The Need for Speed (& Efficiency)
WHILE THE JOB MARKET HAS CHANGED, HIRING AND INTERVIEWING PRACTICES LAG BEHIND
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n the wake of the recession, most companies operated lean, filling only mission-critical positions and often waiting until the last moment to add workers. But with clear signs of an economic uptick, hiring activity is increasing. As the war for talent heats up, companies can no longer afford the risk of waiting to find the “perfect” candidate among a huge number of applicants.Yet, though the labor market is shifting rapidly, many HR organizations still rely on the same old screening, interviewing and hiring processes. At some companies, recruiting and hiring move at the same pace, no matter how tight the labor market or how urgent the business need. Consider that, in 2010, managers typically invited five or six candidates for second-round interviews, twice as many as in 2007, according to The Wall Street Journal.
No wonder it can take months to fill positions. And when the quest for the ideal applicant drags on, the business suffers due to higher administrative costs, lower productivity and missed opportunities. Like the business itself, most HR departments have been leaned out during the recession. That means they too must do more with less. Reviewing more resumes and applications (often via online job boards and web-based submission forms). Screening more candidates. Getting offers out faster. Onboarding new hires more efficiently. HR has embraced some technology to help with these tasks, though efforts have not yet paid big dividends in shortening the path to great hires. Many firms still rely on inexpensive but not hugely effective or efficient phone screening as the first filter.
While productivity and speed in hiring are critical, HR is not just a volume game. Every dollar invested in new talent must produce tangible value. Competitive pressures have increased expectations for all administrative departments. Studies show at 60% of CEOs are examining their HR departments in terms of their ability to advance the company against its core business objectives. That’s why recruiters must build value into every process in a way that benefits their business stakeholders and internal customers.
The bottom line is that, finding, filtering and attracting the right talent – skilled, experienced and a good cultural fit – may be harder than ever. But the HR groups that get it right make direct, bottom-line contributions to the business. And with so many workers available, winning the talent war equates to competitive success.
Why Hiring Practices Matter
Over the years, HR surveys (such as that conducted by Development Dimensions International in 2002) have confirmed that hiring practices and tools are closely linked to an organization’s success. Such studies show that companies with more effective hiring systems rank higher in financial performance, productivity, quality, customer satisfaction, employee satisfaction and retention. There is even evidence suggesting interactive technologies are the new hallmark of HR success. While lean HR teams shoulder a greater workload today, the right web-based technology enables a large leap forward in productivity and efficiency, which points the way to broader business success.
PHONE SCREENING BEFORE FACE-TO-FACE – IS THERE A BETTER WAY?
There’s no going back to the days of big travel budgets for HR, or wining and dining candidates to check out their table manners. Interestingly, HR departments are comfortable using time-saving technology, sourcing candidates via online search services, using automated resume screening, communicating by email and reaching out through social media. But surprisingly few recruiters have explored ways to replace or enhance the initial phone interview.
Indeed, the initial encounter over the oldschool land line still holds an honored place in the search and hire process. It is common practice for HR staff to call candidates for a pre-screening before inviting them in for a personal interview with executives. This is certainly a low-cost and high-efficiency way to assess basic communications skills, gauge levels of interest and share background information about the position and the company. Still, it’s worth asking just how effective phone interviews are. Sure, they may eliminate completely inappropriate applicants and the least qualified candidates. But preliminary phone screenings are not exactly a precision tool. There is always a great deal more to a person’s background and skill set than recruiters can hear over the phone.
By necessity, a phone interview is only a precursor to a face-to-face interview, which remains the gold standard for finding candidates – and for good reason. Research has found that at least 80% of human communication is non-verbal. Some experiments have broken down the non-verbal cues even further, finding that the human face conveys 55% of all communication, the tone of voice 38% and actual words a mere 7%. As business guru Peter F. Drucker once said, “The most important thing in communication is hearing what isn’t said.”
Suffice it to say that impressions made in a face-to-face interview setting are overwhelmingly important. The way a candidate waits in the lobby, walks across the room to shake hands, makes eye contact, smiles or doesn’t, dresses well or poorly may all reflect the behaviors and outlooks recruiters deem necessary for success in the job, as well as the fit with an organization’s culture and environment.
HELP WANTED: BETTER TECHNOLOGY FOR BETTER HIRES
Online video interviewing combines the simplicity, reliability and cost-effectiveness of phone screening with the huge advantages of in-person interviews. With user-friendly, webcam-based interviewing “rooms,” companies can more rapidly and fully evaluate candidates’ skills, attitudes and personalities. Stronger interpersonal connections reinforce the “human” in HR – allowing companies a well-rounded view of applicants, and the applicants a clearer look at the job and company.
There is simply no substitute for seeing a candidate. Actions speak louder than words even on a small screen. Though recruiters can’t feel the handshake, video conferencing allows them to see many telling physical signals, including those that telegraph attitude, interest and attentiveness. You can see facial expressions that equate to energy or lack of it, and how posture suggests confidence or anxiety. And of course clothing, hair and grooming speak volumes about professional and personal standards.
Video interviews also provide companies an opportunity to sell themselves to top talent. HR groups can show that their organizations are innovative, value communication and believe in a personal touch. This is a critical consideration for Generations X and Y, and for Millennials, the huge demographic group that’s transforming the workplace. These younger candidates expect to communicate digitally and are often more relaxed in front of a webcam than in traditional interview settings. They are also comfortable with a less formal approach, and are attracted to formats that can inject a little fun.
THE BENEFITS GO BOTH WAYS
Video interviewing offers breakthrough gains in efficiency without adding significant expense or risk to the hiring process. For HR organizations, the benefits include:
- Lower hiring costs based on reduced travel expenses for candidates
- Faster hiring cycles by narrowing the field and eliminating inappropriate applicants more quickly and precisely
- Increased confidence that only strong candidates will be invited to face-to-face interviews with business stakeholders
- More persuasive tools for “selling” the company to top talent
And when it’s time for onboarding, video meeting rooms can help integrate new hires into the corporate culture faster and more efficiently, a hallmark for long-term employee success. Leaders can share welcome messages with new hires, while HR staff can provide access to necessary orientation documents. They can even invite employees to “drop by” their online meeting rooms anytime they have questions or just want to chat.
But it is important to recognize that candidates realize important benefits, too, including:
- A richer and more detailed view of the corporate culture and specific job opportunities
- Quick access to company information and the ability to ask questions
- More engagement and interaction with recruiters
- The opportunity to make a great first impression and demonstrate their skills and qualifications Video interviews allow HR professionals to do more with less and take a shorter route to finding and onboarding successful candidates – perhaps even the “perfect” ones for the business
