Talent Acquisition: How Recruiters Can Implement AI In Their Hiring Strategies

Modern technologies do not stand still and are constantly evolving and artificial intelligence (AI) is no exception. This technology has come a long way since it first came into being. Now it’s used for self-driving cars, facial recognition, and even has applications in recruiting. AI is the ability of a machine to adapt to changing circumstances and act in an “intelligent” manner.

Recruiting difficulties

Recruiters say that it has become very challenging to search for candidates. There are simply too many applicants and it’s impossible to get through them all. Reviewing applications, tests, resumes, and conducting interviews all take time. And that’s not all! Candidates still need to call, schedule an interview, and then summarize all interviews — all this is too time-consuming and requires some automation.

In 2014, Amazon commissioned its developers to create an automated system for selecting candidates based on artificial intelligence. A year later, a problem emerged: fewer women were recruited than men. Since the algorithm was trained on the resume of the company’s employees over the past ten years; there were more men, so the system gave more preference to them. By early 2017, the company had phased out this system. These kinds of problems can be avoided by checking for implicit biases and investing in system vetting. However, you should also keep in mind how to control and save your money so the entire budget of the company isn’t wasted.

Application in practice

Nowadays PEO services integrate AI into their hiring strategies. Global PEO services outreach to Germany, Singapore, Canada, and many other countries. You can also find good examples of an Australia PEO. They all use artificial intelligence to validate entry-level employees. The company announced considerable success in recruiting its employees using AI. Job seekers can be interviewed in a unique application on their smartphones. The program takes video and audio data from interviews, analyzes them, and gives recommendations for further actions for recruiting agencies.

Artificial Intelligence solutions and analyses 

The artificial intelligence used to recruit employees does all of this in minutes. It can also analyze, select, and call candidates. What’s the point of using a robot to make calls? It can examine the facial expressions and voice of the applicant in more than a hundred different parameters, like mood, honesty, character. For example, a bot-recruiter asks a job seeker questions about their attitude to alcohol, gambling, or something else that affects a person’s personal qualities and spills over into business ones. When a person starts to get nervous, his voice may change noticeably or even gradually – this is what the system is designed for. At the same time, short answers like “yes” or “no” are not accepted — the recommended length of the answer is 7–10 words. The analysis takes only a few seconds. The robots can even check for interesting personal finance statistics for this year. 

After all the analysis, the AI gives a grade, determining whether a potential candidate will be called for a job. A person will already be looking at the grades and calling for work. The assessment is also influenced by the analysis of pages in social networks. This is also done by the system, not by the person. However, in this way, it will be possible to find specialists of the lower and middle level — cashiers, salespeople, all kinds of operators, and managers. The accuracy of the recruiting system is over 90%.

Investing in the Artificial Intelligence Market

The number of companies engaged in artificial intelligence in the world is overgrowing – the share of AI startups grew fivefold from 2015 to 2018 and amounted to 3,465, over a third of which were in the USA. The most significant number of such companies in 2017 was registered in the USA, almost 3,000. Companies continue to invest in the development of reinforcement learning applications. At last count, $ 31.7 billion was invested in this category. Also, significant funds are invested in speech recognition programs. This segment is projected to grow to $ 12.4 billion by the end of 2021.

Final word 

As the practice of the world’s largest companies shows, the automation of routine processes can improve the efficiency of a business. The use of innovative technologies based on AI can save time that previously had to be spent by people to process and analyze data manually.

Tips for Buying a Recruitment Business

Starting a brand-new venture is an exhilarating decision, but it might prove to be too much for so many in the current economy and competition. The fact that the recruitment industry is growing is inspiring many to kick-start their agencies, but if you’re more inclined to purchase an existing agency, then you might stand a better chance to succeed. You can use the business’s current reputation, expand on its image and client base, and not to mention the key people that have brought the business to life.

There are many options you can consider, from investing in a franchise that might be location-specific, all the way to purchasing an entire agency to expand the business with your expertise and know-how. Some mistakes are inevitable, but you can definitely avoid most. Here, you can learn more about buying an existing recruitment business, to make the most of your investment and set your new company up for success under your own leadership.

Consider keeping the core decision-makers

Assuming that you’re looking to purchase a stable business with a strong bond with the local community, you should keep in mind that people make that business much more than the brand name alone. It might be tempting to let go of everyone in charge and all the core staff, but this is not always the most prudent way to go about the purchase. Instead, consider discussing the option of retaining some, if not all of the key workers, especially decision-makers.

You can still run the business and grow it as the main investor and the CEO, but the existing recruiters and managers staying on will be your greatest assets. They are the ones with all the client connections and successful case studies. Talk it over with the seller and see if there’s a way to work it into the contract. 

Do your homework

You might be excited about the transaction and the negotiations might have been long already, but you should never land on a deal before you do all the necessary research. Collecting industry data to understand the trends and forecast any changes, understanding the existing client relationships with the agency, and getting to know the staff properly will decide the future of the business.

Think of it as another workplace and assess its levels of safety, both for the short and the long term. Can you say with some professional certainty that this business has a strong future with the local community and its existing client base? Are there any gaps in the onboarding/offboarding strategies the agency is using both internally and in the talent selection process for their clients? Make sure to understand the ins and outs of the business before you buy it.

Get location-specific legal guidance

Knowing the industry is one thing, but the process of buying a business has so many intricate, legal steps that you should always ask for professional guidance on the matter. Not to mention that each country has its own unique legal frameworks in place for such transactions precisely. If you’re looking to buy a Sydney-based business, you’ll need to work with experienced lawyers in Sydney whose expertise will help you protect your investment.

They not only know the local market, but they also know what kind of potential legal difficulties you might be looking at upon inspecting the company. Working together with financial experts, you can see if the company has a clean track record, with no fraud looming in the background, and of course, all taxes and contracts are taken care of. 

Consider a non-compete

Once again, when you work in a competitive city like Sydney or New York, there are many recruiting agencies to go around, which both means having many opportunities, but also many competitors. You don’t need another one when the seller decides to use their expertise and the recently obtained wealth to start yet another business in the same sector to compete with you. 

Make sure your purchase agreement has a non-compete agreement or a clause attached to it, so that you can protect the intellectual property you’re buying with the business itself. This agreement is one way to protect your newly acquired business from losing relevance immediately upon purchase, or coming across yet another setback on your way to growth.

Analyze your motivation and goals 

Having ample funds at your disposal to invest in a venture is a great way to advance as a professional, but you should be certain that you’re doing this for the right reasons. Ask yourself: are you experienced and respected enough in this business to run a company of that size and scope? Do you have the funds to keep the business running smoothly upon purchase?

Will you really, measurably benefit from purchasing this agency? Do you understand what it takes to run an agency, especially if this is your first attempt at running a business? Such questions might sound harsh, but they’ll help you evaluate your goals and driving force before you make the purchase. 

From the fine print in the agreement all the way to your financing plan, preparing yourself properly for the purchase will help you get started with your new company on the right foot. Remember, despite the fact that the industry itself is flourishing and there’s plenty of business to go around, it’s still up to you to make sure your company thrives, despite its pre-existing reputation and success. Use these tips to be certain that you’ve done all the work before you sign on the dotted line. 

How to Hire for Diversity?

Learn the best practices and tips for hiring more diverse candidates!

bump-collaboration-colleagues-1068523.jpg

How to hire for diversity?

If you want to improve diversity and inclusion at your workplace, you should start by hiring more diverse candidates. 

In this article, you will learn how to incorporate best practices for hiring more diverse candidates at every stage of your recruiting process. Read on to learn:

  • How to attract more diverse candidates?
  • How to incorporate diversity values in your selection stage?
  • How to ensure greater job acceptance rate among diverse candidates?

Attraction stage: How to find more diverse candidates?

Here are some great, actionable strategies for attracting diverse candidates:

  1. Source for diversity
    Add terms like “employee resource group” and “ERG” to your Boolean search strings, along with phrases related to different types of diversity focused networks (such as “black,” “Latino,” “disabilities,” “women in IT,” or “LGBTQ”).
  2. Post your jobs on job boards specialized in diversity
    Job boards dedicated focused on minorities and diversity are also becoming more common these days. Did you know that you can find a diversity jobs section on Indeed? Make sure you also post your job on Diversity Working, the largest online diversity job board.

  3. Encourage diverse employee referrals
    Encourage your employees to recommend diverse candidates by offering additional bonuses and prizes. For example, Intel awards double referral bonuses for diverse hires.

  4. Highlight diversity on your career site
    Highlight your company’s dedication to diversity and inclusion. Check out Schneider Electric’s career page focused on promoting their company’s inclusion and diversity initiatives. 

Selection stage: How to select more diverse candidates?

There are 2 proven strategies for incorporating diversity and inclusion at the selection stage of your hiring process:

  1. Organize diversity training for recruiters
    Help your recruiters and HR managers learn more about their unconscious biases we all have. Luckily, with a little bit of education and training, everyone can learn how to avoid bias in recruitment.

  2. Implement a blind hiring practice
    Blind hiring is the practice of obscuring job candidates’ personal information such as a photo, age, gender and name. That way, recruiters and hiring managers make their decision solely based on qualifications, experience, education, references and the quality of the person’s resume.

Offer stage: How to improve job acceptance rate among diverse candidates?

67% of job seekers said a diverse workforce is important when considering job offers, according to Glassdoor research

Thus, make sure that you highlight your company’s commitment to diversity and inclusion. Proudly present all of your company’s diversity and inclusion initiatives. As well as your diverse employees’ testimonials. Show your diverse candidates that you have cultivated a welcoming company culture that accepts and celebrates differences.  

How To Start Your Own Recruitment Company

Starting a recruitment company, just like any other, requires a decision, a bit of vision and a lot of dedication. The good news is that this is a process that has been repeated in the creation of successful companies for decades or even centuries. The bad news is that it is never easy. Each new beginning is just that – a beginning. Let us take a look at some of the options that can help you or affect you negatively on your way to creating a business from scratch.

Impact of experience

The best position to be in when starting a recruitment agency is probably if you’re coming directly from a recruitment management, training or HR position in a larger company. This gives you an overview of the market and, hopefully, means you are bringing a lot of important connections with you. Luckily, previous experience, although helpful, is not obligatory. As with any other company, if you put in strategic planning, hard work, a commercial mind and long hours, you are good to go. As the Entrepreneur says, evaluate yourself and see whether your skills and passions lie here and work accordingly.

The power of Internet

It goes without saying that you need to have your own website and logo, so you can start building your brand as soon as you can. As far as the paperwork is concerned, there are many online options for this. For example, if you aim to register a company in Australia, this is perfectly doable without leaving your house, just like in most countries of the world. Add a bank account to the mix, find an accountant and start some insurance going – and all of this can be done online. What a time to be alive!

Size and location

This depends on your initial capital and business plan, of course, but most recruitment companies remain in the boutique phase with less than 10 workers. This also means you can utilize your own space, such as a shed or basement for work purposes. Alternatively, you can share office space with someone, or go co-working which is a popular option nowadays. If you are planning to go back, that will most certainly involve rather large expenses on office space, whether you purchase or rent it. The good news is that your job is mostly done via internet and phone, so the actual location of your office is not that important.

Who do you recruit for others?

Just like in any other profession, you can choose to specialize or to take the general route. The problem with generalization is that you might be spending too much time and resources on keeping track of everyone and everything. The problem with specialization or niche recruitment is that your focused strategy is good for a smaller number of clients, which leaves you at a disadvantage. If you have the skill and connections, you might aim for recruitment of executives, such as CEOs or CFOs. A good option for pretty much all recruitment companies is graduate recruitment, because those who are starting a business are usually aiming at lower salaries, while the companies are always on the lookout for young, inspired workers.

Who do you recruit for yourself?

Some would say that this should be the easiest thing in the world, to do for yourself what your company is doing for others. Ask any marketing agency about the time they did marketing for themselves and you’ll probably hear some interesting stories. Regardless, this needs to be done and you want to pay attention to experience, but more so to personal traits, as they are very important in recruitment as a business. People skills are quite necessary as your employees will be meeting, talking to and judging a huge number of people. Sales and negation skills go hand in hand, because you want your company to make good deals. And finally, top it off with a nice layer of self-confidence – a genuine, engaging confidence that will appeal to both ends of the recruitment rope.

Software makes your life easier

As you are providing other business with potential workers, you are bound to keep on top of databases and software that can help you. Some software packages will have features such as: absence management, expenses, timesheets, asset management and more. HR software can also help you train and manage people who work for you, while also helping you set goals towards which you can work together. The software is necessary but can be expensive for a startup. Remember that sometimes even simple things that you have just not heard about before, like Boolean search, can help you utilize resources you already have, without the added cost. It is up to you to decide what really is vital for the future of your recruitment company and spend the money accordingly.

Boolean Search: Something Every Recruiter in 2019 Should Know

Every recruiter who wants to find top talent in 2019 should know how to perform the advanced Boolean search.

bottle-brand-chrome-67112.jpg

What is a Boolean search and why is it important for recruiters?

In 2019, we’re dealing mostly with passive candidates. With low unemployment rates, only 12% of people are actively looking for a job.

This is why recruiters must use different methods to source great candidates.

Lately, there has been a lot of buzz around employee referrals and recruitment marketing. But there is another, very effective method you can use to proactively source candidates – Boolean search.

Boolean search is one of those recruitment tactics that everybody has heard of – but nobody really knows who to apply it. It seems complicated and hard to grasp.

Advanced Boolean search can seem a bit intimidating. Those loooong search queries look like math equations. Yuck!

But bear with me for a moment and let me show that learning at least some basic Boolean search tips and tricks is definitely worth a bit of your time and effort.

What are the advantages of using a Boolean search in sourcing candidates?

By using a Boolean search, you can find better candidates faster. You can effectively search through any online repository of potential candidates, such as:

  • Search engines like Google, Yahoo or Bing
  • Social networks such as LinkedIn, Facebook, Twitter, Instagram, etc.
  • Search resume databases
  • Applicant Tracking System.

Thus, using a Boolean search will make your life easier and save your time and money!

How to do a Boolean search?

It’s quite simple actually. You go to Google, type in your keywords and add a few additional words (called operators) and symbols (called modifiers) to get more relevant results.

There are 3 key operators: AND, OR and NOT.

There are also 3 key modifiers: asterisk (*), quotation marks (“”) and parentheses (()).

This 6 words and symbols are at the core of Boolean search.

How to use Boolean search operators and modifiers?

If I got you interested and you would like to know how to use these operators and modifiers, check out our comprehensive, but easy to understand Boolean Search Guide for Recruiters.

Don’t want to bother with learning Boolean search?

Luckily, you don’t have to. 😉
As I said, it’s 2019. These days, you can simply type your keywords into advanced sourcing tools and let them do their magic.

Ever heard about TalentLyft?

Our recruitment software TalentLyft has a powerful, machine learning powered sourcing solution as well as sourcing extension.

Check it out! 🙂

 

Top 5 Online Candidate Assessment Platforms

Choose the best candidate quickly and effectively by using one of these top 5 online candidate assessment platforms!

magic-cube-1976725_1920.jpg

Why do companies use candidate assessment platforms?

82% of companies use some form of candidate assessment testing, according to the recent Talent Board’s Candidate Experience Research report.

Testing candidates help companies ensure that their job candidates really have the required skills to successfully perform their jobs, as they claim in their resume or in a job interview. Without testing your candidates, you’ll end up choosing the best interviewee, not the best person for the job!

Luckily, due to the scientific and technological advancement of candidate assessment tools, these platforms are now available online. This also makes them more affordable than ever, which is very convenient for employers.

Why should companies use online candidate assessment platforms?

The main reason why so many employers use online assessment platforms to test their candidates these days is that they guarantee a great candidate experience.

By accessing an online assessment platform, candidates can solve these assessment tests online from anywhere in the world, at the time that suits them the best. This method saves time and money both for candidates and employers, making a more convenient and timely option.

Top 5 candidate assessment platforms

There are many different candidate assessment platforms on the market. We did thorough research and created a list of the best skill assessment tools, measured by reviews, services offered and ease of use.

All of the platforms we included in our list offer candidate assessment tests which can be administered quickly and easily through well-designed software.

1. eSkill

eSkill is an online skills assessment solution which helps organizations deploy the most accurate, valid tests for pre-employment and skills gap assessments. You can choose from over 600 standard tests, 5000 combinable topics or create your own content for any job and industry.

2. Devskiller

Devskiller offers developer screening and online interviews in one platform. They offer a possibility to test programming languages, frameworks and libraries. With their Test Wizard, you can generate a coding test based on your job description in order to verify the coding skills you are looking for.

3. Interview Mocha

With Interview Mocha, you can verify your candidate’s job fit with our 1000+ skill tests, aptitude tests, enterprise-ready assessment platform. You can choose from a vast library of pre-built skill tests, customize one yourself or order a custom-made test specially designed for you.

4. The Hire Talent

The Hire Talent offers different pre-employment test solutions, including people (EQ) & logic (IQ) assessments, work personality assessments, skills assessments and sales aptitude and skills assessments.

5. Mercer Mettl

Mercer Mettl is an online talent assessments platform which can help you measure your candidates’ skills, personality and ability. You can choose from their test library of different psychometric, cognitive and technical test or get custom test built for your specific needs.

 

Top 5 Skill Assessment Testing Statistics You Should Know

Discover the top 5 data-backed reasons to use skills assessment tests in your hiring process.

homework-2521144_1920.jpg

Are you using skill assessment tests in your hiring process?

According to Career Builder research, 74% of employers admit they’ve hired the wrong person for a position.

Luckily, there is a simple way to avoid making a bad hire.

Using a skills assessment test helps companies to ensure that their job candidates really have the required skills to successfully perform their jobs.

There are many advantages of using skill assessment tests along with the traditional selection methods such as reviewing resumes and conducting job interviews.

Skills assessment tests help employers check if their perfect candidates are really a great fit for the job and the company culture as they claim to be. As a result, making a bad hire is much less common among employers who use skill assessment tests.

Here is why you should be using skill assessment tests

Using a skill assessment test has proven benefits.

Here are the top 5 skill assessment statistics which explain why you should be using them in our hiring process:

Statistic #1: Candidates lie about their skills

According to Criteria Pre-Employment Testing, up to 78% of resumes are misleading and up to 46% contain actual lies! 😲

Skill assessment test help employers check the truthfulness of candidates’ resumes. By applying skill assessments test, employers can verify is their candidates really possess the skills they claim to have.

Statistic #2: Skills gaps in job candidates

Using skills assessment tests is an effective method to address the serious problem of skills gaps among job candidates.

Recent research conducted by the Society for Human Resource Management has found that 75% of HR professionals who reported difficulty recruiting in the past 12 months say there are skills gaps in job candidates.  

Skill assessment test can provide valuable insights into the ability of candidates to learn new things and upgrade their existing skills.

Statistic #3: Skill assessment tests help reduce turnover

Research conducted by the Aberdeen Group has found that companies who use pre-hire assessment tests report a 39% lower turnover rate.

Statistic #4: Skill assessment tests ensure higher hiring managers satisfaction

Hiring managers who utilize pre-employment assessments report 36% more satisfaction with their final decision than those who don’t, according to Aberdeen Group study

Statistic #5: Skill assessment test ensure high employee performance

Aberdeen Group study has found that organizations who use pre-hire assessments are 24% more likely to have employees who exceed performance goals.

How to Interview Candidates Effectively: 3 Simple Ways

How to make your job interviews more effective at predicting job performance? Here are 3 simple ways!

adult-asking-blur-630839.jpg

Do we need a more effective way to interview candidates?

Here are 2 interesting statistics:

  • Recent research has found that nearly three in four employers (74 percent) say they’ve hired the wrong person for a position.
  • According to Career Builder, a single bad hire can cost a company upwards of $50,000.

I rest my case.

How to make your job interview more effective?

Here are 3 easy ways to make your job interview more effective at predicting job performance:

1. Conduct a structured interview

Structured job interviews are more efficient than semi-structured or structured interviews when it comes to predicting job performance. Meta-analysis research shows that structured interviews are up to twice as effective at predicting job performance than unstructured ones!

Take action now:  Prepare interview questions before the interview and ask each of your candidates the same questions in the same order.

2. Conduct a behavioral interview

Research shows that behavioral interviews are more valid and accurate for making hiring decisions. Behavioral interviews are based on the evaluation of candidates’ past behaviors. In other words, in a behavioral interview, an interviewer asks candidates about their past work experience and performance.

Take action now: Check out the best examples of behavioral interview questions!

3. Do a job simulation

According to LinkedIn’s report, only 32% of respondents use this technique, even though 84% say it is effective. In a job simulation, you ask your candidates to complete the type of tasks they would work on if hired.

Take action now:  Think of a great job simulation exercise for your currently open job position. Depending on the role you are looking to fill, it could be a task to write a short copy, outline a presentation, solve a certain problem, brainstorm a few ideas, solve a certain problem, etc.

Conclusion

Stop relying on your gut feeling when hiring and start using data backed techniques. Implementing any of these 3 tips are guaranteed to make your job interview more predictive of your candidates’ job performance.

 

5 Tips for Writing a Great Job Ad

Learn how to write an effective job ad!

coffee-cup-desk-pen

What is a great job ad?

A great job advertisement is the one that will not only help attract your ideal candidates, but also turn away unsuitable candidates. That way, you will save your time you would otherwise have to spend on disqualifying a large number of unqualified candidates. 

A great job advertisement is also the type of job ad that stands out and convinces the right type of candidates to apply. It is the type of job ad that really sells the company and its jobs.

How to write a great job ad?

Here are the top 5 tips for writing great (newspaper) job ad that stands out:

1. Engage the reader with a great title

Get creative and think out of the box. What could attract the attention of your ideal candidate? What would make them stop in their tracks? What kind of opportunity would make them want to learn more? Open with that!  

2. Keep your ad short and to the point

Write in clear and specific language and use the action verbs to make the ad more readable. Avoid using unnecessary words. For example, instead of “To apply for this position, you should send your CV and cover letter to the following address” simply write “Send your CV to: Address”.

3. Describe your ideal candidate

If you want to hire the right people for your open job position, you should have a clear picture of who your ideal candidate is. Creating your candidate persona will help you think about your candidate beyond your job requirements.

4. Sell your job

What makes your company different? Why would your ideal candidate want to work at your company, instead of for some of your competitors? What is in it for them if they join your company? Think beyond the salary. Highlight interesting projects, career development opportunities and benefits and perks you offer.

5. Explain the application process

Don’t forget to include a call to action at the end of your job ad. Tell candidates exactly what they need to do in order to apply for your open job position. Should they send their CV and include a cover letter? Attach their portfolio or some other examples of their work? Do you require some other type of documents. Such as copy of your candidate’s diploma, certifications, etc.?

9 Ways to Reduce Your Time to Fill

Discover 9 great ways to reduce your time to fill and hire top candidates faster!

9 Ways to Reduce Your Time to Fill.jpg

Want to hire top talent for less money? Reduce your time to fill!

Time-to-hire is one of the key recruiting and hiring metrics.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement

Time to fill metric measures how quickly a company can find and hire the best candidate. In a time of war for talent, many companies use this metric as their north star. Why is that?

There are 2 main reasons:

  1. Longer time to hire costs more money
  2. Loner time to hire causes you to lose the best candidates.

Did you know that a whopping 57% of job seekers lose interest in a job if the hiring process is lengthy (Source:  Robert Half’s research).

So without further ado, let’s take a look at the 9 ways to reduce your time to fill, improve your candidate experience and hire top talent for less money!

How can you reduce your time to fill?

Here are X effective ways to reduce your time to fill:

1. Start using a recruitment software

One of the best ways to reduce your time-to-hire is to use modern recruitment software. Modern recruitment software has many benefits, and one of the key ones is reducing time to fill. According to research, 86% of recruiting professionals say that using an ATS has helped them hire faster.

2. Track and measure

Track and measure your hiring process to find bottlenecks and resolve them. With modern recruitment software, you can automatically track and measure your time to fill. That way you can get an insight into how long does it take to hire for a particular job opening and make changes accordingly.

3. Automate your communication with candidates

In order to save time, you should automate your communication with candidates. Use the latest technological solutions such as recruitment chatbots and modern recruitment software. Modern recruitment software has ready-to-use recruiting email templates you can personalize and send in bulk.

4. Automate interview scheduling

With a modern recruitment software, you can send automated emails with an interview appointment that automatically sync with your work calendar. That way you’ll save valuable time going back and forth to arrange a suitable time slot for all your candidates.

5. Automate resume parsing and screening

Once candidates apply, a modern recruitment software will parse and screen their resumes and create their rich profiles in the system automatically. That way you’ll save the time needed to go through all received applications and organize them in order to find the best candidates.

6. Conduct group interviews

Conducting group interviews can save you a lot of time in the most consuming phase of the hiring process – interviewing. If you’ve never conducted group interviews before, don’t worry – we’ve got you covered! In our Guide for conducting a group interview you’ll find everything you need to know to learn how to plan, prepare and conduct effective group interviews.

7. Build a talent pool

Having a pool of great candidates eager to work for your company is the best way to reduce your time to hire. Every time you have a new job opening, you can simply choose the best ones from your talent pool! Learn how to build a talent pool from scratch and how to segment it for maximum benefits!

8. Source candidates

Don’t wait for candidates to come to you – go out there and find them! Luckily, today’s technology offers effective sourcing tools, which can perform complex web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

9. Implement an employee referral program

Asking your current employees to recommend great candidates is another way to reduce your time to fill. Implement an employee referral program and promote it regularly. Also. make sure to offer attractive and creative employee referral rewards which will motivate your employees to actively engage in helping you find new employees.