How our clients are integrating digital tools into their candidate journey

Organisations are adjusting their recruitment process and improving their candidate journey. In reviewing their recruitment process, organisations can make big impacts on how candidate potential is being measured and when. By implementing tools such as video interviews and digital pre-employment tests, HR teams are setting their organisations up for success in the new world of work.

It's time for recruiters to go big on employer branding, predictive analytics tools and integrated HR systems for a seamless and engaging candidate experience. The rise of digital tools offers almost unlimited opportunities for recruiters, here’s how you can utilise them to grow your business in 2021 and onwards with promising results:

Put branding videos early in your journey to engage candidates

To attract the best candidates, it is key to present your unique culture and values directly to them. This helps you to both attract candidates and educate them about your organisation and the role they may be filling.

One way to market your company’s brand is by giving candidates a visually striking realistic job preview. This can be on your careers website or built into the application process with a branding video. You can incorporate videos into your candidate journey as they pass through each phase of your screening process. Having an employer branding video at the first stages of the application process, or even before the first step to applying, helps candidates to self-select for roles and organisations that they think would be a good fit.

Ensure your assessments are well integrated with your ATS

Recognizing top talent speeds up when using timesaving and data-driven automated processes. To use digital tools to their full potential, recruiters should be using the correct tools at the best time in their candidate journey.

For example, pairing a video interview with pre-employment tests will help to narrow your funnel of candidates. These tools are best suited for the beginning of the application rather than after you have begun to assess the candidates yourself.

Regardless of the tools that you use, you need to be able to access the data. When your tools are on different platforms you have to switch between them and you lose the time that you’ve saved. Having these tools on a single platform, such as Talegent’s, allows recruiters to easily access all their candidate data and objectively compare candidates. If you are unable to have your tool on a single platform, you can integrate your digital tools with an applicant tracking system.

Combine new tools and existing methods

While technology is key in improving the hiring process, mixing digital approaches with traditional methods can help you gain deeper insight into candidates. This way you can be thorough with your evaluation processes.

For example, beginning with a realistic job preview helps candidates self-select so you only assess candidates who believe that they are well suited for the role. Pairing this with a video interview early in the application process will help you see how candidates present themselves. This can save interview time as candidates can complete it at a time that suits them, and you can review their videos at a time that suits you.

You can then evaluate these candidates with assessments specific to the role, such as values alignment, personality tests, and measuring their cognitive ability. From there, your most qualified applicants can easily be filtered, and you can jump into the more traditional face to face interviews and reference check.

If you're thinking about expanding your workforce, make use of the tools you have at your disposal, whether they are digital or analogue. Don't be afraid to incorporate third-party recruitment solutions, these tools can help you to objectively assess your candidates' suitability for different roles.

Discover more innovative selection methods today!

Reach out to John

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