Amazing recruitment tools for hiring managers

With recent global events impacting a number of industries, there has never been a better time optimise your hiring strategy. Keep your business moving by fully utilising the suite of available online tools. Video interviewing provides a quick and efficient way of communicating, and now becomes a prime tool in minimising any disruption to the interview process.

More and more organisations are turning to smarter and faster recruitment tools, such as PredictiveHire. A tool led by Artificial Intelligence (AI), that predicts the best hires based on data and behavioural science. Secondly, there is Hinterview (Hintro), a two-way video engagement tool that allows recruiters to screen candidates. 

Both of these tools are having a huge impact on the recruitment process, by identifying the right candidates and funnelling them through a competent and fluid recruitment process. Utilising these tools effectively can be the difference between solving your recruitment needs and being left behind by your competition. 

The benefits of PredictiveHire

In short, tools like PredicitveHire will allow you to increase the quality of your hires by using analytics to predict how successful your hire will be in the new role and company, as well as highlighting those who are unsuitable candidates. The tool can source more effectively by using analytics to trace hires back to original hiring source, then linking that to the quality of the hire. This allows managers to eliminate poor sources and improve Return on Investment for recruitment campaigns, and agencies. 

PredictiveHire also promotes bespoke speed of hire by allowing you to understand which candidates are the best hires for your company. So, when a suitable candidate is available, you will be able to move much faster by concentrating on candidates that are right for your business and vacancy. PredictiveHire also provides a more professional approach; candidates are involved in a process that really gets to know them. 

Using Hinterview in your recruitment process

In the current market, speed is an important factor in being able to hire the best available candidates. Many candidates are getting multiple offers, or falling out of recruitment processes altogether, because of the time it is taking to make decisions and book interviews. Using video tools like Hinterview allows organisations to be able to undertake interviews at short notice, so initial decisions can be made quickly to speed up the entire process. A CV can only tell a limited story, Hinterview allows a recruiter to get a far more rounded picture of a candidate’s tangible work experience and interpersonal skills at the earliest opportunity. 

Soft skills are becoming increasingly important in candidates, and using Hinterview will allow the recruiter to assess these alongside a CV at their initial shortlisting phase. Using this sort of technique also works well if an employer is looking to hire on a temporary basis and wants to assess a candidates suitability online before hiring without having to bring them into the office and thus, slowing down the process. It is a flexible working model that allows hiring managers and candidates to interview geographically online anywhere.

Using technology effectively

Video technology and AI are great tools to use as a basis for interviews. AI can help you to understand any areas of concern that would need probing at interview stage, or inconsistencies with CVs and results. However, human interaction will be able to assess this further and decide whether a person can truly fit into an organisation, whilst video technology can help us to identify personality characteristics, save time, and offer a flexible approach.

The influx of new technology can indeed help organisations meet the recruitment challenges ahead and getting hires right is becoming more crucial. The effect of not recruiting the right person will impact an organisation, team and workload. Not just in monetary terms of the hire, but the indirect areas of this too, e.g. staff morale, reputation, and staff attrition.

Being able to identify them at the earliest possible stage is crucial. Gone are the days where a recruiting manager can deliberate over a CV for a few days and then make a decision based on a gut feeling. Having as much information to hand, to ensure an organisation gets the right hire and uses the right sources during the initial stages of the recruitment process, remains vital. 

If you are interested in discussing your recruitment needs, please get in touch with one of our specialist recruitment consultants today, or submit a job spec, and we will contact you. 

Bradley Glen
Operating Director, Page Personnel