because of the insufficiency of talent. 

A lengthy screening or interview process may also cause disengagement with the applicants. They may lose interest in the position if they do not hear from the company for a long time.  

However, recruiters and organisations should be looking at the bigger picture instead of one particular metric alone. Instead of looking at the time to hire in isolation, they should be asking if they are overlooking quality at any moment. Similarly, they should evaluate the possibilities of rushed decision-making in hiring.

Thus, we suggest taking a multi-pronged approach while evaluating time to hire. 

How to measure time to hire?

Here is a simple formula that you can use to calculate this metric.

For greater efficiencies, it is advisable to break this formula into multiple stages. The time taken in each step will help in diagnosing the specific gaps and problems in your hiring process. For instance, the offer approval process may be taking too long, or the organisation may have too many interview rounds.

What is the best way to represent time to hire?

For better judgment, it is advisable to represent the time taken in each stage as percentages. It will help you in determining the gaps and taking the necessary actions for strengthening your recruitment process.

Furthermore, a few positions in your organisation may be more challenging to crack. For better understanding, you can filter out the data for different roles and departments. It will help in knowing the jobs that are hard to fill. The recruitment function can then devise appropriate strategies to tackle the problem at hand.

How to improve the time to hire?

Ensuring the swiftness of response and a reasonable time to hire depends a lot upon the recruiter’s actions. Unfortunately, recruiters have a lot of logistical and manual tasks that slow down their productive outputs. They are deluged with operational tasks such as generating offer letters, scheduling interviews and screening the applications. Then where does the answer lie, you ask?

Well, the real solution lies in using technology to speed up your recruitment process. It will also allow the recruiters to contribute more to the qualitative aspects of their job. 

Here is how you can automate the application process and reduce your time to hire.

  • Faster and efficient screening of applications – A recruiter on an average may receive hundreds of applications in a month. The recruiter may not be able to give equal time to all the candidates or may concentrate only on the first few resumes.

    Technology can resolve this situation by screening all the applications and determining the most qualified candidates. Recruitment chatbots by Impress can effectively screen all the resumes. The chatbots are customisable and can be programmed to ask relevant questions depending upon the advertised job. Moreover, it can handle candidate queries and speed up the application process.
  • Faster interview rounds – The interview process can slow down if the hiring manager doesn’t meet the right person. Technology can speed up the process by conducting the first round of interviews of the applicants. Automated and online video interviews are an excellent example to do this. The most exceptional advantage is that the system evaluates every candidate who applies for the position. Moreover, it removes biases from the screening process and gives fair and accurate results. Some of the more advanced solutions also evaluate a candidate on the body language for a more nuanced result.

    The platform offered by Impress links to all the major video assessment platforms. It allows flexibility to the candidates and enables them to appear for the evaluation at a time and place of their convenience. The recruiters can go through the interviews at a later stage and assess if the candidate is right for the position.

  • Faster interview scheduling – Most of the time, interview scheduling delays the hiring process. It can be an arduous task to manage multiple calendars to find a suitable time slot. Some organisations mandate inter-departmental interviews to find the right organisational-fit. Technology can effectively transform this situation by automating the interview scheduling process.

  • Faster offer generation – After most of the process has been automated, the recruiters will have more time to negotiate the offer with the candidates. More often than not, it takes a long time to get the right approvals from the rewards team if the recruiter has to take an exception. 

    Automation of the offer generation stage can reduce this problem. The system can be programmed with multiple templates to handle different salary structures. Moreover, the workflow allows taking all the necessary approvals for releasing the offer letters. Frequent alerts and reminders help in freeing up the time of the recruiters.

In conclusion

Time to hire is a crucial index to assess the performance of your recruitment function. It can tell you what is right and what is not. As important as it is to measure time to hire, it is equally vital to get a complete picture by understanding where the other metrics stand.

To sum it up, automation can effectively improve this metric and fill the gaps in your hiring process. The best practices stated in this article are useful for measuring the metric correctly. They will also help in reducing it to optimise your hiring process. 

By following them, you can ensure that hiring function responds to the business needs with precision and the right controls.

shortlisitng process

Step-by-step guide for an efficient shortlisting process

shortlisting process

Businesses look up to the recruiters not just for filling their open positions. They need support and constant dialogue in the shortlisting process. They want to hire only the right candidates- those who will perform well in their jobs and have a cultural alignment with the organization.

As per a survey by Careerbuilder, companies can lose almost $15,000 for every bad hire. Apart from the monetary impact, every bad hire can cause ripple effects in the organisation. Firstly, bad hires can lower the engagement levels of their teams and the organisation at large. Secondly, they can reduce the bar of performance for their team members who are otherwise trying to chase excellence at the workplace. Lastly, they may also disrupt the harmony as they leave.

Apart from impacting an organisation, a wrong hiring decision can equally affect the new employee. For instance, if the job description is not well-written, the candidate may feel there is a mismatch of skill-sets and expectations. Similarly, the candidate may feel disconnected from the organisation culture or may not relate to the organisational values. All of this may cause disengagement, and the employee may soon start to seek out.

Despite knowing these multiple consequences of hiring a wrong person, the survey found that almost three in four employers have made this mistake in the past. Here are the reasons why it may happen.

  • The recruiter and the business may be in a rush to fill a crucial position. We are all aware of the situation when a role stays open for a long time. The pressure to onboard someone quickly may get tremendous.
  • The candidate may be too good at making impressions and may have come across as qualified and reliable.
  • The hiring manager may have taken a chance on their gut feeling and hired a nice person. At times, the managers know that the candidate is not skilled but hope that the person will pick up when hired.
  • Often, candidates exaggerate their workplace responsibilities and achievements. They may pick up examples from their current peers’ work-life and quote them as their own.
  • It is as crucial to hire for attitude as it is to hire for skills. Sometimes, hiring managers override the warning signs that the candidate may not be a good organisation-fit.
  • Incomplete or lenient background checks may also result in hiring the wrong person.

Before we head to the right shortlisting process, we need to understand the situations and behaviours that identify a bad hire.

What is a bad hire?

It is obvious to think that a bad hire is a candidate who cannot perform in the job as per the expectations. Moreover, if the skill sets of the new employee do not match that of the role, it is a clear case of wrong hiring.

However, the definition of a bad hire is more elaborate than this. If the new employee has difficulties blending into the culture of the organisations and collaborating with team members, it could be due to a wrong hiring decision. In other instances, if the new employee is irregular to work or has a negative attitude, it can also be categorised as a wrong hiring call.

Most of these problems can be solved by following a stringent shortlisting process and recruitment procedure. Here is a step-by-step guide to shortlisting the right candidates.

What is shortlisting?

In simple terms, shortlisting is the process of identifying the candidates who meet your eligibility criteria. It is the stage that comes after you have advertised your job and received applications. You screen every application and shortlist the candidates that you would like to meet. 

For some recruiters, it is the hardest part of their jobs. Firstly, there is a shortage of skills in the market and finding that perfect candidate is a tough task. Secondly, there are certain legalities and internal policies associated with shortlisting candidates. For instance, the diversity initiative of the organisation may call for more female or LGBTQ candidates. Lastly, they need to be well-versed with the requirements of every position that they are trying to fill. Everyone’s time is of utmost importance, and passing an unqualified candidate to the interview stage can cause inefficiencies in the recruitment procedure. 

What are the stages in shortlisting?

As per Glassdoor, each job posting may attract as many as 250 resumes. The total number of applications with a recruiter may run into thousands. Having a process can be useful for shortlisting candidates for interviews, and streamline recruitment. Here are the steps you can follow to make shortlisting easier and efficient.

Elaborate on the person specification

Before you begin with anything, it is essential to picture your ideal candidate. You can consider a high-performing employee working in a similar role for reference. It may be useful to note down the skills and qualifications that will help future employees to excel in the given position.

Identify the MEP criteria

As you work on the person specification and note the crucial skills, attribute and behaviours; mark each of them as M, E or P. M stands for Mandatory which is the minimum criteria that each candidate has to have to qualify for the role. E is for Essential or the qualities the candidate has to exhibit in the selection process. P is for Preferred, which are the nice-to-have attributes. While they are not the fundamental capabilities that you are looking for, having them can win some brownie points.

Look for warning signals

As crucial as it is to identify the qualifying criteria, it is equally important to look for red flags. You may make a list so that you don’t skip any of these when screening the resumes. Firstly, look for grammatical errors and language inconsistencies in the resume. Secondly, it is always helpful to look at the timeline from the first job to the current one. You will get to know if the candidate has changed too many jobs. It is advisable to avoid job-hoppers, especially for mission-critical roles.

While scanning the resume, make a note of employment gaps or other inconsistencies that you may come across. You can ask the candidate about it during the interview.

Decide the number of candidates you will meet

Consider how many candidates you will be able to realistically interview. If you select too many applicants, the recruitment procedure will become lengthy and inefficient. If the number is too low, you are not giving enough opportunities to the hiring manager for hiring the best talent.

At times, hiring managers delay hiring as they want to meet more and more people. In such scenarios, it may help to be strict with the number of interviews. However, always be open to meeting more people instead of being too rigid about it.

Use technology 

With hundreds and thousands of applications, it may not be possible to manually sift through every resume. In this scenario, the best alternative is to use technology and fast-track the process. The tool offered by Impress can help in efficiently shortlisting qualified candidates and also remove any biases while shortlisting candidates for interviews.

The product is customisable, and you can key in various criteria for different positions. It allows you to ask additional questions to make the shortlisting process more effective. After conducting the primary assessments, the product can give scores to the candidates based on your selection criteria. Once you automate the shortlisting process, you will meet only the right candidates. You can click here to request a demo.

shortlisting process

Use video interviews

Another way of perfecting your shortlisting process is by using video interviews. These tools allow you to feed the questions and view the interviews at a convenient time. Moreover, you can get a score and ranking of the candidates for easy shortlisting. Impress allows you to integrate their assessment tool with most video interview platforms. 

Such innovative products are powered by artificial intelligence and can learn as you use them. By automating your shortlisting process, you will get more time to contribute to other aspects of your job. For instance, you will get more bandwidth to meet the hiring managers and build better relationships with them. You will also get more time to go on the floor and understand the nuances of each role of the business that you are supporting.

Examine the cultural fit

In today’s time, it is essential to evaluate if a candidate is fit to work in the organisational culture. While it is impossible to discern the competencies from the application, you can administer psychometric tests before meeting the person. However, always take them with a pinch of salt. Most psychometric tests indicate the preference of exhibiting particular behaviours. Once you have the report, you can probe more during the face to face meetings.

In summation

The right shortlisting process is the backbone of your recruitment. You can streamline the recruitment procedure and deliver higher efficiencies if you have a process in place. With the right checks and controls, you will be able to avoid bad hires and improve your recruitment metrics.

resume screening checklist

How to create a resume screening checklist

resume screening checklist

It is safe to say that talent is the most valuable resource of any organisation. It is what helps them to realise their goals of innovation and leading the markets. Due to this reason, the quality of hire is as crucial as the time of hire. Recruiters work round the clock to meet the talent requirements and attract the best candidates. The hardest part of a recruiter’s job is to screen hundreds of resumes and identify the most qualified candidates. Having a resume screening checklist is the best solution that can help them in saving time and effort.

As per a survey by SHRM, 68% of recruiters said they were facing difficulty in filling the open positions. The main reason they cited was the lack of relevant work experience and skills. Although an open position can attract close to 250 applications, most of them are not relevant. Moreover, a recruiter regularly receives resumes for unadvertised jobs which further makes screening difficult. For recruiters, it is not just about finding qualified candidates at the right time from those heaps of applications. They also have to ensure the organisational-fit of the candidates. Assessing the skills, competencies, behaviours and beliefs adds to the complexity of hiring.

Furthermore, the number of applications with a recruiter can reach exorbitant levels when the organisation is hiring aggressively. It can also stress the resources of the recruitment function as sifting through the high volume of resumes is no mean task. 

In this scenario, having a pre-screening process and a resume screening checklist can help the recruiters in enhancing their efficiency. Apart from reducing the turnaround time, it can also help in being consistent in their responses and advancing only the best resumes to the next stage. By eliminating unsuitable applicants at an early stage of recruitment, recruiters can streamline the recruitment process and garner more support from the line managers.

The right resume screening checklist also allows the recruiters to understand the employment ethics of the candidates. Hiring a star candidate who is a job-hopper will only reduce the quality of hire, which is a crucial metric for recruitment. Here is a simple resume screening checklist that can help in identifying the best candidates in the least amount of time.

Start with clear job descriptions and specifications

In an ideal scenario, all jobs must have separate and sharp JDs and candidate specifications. They should be distinct even when the job titles are similar. Firstly, it helps the candidates in assessing whether the job is right for them and vice-versa. Secondly, recruiters can use it as a reference document to match candidate skills and competencies as mentioned in the resume.

As part of the next step, the recruiter can create a list of must-have and nice-to-have skills, competencies and behaviours. An easier way to prepare this list is by studying the traits and behaviours of successful employees. It is a one-time activity that will come handy in future sourcing and screening processes.

The must-have list will help you in eliminating the ineligible candidates. It can contain all the minimum criteria that you think are required for performing well at the job. It can consist of educational qualifications, certifications, skills and the type of experience. While creating this list, it will help to keep it open. For instance, instead of being too particular about the number of years of experience, it may help to understand the type of experience the person carries. 

The nice-to-have list is what will help in differentiating the candidates once you have narrowed down your choices. It can include certifications and skills that will enable the candidate to perform better in the job. You can rank the resumes on the number of such attributes. 

Once you have made these lists, it will become easier to scan through the resume and look for these keywords. Apart from making your task quicker, this list will also help in shortlisting only the qualified candidates.

Look for accomplishments

To make their resumes wordy, a lot of candidates tend to include unnecessary information. They may also include buzzwords or important terms to attract attention. While there is nothing wrong with that, you can look for achievements to shortlist only the best candidates. 

Most individuals tend to write their daily tasks and activities in their resumes. While there is nothing wrong with that, you should try to look for successes. The star candidates will mention their achievements, and this is where you can make a difference in the shortlisting. For instance, a marketing professional may write that the job includes networking with channel partners. The star performers will mention how many channel partners were successfully onboarded by their efforts.

A deeper understanding of the roles will come handy here. It will help to study the duties of the current employees in these roles. You can make a note of them to ask pointed questions during the interview.

Remember the best resumes are the ones that speak with lots of data and figures. It shows the candidate is confident to talk about past experiences. These figures can also become conversation starters during the interview process.

Study the gaps

It is advisable to look at the employment timeline as the first thing while scanning a resume. It will help you in understanding the employment history and the overall work ethics of the candidate. While breaks are not always negative, too many gaps have to be taken with a pinch of salt.

An organisation spends a lot of time and resources in training an employee. It also takes time for a new employee to settle comfortably in the new culture and become productive. As a matter of fact, it takes between 1 to 2 years to become fully productive at a job. Losing an employee around this time means loss of resources for your organisation. Moreover, it will also impact the quality of hire metrics and the overall productivity of the recruitment function.

Understand the resume

It is suggested to take a good look at the resume to understand the consistency of the writing. Try to look at the overall presentation and any grammatical or spelling mistakes. As a rule of thumb, the candidates should avoid writing in a direct first-person voice. An implied language sounds much more professional.

Read the personal statement to know if it is passionate and relevant to the job. If there is a cover letter, read it in detail to understand what the candidate is trying to say. If it is general and could hold true for any job, it is not well-written. The cover letter should be specific to the position, and the candidate should be able to articulate the expertise in the role. 

It may also help to find evidence of a career that has plateaued or any indications of responsibilities being reduced or career changes. While such signs are not always red flags, you may want to probe these during the interview. 

Use technology

Manual screening is useful only when the recruitment numbers are reasonable. During volume hiring, recruiters may have hundreds of openings and receive thousands of applications. Using technology is the best way to screen qualified candidates at such times.

AI in recruitment can simplify this task and also automate the resume screening checklist. Impress offers chatbots that can effectively resolve this situation. The best feature is that Impress chatbots are customisable. The team has worked in the past to offer custom solutions to target organisation-specific problems. 

Impress chatbots can perform the first-level assessment of the candidates. You can customise it to ask specific questions and evaluate the candidates based on the responses. The platform can also be linked to video assessment tools and give an overall score to the candidate.

This technology is reliable and can offer accurate results. It can drastically reduce the screening time of candidates and fasten the hiring process. That too, without compromising the quality of hire.

candidate screening

Note the warning signs

As a recruiter, you will be adding more value to the process by identifying the reg flags. Make a note of these warnings when you assess a resume. There are good chances that you may forget them when you are working on several resumes at once. The hiring manager will also appreciate your efforts as it will help them in finding an eligible candidate. 


In today’s time, the job of a recruiter is much more than scheduling interviews and negotiating offers. Organisations expect recruiters to contribute more strategically and assist the line managers in hiring qualified candidates. With a resume screening checklist, recruiters can enhance the quality of hire. It will particularly come handy when an organisation has to hire for mission-critical roles. Technology can simplify this task and also enhance the efficiency of the recruitment department.

quality of hire

Quality of Hire Definition and Measures to Improve it

Quality of hire

Hiring is one of the essential priorities for HR functions worldwide. C-suite executives and line managers look up to the recruitment department for hiring the right people at the right time. In this data-driven world, recruitment metrics have emerged as a top tool to assist in hiring decisions. One such key performance indicator is the quality of hire. Consistent and regular tracking of this KPI can make the hiring process more effective and productive. Apart from instituting a quality of hire definitionorganisations are also trying to improve it. 

Hiring is one area that is expensive as well as time-consuming. As per a Glassdoor survey in 2019, organisations spend $4000 and 52 days on average to fill a vacancy. Hiring does not lead to any direct income for the organisation. It makes effectiveness in hiring all the more crucial.

The impact of a wrong hiring decision is manifold. Firstly, bad hires can cost organisations hundreds of thousands of dollars. However, it is the drop in morale and productivity that concerns the C-suite executives more. SHRM found in a survey that a staggering 95% of 2100 CFOs responded positively to this. 35% said the morale gets considerably affected due to wrong hiring. 

Almost 40% of talent leaders feel the quality of hire is the single most important metric for assessing hiring performance. However, most organisations do not have a system in place to measure this. The ones that do feel they can do better. Organisations also feel a lack of time and the absence of the right tools limit their efforts in this direction. There is a need for a standard model for measuring the quality of hire. 

Quality of Hire Definition

Quality of hire is a measure that determines the value a new employee brings to your organisation. A new hire’s performance and tenure are the principal consideration points while assessing the value delivered. 

A new employee takes time to settle into an organisation. Also, it may take months before the employee may become productive and start generating revenue. Thus, it makes more sense to calculate the quality of hire as long-term metrics.

Measuring Quality of Hire

The quality of hire definition may vary with each organisation. It is a good practice to define it in resonance with your leadership. It will not help in aligning the quality of hire to their priorities but also bring everyone on the same page. Apart from getting their buy-in, it will also help in formulating an effective hiring strategy. 

Quality of hire is also the best metrics for assessing the performance of the hiring department. It can determine the strategic value that the recruitment team creates for an organisation. For instance, a good score on time to hire has no meaning if the quality of hire is low. 

Moreover, quality of hire can also be used to determine the success of specific recruitment activities. For instance, it can determine the best sourcing strategy and vendors.

Organisations need to be wary of a few aspects while calculating the quality of hire. For instance, adding the records of high performers to this data may skew the results. A more effective calculation is to assess how many new hires have turned into high performers. 

While establishing the quality of hire definition, here are the factors that may be considered.

  • Performance reviews

Most organisations depend upon appraisals to assess the performance of their employees. Although it seems good in theory, we all know the limitations of a standard rating system. Firstly, a lot depends upon the subjectivity of the manager. Unfortunately, the relationship between a team member and a manager may also skew the rating. Secondly, a lot of organisations do not include new hires in the current performance cycle.

To get a clear picture, the hiring team can devise a separate scorecard to evaluate the performance of new hires. The managers can be asked to rate the new hire’s performance on a scale of 1-10. A simple ranking system like this can rightly point at the performance of a new hire. It may also help to add the goal-setting process in onboarding to formalise the process.

  • Tenure

An employee can deliver real value only after spending considerable time at an organisation. However, it may not give the correct results in isolation. It happens because several factors come into play. A new hire may leave the job because of some differences with the manager. It is also possible that the new employee may not get everything as was promised. 

Thus, it may make more sense to consider the tenure of high priority positions. Alternatively, the turnover rate of top performers can be viewed for a different cut. 

  • Cultural fit

To hire a star employee or to close the open positions, recruiters can act under pressure. Hiring an employee who is not the right organisation-fit can lead to several problems. Firstly, the new hire will not be able to deliver at the job. Secondly, the disengaged employee may impact the spirit of those around him.

Informal meetings with the new hires may help in determining if the hiring decision was right. Secondly, line managers and can peers can also give useful inputs. A 360-degree review after a year of joining may help in this regard.

  • Ramp-up time

In simple terms, the time a new employee takes to become productive is defined as the ramp-up time. It doesn’t necessarily have to be six months or a year. It may depend upon the organisation’s priorities, role, and business.

An organisation can evaluate the employee lifecycle of its employees to understand the average ramp-up time. Apart from assessing the quality of hire, this data can help in other areas as well. For instance, the HR department can focus on reducing the ramp-up time and launch initiatives in the direction.

All these factors can be combined into one single number to represent the quality of hire definition.

quality of hire definition

The benefit of using this formula is that it will give a comprehensive view. For a result in percentage calculate all these factors on a scale of 1-100. 

How to improve the quality of hire

The process of improving the quality of hire is a complex one. However, organisations can achieve it by tackling one issue at a time. It should start by collecting the right data from the right sources. Also, the way forward should be to align the hiring practices with the intended performance. 

  •  Move to performance-based hiring

Most organisations use the traditional method of hiring. The recruiters tend to define the job as skills and competencies. Not only is it hard to assess candidates on these variables, but it also does not give them a clear picture of the job. For instance, a job description for a marketing manager would contain 5-6 years of experience and an MBA degree. Aligning it to performance would mean mentioning something like launching a new product or increasing the market share of the product.

  • Comparison of pre-hire and post-hire data

Data can give crucial insights for improving the current processes. The recruitment department may be using psychometric assessments, interviews and other tools to identify the right candidate. Recruiters can compare the results of these assessment tools with the post-hire performance of the candidates. If the correlation is not satisfactory, it is an indication that the tools are not giving the desired results.

  • Reducing the workload of recruiters

At times, recruiters are under immense pressure to fill the open positions. However, they end up spending significant time on transactional work like scheduling meetings and negotiating with the candidates. They may not have the bandwidth to focus on other aspects of their jobs.

Technology and AI can effectively resolve this situation. These tools can automate a significant part of a recruiter’s job. For instance, technology can be used to screen and shortlist candidates from a large pool. 

Impress is one such solution that can greatly enhance the quality of hire. The chatbots offered by Impress are useful in first-level screening of the candidates. The chatbots are customisable, and recruiters can define the shortlisting criteria for each position. The fact that it can be administered on any number of candidates adds to its appeal. Moreover, it can be linked to video interview platforms for automated screening of the candidates.

impress.ai reducing workload of recruiters
  • Aligning line managers

Like any other HR initiative, it is difficult to enhance the quality of hire without the support of line managers. As a first step, develop a mutual understanding with the line manager about the quality of hire definition. 

It may also help to share interviewing tips for better hiring practices. Including performance discussions during onboarding will also help in setting a benchmark.


Measuring the quality of hire is an important metric for improving the effectiveness of hiring. Hiring the right people who match organisational values will not only enhance their productivity but also increase the retention rates. 


How to use technology for high volume hiring

high volume hiring using technology

High volume hiring is a tell-tale sign of a growing and successful organisation. It may indicate that an organisation is expanding and is on the path to progress. In other instances, it can mean that the company has roles with a high turnover rate. 

Volume recruiting is a challenging task for recruiters. Firstly, it means more work and fewer chances for errors. The recruitment function needs to come up with an efficient strategy to hire a significant number of employees in a short period. Moreover, the recruiters need to be on the same page and follow a consistent process for a higher rate of success.

An automated solution may seem to be the right answer for high volume hiring. However, there are a few aspects that need to be considered. For instance, automation should not become impersonal. Engaging candidates through personal conversations is essential. It is common knowledge that disengaged candidates may not join at the last moment.  

Organisations need a practical solution when it comes to volume hiring strategy. Hiring the best people in a short frame of time means higher efficiency and speed. Besides, they also have to ensure positive employer branding throughout the hiring process. To enable this, the recruiters have to move past CV screening and scheduling interviews. 

Technology can offer highly effective solutions when it comes to volume recruiting. It can help organisations in attracting and hiring candidates more intelligently. With the right tools, recruiters can work efficiently in hiring the right candidates at the right time.  

What is high volume hiring?

In simple terms, it indicates hiring a high number of employees in a short period. Depending upon the organisation and the role, the number can run into thousands. It could stem from a new strategy or a role that has high demand in the market. 

High volume hiring is more common in retail, IT and financial sectors. As the role is in high demand, the applicant pool is also fairly large in mass recruitment. A survey reports that one such position can attract 250 applicants. Handling such tremendous numbers of applications and closing the positions is the biggest challenge in volume hiring. To manage such tremendous numbers, recruiters have to spend most of their time screening the resumes.

What are the challenges of high volume hiring?

It is easy to slip up when you are hiring for such large numbers. However,  recruiters can prepare in advance for a smooth and effective process. It can start by identifying the challenges and then progressing to the ideal solutions.

Here are some difficulties that can make volume-hiring a daunting task.

  • Time – The main problem in high volume hiring is the number of applications. Imagine receiving 250 applications for a thousand positions. It is almost impossible to scan and screen every application. If made to do manually, recruiters may not get time for anything else.
  • Quality – Recruiters need to maintain a delicate balance between time and quality of hire. Although they need to act fast, they cannot compromise on quality. A bad hire can cost more in the long run. Well-known recruiter Jorgen Sundberg estimates this cost to be to the tune of $240,000 per person. 
  • Budget – Recruiters use the metrics of cost per hire to finalise a recruitment budget. When hiring in large numbers, the actual expenses can exceed the estimated budget. The recruitment function needs a solution to optimise the expenses without any compromises.
  • Candidate experience – Hiring experience is like a preview of the working environment. If candidates are not satisfied with the hiring experience, they may not join. Moreover, it is a crucial feature of building a strong employer brand. Candidates expect a personalised and tight hiring process. 
  • Status tracking – It is easier for a recruiter to keep track of a few open positions. However, volume hiring needs a streamlined process for tracking the progress of each candidate. Apart from organising recruitment, it can also help in faster turnaround times.

How can you use technology for simplifying high volume hiring?

1. Easy job application

A survey noted that lengthy applications might dissuade the candidates. The study found that 60% of candidates quit the application process if it is too long or complicated.

The objective should be to create a simple and short application process. Firstly, try to reach candidates where they are instead of calling them to you. For instance, increase your presence on social media to attract the top talent. Secondly, make the application as short as possible. It will be best if you have a one-click submission process. Candidates may lose interest if they have to fill pages after pages. Tools that allows parsing of resumes can help here. Such products can auto-populate the fields and make it easier for candidates to apply. 

Lastly, ensure that your application process is mobile-optimised. It should allow the candidates to upload the resume and apply using their cellphones. 

2. Using the existing database

Do your recruiters outsource the positions by default? If yes, you could be incurring huge expenses for hiring employees. The costs can inflate immensely in the case of high volume hiring. Besides, using old records can also reduce the time and effort of hiring.

Although it may be hard to do this manually, technology can make it a lot simpler. A simple ATS may not allow this functionality. However, you can use algorithm-based systems to use existing records. You can fill the job description, and the system will throw the most suitable candidates.

Another way to speed up the process is by using analytics. You can run metrics on previous records to identify effective sources. For instance, you may find the consultants or job-boards that have given excellent results in the past.

3. Screening candidates

Mass recruitment invites a lot of unfit applications. Manually scanning all such resumes may result in hundreds of wasted hours. The recruiters need an efficient and faster method of screening the applications.

AI-powered tools can efficiently resolve this problem. These tools can evaluate the applications on certain criteria and rank them. One efficient way to do this is by using chatbots. It can automate conversations with the candidates and also interview them. Based on the answers, the chatbots can compare and rank the candidates. 

Impress works closely with organisations to customise chatbots for their specific requirements. For instance, Impress collaborated with DBS bank to develop JIM (Jobs Intelligence Maestro) to assess candidates in the pre screening stage of the recruitment process. JIM helped shorten the screening time from 32 minutes per candidate to 8 minutes per candidate.

impress.ai helping in high volume hiring

4. Using video interviews for shortlisting candidates

The main problem in high volume hiring is meeting every candidate. Video interviews can effectively resolve this situation. Apart from fast-tracking hiring, it can also ensure that every candidate gets a fair chance. 

Automated video interviewing tools allow the recruiters to customise the questions. Candidates can appear for the interview at a place and time of their convenience. A few tools can also evaluate the candidate’s body language. Based on the answers, the software can assess the candidates and rank them. Moreover, these tools can identify candidates who are the right cultural fit and organisational fit for higher efficiency. Lastly, the results are unbiased which can be a major bottleneck for some organisations.

Impress is a shortlisting solution that can integrate with other video interview platforms. 

5. Drive decisions with analytics

Budget is always a constraint and high volume hiring can be costly. Recruitment functions can contain these costs by analysing past data. By identifying the best practices, recruiters can fast-track their volume hiring. 

Analytics can help HR functions to make data-driven decisions. For instance, it can indicate which sources have given high performers in the past. Recruiters can also analyse candidate feedback to improve the hiring process. 

6. Engaging candidates interactively

Sharing hiring status is a crucial step in engaging the candidates. A study by LinkedIn noted that 94% of candidates would like to know the interview feedback but only 41% get it. In the case of volume hiring, recruiters may not inform every candidate about the progress. At times, there could be a delay that can result in candidates losing their interest.

Hiring functions can effectively resolve this situation by using technology. For instance, chatbots can engage the candidates and also keep them updated about the status. 

Chatbots are also effective in answering candidate questions. Recruiters can program the chatbots to handle sensitive and relevant candidate queries. Work-life balance, organisational culture and values are a few such subjects. The candidates will feel much more engaged if they can find satisfactory answers.

High volume hiring can be a task for recruiters. It demands a high level of efficiency and competence. However, technology can simplify and smoothen the process. With deeper insights and valuable analytics, recruiters can take the right actions. AI-powered tools can take on operational tasks and recruiters can focus on strategic aspects. 


All you need to know about cost per hire and how to calculate it.

Business photo created by pressfoto – www.freepik.com

Organisations are continually trying to enhance their processes to achieve higher efficiency and productivity. With advanced analytics at their disposal, organisations are increasingly making use of metrics and key performance indicators towards this effect. Apart from being objective about the processes, these metrics can also help in making informed decisions. One of the most crucial areas where such analytics can make a huge difference in recruitment. While it is one of the most significant elements of an organisation’s success, recruitment is also one of the costliest ones. Cost per hire is valuable in evaluating the efficiency of hiring at an organisation. It helps organisations with a bird’s eye view of the wellbeing of their recruitment function.

Hiring a new employee involves several direct as well as indirect costs. For instance, work hours, advertisement costs, candidate travel expenses are a few direct costs. On the other hand, are expenses like work hours lost in interviewing or onboarding the candidates that comprise the indirect expenses. Keeping a tab on cost per hire can allow the organisations to spend their money in the right places.

As per a survey by SHRM, recruitment accounts for 15% of all HR expenses. Cost per hire becomes all the more relevant in light of such high costs that are attributed to hiring new employees. Apart from being easy to track, the metric also helps in understanding the ROI of recruitment efforts.

What is the cost per hire?

In simple terms, cost per hire is the average amount that an organisation spends on hiring a new employee. Earlier, organisations followed different formulae and processes to calculate this metric. However, SHRM proposed a standard formula in 2012 in association with the American National Standards Institute to calculate cost per hire. 

cost per hire

Here is a breakdown of what constitutes internal and external recruiting costs.

Internal Costs of Recruiting

As the name suggests, the internal costs of recruiting refer to the in-house expenses incurred by an organisation for hiring new employees. It is a sum of the resources and efforts that a hiring department spends on recruitment.

It may include the following:

  • Salaries of the permanent and contractual recruitment team members.
  • Learning and development costs of the hiring team.
  • Incentives for referrals.
  • Total work-hours spent by the hiring managers in recruitment. For instance, if the hiring managers spend 15% of their time in hiring, you may include 15% of their salaries for this calculation.

External Costs of Recruiting

An organisation may liaise with various vendors for efficient and productive hiring. The external cost of recruitment includes the expenses that an organisation incurs to work with these vendors. Here are a few examples of such external costs.

  • The expenses incurred for working with recruitment consultants who support in fulfilling the organisation’s hiring mandates.
  • Hiring may become an arduous task without software like Applicant Tracking System and Candidate Relationship Management System. You may add the price of software and the amount you spend on their maintenance to the external costs. Chatbots are the latest AI-powered tools that are helping companies reach their hiring goals. For instance, chatbots offered by Impress can fast-track the applicant screening process and also identify the most qualified candidates..
  • Expenses incurred on candidate background and health checks.
  • Occasionally, organisations have to spend extra time and resources to lure the candidates. While one candidate may be looking for relocation expenses, another may want a signing bonus. All such expenses come under this header.
  • Travel costs for hiring managers and candidates are also included in external costs.

At times, candidates need some training to excel in their respective roles. Campus-hire training program is an example of this. However, such training costs are not added to the recruitment costs.

How much should be the cost per hire?

Well, there is no standard or ideal response to this. The cost of hire may vary depending upon your location, job role, leadership level, and the hiring source. Or else, it could be specific to your organisational products and services.

However, as per a survey by SHRM, the average cost of hire is somewhere around $4,425. The amount can go up in case of hiring for leadership positions. Firstly, they are harder to find and convince. Secondly, they may have to meet multiple people for organisational buy-in. Thus, a company must not strive for a lower cost per hire. Instead, the aim should be to arrive at a cost per hire which can give you the best recruitment results. For instance, it may make more sense to opt for an expensive vendor who facilitates the most qualified candidate with a faster turnaround time. Although the initial expenses may seem more, the long-term returns will be much higher in such cases.

Why is it important to calculate the cost per hire?

As seen above, the intention to calculate the cost per hire is not to reduce it. However, it is a metric that finds its use in calculating the recruitment budget. It can help in workforce planning at the start of a year. It is particularly handy in the scenario when the business is expecting a slowdown. The company can work out the hiring numbers, and not strain the overall financials.

Moreover, you can also follow a few best practices and use cost per hire to improve your processes and boost your strategic planning. 

  • Always include the same set of variables while calculating the cost per hire. This practice will give you more clarity when you compare the year-on-year costs. For instance, several companies encourage their business managers or leadership to visit business campuses to promote their employer brand. If it is a new program, it is advisable to refrain from including it. 
  • Don’t get hassled if you see a considerable increase or dip in your cost per hire. The sharp increase could be due to a new software investment. On the other hand, the steep decline could be due to a hiring freeze. Instead, make it a practice to measure the cost per hire regularly. You can either choose to do it quarterly or yearly depending upon the size of your organisation and the quantum of hiring efforts.
  • Use these reports for defining your hiring strategy. It may make more sense to use this cost per hire with other key metrics like quality of hire and time to hire. Consider it to be a positive trend if you see your cost per hire is increasing and the quality of hire is improving. It is perfectly reasonable if you are spending more money to hire better-quality candidates. Such a trend would mean that your organisation is spending less money in the long term. 
  • Evaluate and analyse your cost per hire according to departments and levels. Niche roles and higher levels will generally have a higher cost per hire. The trends may help in strengthening your processes to hire for these particular areas. For instance, one sourcing method may give you better quality candidates for a particular department at a lower cost per hire. Such analysis will help you in selecting the best sourcing avenue for that department. Similarly, you can calculate the cost per hire as per different variables for an impactful strategy.

To conclude

Cost per hire is an important metric that can give you deeper insights into your hiring strategy. Firstly, it encourages you to account for all the internal and external costs that go into hiring employees. You may be in for a surprise if you haven’t been tracking them before. Secondly, it can help in rationalising the leadership expectations from the hiring team. It is often seen that there is high pressure on the recruitment team to reduce the costs while ensuring the quality of new hires. Such metrics may provide more clarity and set their expectations.

The goal here is not to reduce the cost per hire. Instead, the focus should be on using the metrics to improve the current process. For greater efficiency, it is advisable to use cost per hire with other metrics to identify the weak areas in the hiring process. The final aim should be to optimise costs keeping in view the quality as well as the time of hire.

Impress AI chatbots can considerably optimise your cost per hire while improving the quality of hire. Firstly, the chatbot can be used to screen every applicant who applies for the job and identify the most qualified candidates. You can significantly reduce your work-hours as the hiring team won’t have to manually sift through all the resumes. Moreover, the chatbot can manage candidate queries and free your hiring team to focus more on the strategic aspect of their jobs. The chatbot is customisable to handle your organisation-specific or role-specific requirements.


10 Recruiting Trends for 2020

top 10 recruiting trends for 2020

In the ever-changing world of HR and Recruitment, 2020 is going to be a remarkable year. The current landscape of fierce hiring competition and the millennial workforce will call for a fresh perspective at recruitment strategies. AI and automation are no longer matters of the future. They are here, and the early-adopters will begin to reap their benefits. It will also clear the path for the recruiters to contribute more strategically in their jobs. The recruiting trends for 2020 will also focus on innovative solutions to make up for the prevalent skills shortage in the market.

Impressive candidate experience

The candidates today expect to be treated at par with the customers. They seek a high level of engagement with frequent two-way communication. Recruiters will have to relook at the hiring journey and ensure that it is a convincing one. Better candidate experience will not only help in engaging passive candidates but also reduce the voluntary dropout rates. 

2019 survey tried to explore the expectations of the candidates when they apply for a job. Firstly, the candidates expect an easy, quick and straightforward application process. A lot of candidates are known to quit the application process if it too lengthy or cumbersome. Secondly, the survey indicates the growing acceptance and comfort with video interviews among the candidates. Lastly, the candidates expect a high level of engagement from the recruiters. They want deeper conversations about the roles and the organisations. Moreover, they also want regular updates about their application status.

More and more organisations will take to automation and technology for creating a seamless and satisfying candidate experience. Impress AI is a powerful tool that can help organisations in this regard by enabling intuitive chatbot conversations and video interviews. Both these features can be customised as per organisation-specific requirements. The intelligent chatbot can handle complex queries regarding the company and the job. Moreover, it can be used to evaluate and rank qualified candidates. The platform can be linked with video interview platforms for adding another level of online assessments. It can assist in creating a highly-efficient and automated screening system. You can click here to request a demo.

enhance candidate experience impress.ai

Greater flexibility 

Employees expect organisations to be more accommodating and want more flexibility at their workplace. A survey found that 80% of employees would be more loyal to their companies if they were offered flexible jobs. They cite different reasons for this, ranging from maintaining a better work-life balance, avoiding office distractions and reducing the office commute stress. Candidates view their recruitment experience as a precursor to their time as an employee. For this reason, it becomes imperative for organisations to offer a certain degree of flexibility in the recruitment process. For instance, Impress AI offers a high level of versatility in the hiring process. It enables the candidates to take the online assessment at the place and time of their convenience. Moreover, they can stop the interview and restart at a later point in time.

Company culture will take the centre-stage

For long, organisations have focused on customers and providing the best services to them. However, 2020 will call for a change in their outlook as they will explore the idea of becoming more employee-centric. 

In these times of talent wars, candidates have easy and quick access to employee reviews on the internet. Most candidates prefer to visit these websites when they come across a lucrative job opening. As per a survey, Glassdoor found that 77% of candidates would consider a company’s culture when they are keen on applying for a role. Moreover, 73% of these candidates would proceed with the application process only if the organisational values align with their own. In this scenario, it has become imperative for organisations to revisit their mission statements and culture to deliver value to the employees. We are not talking about free lunches or ping-pong tables in the break-out zone. It is more about empowering the employees and giving them growth opportunities. This 2020 recruiting trends will require the C-suite executives to redefine their mission and culture statements.

Personalise Technology in HR

Every candidate is different, and so is every organisation. One technology or platform cannot suit every organisation’s objectives. For instance, one organisation may need technology to simplify its mass recruitment. Another organisation may need a platform for shortlisting relevant candidates for its niche positions. Impress AI has collaborated in the past with organisations to build chatbots specific to their roles and requirements. 

This initiative will again co-relate to enhancing the candidate experience as personalisation will become a major recruiting trend for 2020.

Automation will bring a strategic change

For long, recruiters have spent the majority of their time in operational tasks. These manual activities would leave them with little time to contribute strategically to their jobs. Automation, which is a significant recruiting trend for 2020, will shift the focus of recruiters to strategic aspects of their jobs. For instance, Impress AI chatbot can evaluate all the candidates who apply for a role and rank them as per their qualifications. It can drastically reduce the workload of recruiters and also improve the quality of hire. 

The recruiters will find more bandwidth for more meaningful work like building relationships with the hiring managers. More often than not, hiring managers can sense the disengagement of team members who are planning to leave. They can work with recruiters in advance to create a talent pipeline for crucial positions. Moreover, recruiters will also have more time for engaging candidates and deducing meaningful information from data.

Internal mobility

 Traditionally, recruiters have focused on external candidates to fill their open roles. However, as the skills shortage is becoming more prominent in the market, recruiters will have to assess the possibilities of internal hiring. Apart from keeping a track of candidates who show the promise of adaptability, recruiters will have to keep them warm for any future openings. External candidates may sometimes take 2-3 years to become productive in their jobs. In this scenario, companies will look internally for crucial roles that will require the incumbent to step up quickly. This strategy will also require closer collaboration between recruitment and talent management.

A data-driven approach to recruitment

One of the main recruiting trends for 2020 is the intelligent usage of predictive analytics to make crucial decisions. In fact, 71% of organisations already see the use of analytics as a high priority. In simple terms, predictive analysis refers to using past data to predict future hiring trends. For instance, it can be used to predict future hiring and skill requirements. Moreover, it can be used to evaluate the screening sources to indicate the most effective ones. Predictive analysis can also give accurate visibility of roadblocks that seem to be impairing the recruitment process. The main advantage of predictive analysis is the elimination of human error or biases from the recruitment process. Also, it will help in aligning an organisation’s people strategy to the overall goals. 

Collaborative hiring

One 2020 recruitment trend that is highly expected is the shift from traditional hiring towards team-based hiring. It is a type of recruitment in which cross-functional teams come together to hire an employee. It includes several stages of interviews in which the candidates meet members from other teams that they will be working with. This process not only improves the quality of hires but also bring everyone on the same page. Moreover, it will give a realistic picture of the talent market to the hiring manager. When multiple people are involved in the hiring process, candidates will also get a better picture of the organisation and its culture. 

Employee referrals

As recruiters will go back to the board to revisit their recruiting strategies, employee referrals will emerge to be one of the major recruiting trends for 2020. In a survey conducted by Careerbuilder, 82% of employers rated employee referrals above all other recruitment sources. They also said that employee-referrals gives them the best return on investment. Candidates referred by current employees not only tend to stay longer but also perform better. Organisations will work towards developing fast and easy employee referral processes to attract their employees to contribute more. Moreover, they will extend their referral programs to social media to maximise their reach.

Organisations will contemplate hiring for soft skills

For long, organisations have hired mainly for hard or technical skills. However, as markets foresee a considerable skills shortage by 2030, soft skills will become a 2020 recruiting trend to look out for. To account for this skill gap, organisations will shift their focus on hiring candidates who show a higher propensity to adapt. Organisations will have to consider the option of hiring for competencies such as collaboration, teamwork, agility that will uproot the system of hiring for the experience. We live in times when technology and roles tend to evolve quickly and an employee who is not able to adapt may not be able to deliver.

Besides, as AI and automation will replace hard skills, organisations will be in a greater need for soft skills that cannot be emulated by machines. In order to propose and deliver new services to the customers, organisations will additionally lookout for skills like imagination, creativity and curiosity.

Recruitment is a constantly evolving field where it is necessary to react as per the market. These recruiting trends for 2020 will pave the way for future hiring processes and systems. However, enhanced candidate experience is something that will define this year as exceptional. 

Online interview preparation – Tips for achieving success

online interview preparation
Photo by bruce mars from Pexels

Online interviews have taken over the world of recruitment by a storm. There is a good chance of coming across them if you are looking out for a job currently. As opposed to face-to-face conversations, an online interview may seem like a different ball game altogether. Especially if it is your first one. It may seem awkward, and you may be afraid of goofing up your candidature. Well, you don’t have to be as here is a complete guide for mastering them.

What are online interviews? 

An online interview is a remote assessment where the applicant reads pre-programmed questions and submits the answers. Online interviews may use chat or video as the primary means of communication.

Off late, online interviews have become extremely popular with organizations due to the several benefits they bring to the table. Recruiters can program a set of questions into the system to assess the candidates who apply for a given role. The system evaluates the applications based on the responses and gives them a score. Recruiters can use these scores to shortlist the most qualified candidates.

Their main advantage is that they can considerably reduce the screening time. Since it is automated, every candidate who applies for the job gets an opportunity to appear for the first round of interviews.

What is the main objective of online interviews?

The principal idea behind online interviews is to identify the most qualified candidates from a sea of applicants. As per glassdoor, every job opening attracts around 250 resumes. Recruiters may not get the time to go through every application in detail.

An online interview is an automated process to assess certain competencies of the applicants. When these online interviews are coupled with AI, it can lead to tremendous results. 

What is the process of an online interview?

Online assessments are timed evaluations. It is advisable to begin the process only when the candidate is free from all distractions. Once the process starts, the candidate gets time to read the questions. The next step is to submit the answers in a limited time frame. Some platforms and organizations will give you only one chance to give your answers. However, a few others like Impress AI may allow you more attempts while giving answers. It is advisable to carefully read the instructions so that you don’t miss out any details.

How can you prepare for an online interview?

Just like a face-to-face interview, you need to prepare for an online interview as well. You may need to plan more things if this is your first experience with a digital interview. Don’t worry as we have this aspect covered for you. Read the tips given below to ace this round and progress to the next level of your dream job.

Know the company

In general, it is always a good idea to read about what a company does before you apply for a job. However, if you couldn’t do it then, make sure you do so before your online interview. Hiring managers always appreciate it if you come prepared for the interviews. Certain interview platforms like Impress AI go the extra step and share company details with the candidates. For instance, the candidate can get a link, videos or information about company goals, vision, and mission, Although it is part of their employer branding exercise, such information can be extremely helpful for the applicants.

Study the products and services that the company offers to its customers. Besides, you can also study the competitors to understand the competitive advantage that this organization has. You will easily get most of the information on the company’s website. Also, try to read up the blog posts to comprehend what is happening in the industry and how they are managing change with their new offerings.

You can also set Google alerts to stay updated with the latest news about the company. It will also help to read what the customers are saying about the company’s products.

Studying these aspects will make you sound like an informed candidate. Correlate how your qualities will support the organization’s vision. Try to quote examples from your research to clear this round with flying colours. Such inputs will make you seem like a qualified candidate who is well-informed and perceptive. 

Understand the culture

Learning about an organization’s existing culture is highly recommended to ensure that you are a good fit. This activity may seem time-consuming but will save you making a wrong career move. Besides, hiring managers prefer to select candidates whose goals and ambitions align with that of an organization. For instance, a company may be aggressive towards achieving its targets. This aggression may trickle down the ladder. The managers may expect similar behavior from their team members. In another case, a product-based IT company may value creativity and out of the box thinking to resolve their challenges. 

To know more about a company’s culture, you can visit online review sites. Of course, such reviews should always be taken with a pinch of salt. However, if there is a common sentiment running through the reviews, you may consider it to be a red flag. Another simple tactic is to go through your LinkedIn connections and contact the ones who have experience with the place. You can freely ask them questions to figure out if it is the right workplace for you.

Besides, online platforms such as Impress helps the candidates with a glimpse into an organization’s culture. The candidate can direct questions about the work-life balance, working hours, etc. to the recruitment chatbots on the platform and get relevant answers.

Appreciate the opportunity

As per a survey by Jobvite, only 1 in 6 candidates who apply for a job get the chance to make it to the interview. The concept of online interviews may seem new to you and in certain cases, unnecessary. However, these digital interviews provide every single candidate with a chance to make a solid case for the candidature. In several cases, the resume may not indicate if the applicant is qualified for the role on offer. In such situations, online interviews help applicants with an avenue to share their expertise and skills.

It is our suggestion to welcome the change and embrace the opportunity. Try to use these online interviews to your advantage by flaunting your skills. Give it your best shot and plan well to make it a success.

Understand the objective of the online interview

Consider an online interview as a primary assessment tool. Your resume may not do justice to your profile and capabilities. An online assessment is your window to flaunt and elaborate on your skills. The main purpose of online interviews is to reach out to every candidate to shortlist the most suitable ones for the next round. Video assessments may be used to understand if you are confident and can express your viewpoints cohesively and quickly. 

Prepare for the questions

Online interviews are structured interviews. These are the same set of questions that are administered to several candidates like you. Depending upon the role, these questions may want to check your managerial or technical skills. Here is a sample list for an online interview, although not a comprehensive one, to give you an idea.

  1. Educational Background
  2. Work experience related to the role
  3. Skills and expertise
  4. Notice period

Although the questions are pretty straightforward, it is a good idea to rehearse them before you submit your answers. After all, you wouldn’t want to miss out on any crucial details related to your candidature. It will also help to read your reply before pressing the ‘enter’ button. This can ensure that you provide complete information and your responses are free from any grammatical and spelling errors. Moreover, it is advisable to answer to the point to enhance your chances of success.

Other aspects

Chat interviews offer a lot of flexibility to the candidates and can be taken from anywhere. Most of the candidates use their mobile devices to take the test and answer the questions. If there is an additional video assessment, platforms like Impress AI ask the candidate if they would like to continue with it. The applicant is directed to the video platform only when the candidate hits the button to proceed. 

We would suggest you to pick the right spot if you are appearing for a video assessment. Make sure that it is free from any noise and visual distractions. To make sure that your video is perfect, you can make a trial video before you appear for the actual interview. Try to rehearse your answers in this practice session to understand if you are going wrong somewhere.

Another aspect worth paying attention to is your clothes. It is advisable to wear business formals to indicate your seriousness about the job. Of course, you don’t have to go overboard and can choose something modest and suitable for a business meeting.

Due to their several advantages, online interviews are here to stay. We encourage you to utilize this opportunity to your advantage. It is your chance to show that you are a deserving candidate. Use the tips given above to ace your online interviews with the utmost confidence and ease. 

hiring millennials

7 Strategies for Attracting and Hiring Millennials

hiring millennials

The millennials are considerably different than their baby boomer parents. They are far more ambitious and want much more from their lives. For instance, they do not comply with the traditional ways of working with one employer until retirement or compromising with their work-life balance. They also want to have a constant dialogue about their development and want to climb the corporate ladder more quickly. In the current scenario, this generation, born between the early 1980s and the mid-1990s, forms a significant portion of the workforce at an organisation. As companies work hard for retaining and hiring millennials, they often meet fresh challenges that throw them a curve. 

Let’s look at a few strategies that can help your organisation nail down this problem of millennial hiring.

1. Have a positive and wider online presence

Millennials spend almost 27 hours a week using online media. They do everything right from ordering their food to booking their rides using their phones. Millennials trust user-driven content, and the situation is no different when it comes to applying for a job. They prefer reading feedback on employer review sites before making their decisions. They research these sites to understand what the current and previous employees are saying about the pay scale, benefits and the work culture of an organisation. While positive reviews may give them strong reasons to apply, negative comments may dissuade them from going ahead with their application.

So, how to hire millennials? For starters, you will have to make it a priority to have a positive and broader online presence of your organisation. You can even have a dedicated person to evaluate and respond to online reviews. There are several reviews out there that are entirely untrue or do not come from a past or current employee. In such cases, you can report them and have them removed. Secondly, as an employer, you get the opportunity to respond to these reviews. Your official reply will communicate a sense of responsibility to the readers. State a few action items that you will undertake to resolve the negative opinions and reviews.

Lastly, these reviews can work as inputs for your HR initiatives. They are not very different from exit feedback as they can give you insights about your company’s culture. If the reviews have a common sentiment, you must treat it as an opportunity to learn and grow.

2. Offer a comprehensive package

Millennials are competitive, but they don’t value money much while accepting a job offer. They appreciate intangibles that a company has to offer. For instance, they will be more keen on benefits like extended paternity leave than perks like a car allowance. They look for a job that offers flexibility and work-life balance. They believe they should get paid leaves or the flexibility to leave on time if they perform well. Besides, this generation is also waking up to the issue of mental health and appreciate an organisation that supports this cause. Other than this, you can also offer better experiences within the office premises like beer bashes, cooking classes, yoga etc. for attracting millennials to your company. In short, as an employer, you need to talk their language to connect on a deeper level.

3. Personal and professional growth

Millennials are more willing to join an organisation that allows them to grow and invest in their growth. Millennials are liberal and not averse to taking risks. It is the main reason why so many of them are turning into entrepreneurs. They are more prepared to change their career paths if they see an opportunity.

Give them the chance to grow both vertically as well as laterally. Another thing that may help you is to understand that they do not respond well to the traditional way of receiving feedback two times a year. They want more consistent and constructive feedback discussions with their managers. It is even better if they can get a mentor who can guide them to grow in their roles. They feel more engaged and productive when they are moving forward and making progress. It may even help to support them financially for higher studies. With these changes, you will not only succeed at attracting millennials to your company but also win their loyalty.

4. Transform your work culture

Gone are the days when employees would punch in their cards or work minimum hours a week or were comfortable with hierarchy in their organisation. An open and flexible culture matters more to a millennial in the workforce.

Transform into a more casual culture where employees can move beyond hierarchies. You can also try to make your office space more inviting and comfortable. Encourage open discussions on an internal platform. Furthermore, millennials do not like being restricted to formal workwear. Allow them to wear business casuals on more days to see a difference. Try to build a culture of trust and self-management.

Millennials are a generation that takes its own decisions and dislikes micro-management. They will also be more attracted to a workplace that gives them the liberty to work from remote locations and deliver at their chosen hours. 

As per a Linkedin survey, the number one thing millennials want to know about your company is your culture and values. The survey also found that a staggering 93% of millennials are open to hearing about job opportunities, and 66% are willing to talk to a recruiter. It will help to include your culture and values in the first-time conversations to develop their interest in your organisation. 

5. Embrace Transparency

Millennials like transparency and appreciate being involved in strategy discussions. They also want to know how they are instrumental in their organisation’s growth. You can achieve this by communicating frequently and holding town hall discussions with the C-suite leaders.

As per a survey by LinkedIn, millennials like to work under strong leadership. 87% of the respondents said it matters to them if they can take pride in their employer. 70% of ones who said they weren’t proud of their organisations cited weak leadership for their negative answer. They will gain more confidence in their leaders if they can get free access to them and know what they are thinking about the future.

6. Change your recruitment process

Modifying your recruitment process and adopting a customer-centric approach can help you significantly in hiring millennials. They like to be treated as customers as they are shopping around for jobs. These talented individuals know their value in the market and may lose interest if they are not engaged.

Firstly, they do not like lengthy or cumbersome application processes. Moreover, they prefer to be engaged right from the first phone call until they are on-boarded. Recruiters are under so much pressure of transactional work that they hardly get the time to invest in building relationships.

You can resolve this problem by using AI-powered tools to enhance your hiring experience. For instance, chatbots can answer applicant queries and provide all the right information. Applicants won’t have to wait for the recruiter to return their calls if they want to know something. Moreover, these tools can send them constant updates about the status of their application. Impress provides such tools that can not only ensure a better candidate experience but also reduce your recruiters’ workload.

7. Innovate

Millennials appreciate more efficient and streamlined processes. They prefer having information on their fingertips instead of having to contact someone and waiting for their response. It means you may have to revamp your finance, operations and HR processes. Provide your employees with a platform that supports self-service. Having information on their desktops will not only engage them but also enhance their productivity. You can also adopt the mobile-first trend. If there is an app for learning or improving processes, millennials are more likely to use it instead of the traditional methods. 

Apart from these, millennials appreciate genuine workplaces. They will see through it if an employer does not walk the talk. If you promise them something in your vision or mission and do not adhere to it, they are likely to get disappointed by that. To attract them, give them a complete package of attractive benefits, offer them an open culture and show your genuine interest in their growth. They will not only join your organisation but even spread a good word about you in their respective networks.