Smart companies are finally making it fun and easy for job candidates to apply and interview. Here’s how simple tweaks to your hiring process can have a major impact on recruitment performance.
Your business is only as great as its people. If you want to stay competitive, you need to move fast to secure the best candidates out there (and as a major bonus, become your org’s biggest hiring hero in the process).
Fed up with 30-day hiring timelines and painfully inefficient interview panels, some recruiters have come up with smart ways to remove the stuffiest steps in their hiring process and quickly get the right candidates on board.
In 2017, Home Depot accelerated its online application process by 80% and filled more than 80,000 positions in stores.
How’d they pull it off? By eliminating the fluff.
The home improvement retailer cut their application form down to meat-and-potato questions that matter. They also added 5 core questions to their career page to help potential applicants self-screen.
Between the shorter job app, the values-based self-screening Q’s and the awesome interview tips on their website, it’s no wonder hiring managers at Home Depot complete their interviews in just 15 minutes.
But Home Depot’s efficiency gurus didn’t stop there. In 2018, they introduced a smartphone tool allowing applicants to self-schedule in-person interviews. When we talk about simplifying the hiring process, we can’t not talk about group email chains. 🙄
Scheduling is a small thing that makes a BIG difference in terms of how a candidate perceives your brand — and rest assured, your candidates hate tedious email chains just as much as you do.
In today’s tight talent market, it’s crucial to give candidates what they really want in a recruitment experience. And they definitely want video.
From FaceTiming with our friends and family to the insane amount of time we spend on YouTube, video is how we communicate. By introducing video interviews into their day-to-day hiring operations, hiring execs at Hilton reduced their time to hire from 42 days, to 5.
Not only that, video proved to be a better way to evaluate candidates and leverage their talent pool across the organization. Here’s how it works.
Recruiters at Hilton conducted more than 12,000 video interviews in the past year, saving a ton of time and money on things like interdepartmental emailing and travel costs. 👌
In an effort to match the expectations of millennial candidates, Unilever has digitized its entire hiring process and added gamification as part of it.
This giant consumer goods corporation decided to pitch fresh graduates in their recent effort to attract the best young talent to the business: “Good news for new grads — that time you spent on Minecraft and World of Warcraft may have actually been time well spent,” says the new digital hiring campaign. 😍
“From the CV, to the candidate search, to the interview, we’re using technology to create a truly interactive experience allowing us to get a more meaningful connection with applicants,” explains Chief HR Officer Leena Nair. The application process is divided into 4 interactive rounds which create a “faster and more fun” experience for candidates.
In a world where the demands of your business seem to change overnight, it can sometimes feel impossible to keep up. Many talent pros feel like they simply don’t have the time to rethink their hiring process and give candidates the experience they deserve.
That’s where Breezy can help! With Breezy, it’s fast and simple to create an efficient hiring process applicants love — from self-scheduling, to video interviews, and more.