Welcome 2016: The New Era In Recruitment Technology! – skeeled.com

Written by skeeledhr | Originally published at skeeled.com Blog.

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Here it comes! 2016 has arrived and run full of new resolutions for improvement within the HR industry. Technology is on its rise within the sector and pre-screening software is taking the lead towards enhancement in quality hire and recruitment process acceleration.

Screen Shot 2016-01-05 at 13.58.27Candidate screening technology is shaping the way HR departments acquire new talent. It clearly offers new alternatives to traditional methods of recruitment and helps reducing the cost incurred in the hiring process.

Nevertheless, good technology should be combined with right actions, otherwise it will simply not work and produce mismatch in hiring. Here are a few tips to take into account in order to implement technology in the most effective way.

  • Manage your applications through online recruitment. The concept lies fundamentally in dealing with job vacancies and potential candidates through different web-based platforms such as job boards, corporate sites and social media. Adopting such innovative procedure in recruiting enables companies to adapt to where the vast majority of job seekers nowadays are, reach a greater number of talented candidates, spread geographical scope, and facilitate closer interaction with candidates.
  • Define the appropriate job requirements for your open position. Screening software will not be effective if the right specifications to perform a job are not correctly determined. Before posting a job vacancy, a recruiter should always define clearly what are the knowledge, skills and attitude required to carry out the tasks and duties needed for that job. A realistic description of the job leads to a more effective filter capable of screening out truly qualified applicants and improve the quality of your hiring decision.
  • Use video interviews and personality assessments to accelerate and improve the recruitment process. Implementing both tools from the moment the candidate applies online ensures that no individual is left behind in the process of selection, and therefore it increases the chances of hiring the right person while decreasing inefficient time screening and interviewing candidates.

Are you ready to take the big leap? Hire skeeled and we will get you set into the future of recruitment! Our interactive software based on standardized CVs, personality assessments and pre-recorded video interviews will help your company shortlisting the best candidates in the very early stage of selection, enhancing employee performance.

On February skeeled.com Team is launching Beta, do not miss the chance and subscribe for further information. Follow skeeled.com on LinkedIn for more.

Source: Welcome 2016: The new era in recruitment technology! – skeeled.com

Implementing effective personality tests | skeeled.com

Identifying if the applicant has the skills to perform the specific job is a well-known key factor to analyze during the recruitment process. However, the procedure should also importantly focus on recognizing whether we are dealing with the right type of person who will conduct the activities required.

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Personality tests play a crucial role when measuring whether the person’s work style and predictive behavior match the job at stake. It is clear that the 2000’s have seen the rise of personality assessments in recruitment, however, the industry is constantly proposing hundred of tests all claiming to be the most effective, while the reality still shows clear shortcomings on the way companies use them.

Here at skeeled, we encourage you to understand and become aware of the main aspects to take into account when processing personality tests and give you recommendation on how our software (incorporating Wonderlic’s assessment) will help you get rid of the costs and inefficiencies that a wrong use may bring.

  • Any common personality test may tell you relevant aspects about the personality traits of the candidate or display easy-to-read graphics pointing out how the applicant matches the personality required for the job. Nevertheless, sector criticism suggests that these tests do not always imply accurate prediction on job performance, unless you have the most competent one in the market. In any case, you should as well make effective use of interviews and group dynamics to understand how the candidate reacts to certain situations.
  • Also, even though choosing an assessment (requesting participants to make choice from a fixed number of options) may decrease number of faked responses, it does not allow to compare your candidates with others. A normative test based on a ranking scale (i.e. from 1 to 10) will let the recruiter compare different personality traits with the other applicants. At the end of the day, faking respondents trying to look suitable for the job can easily be under-covered during interview day when analyzing their face-to-face reaction.
  • The costs attached can also be a huge burden for the company. It’s a simple factor that’s often ignored but indeed the more candidates applying the higher the cost arising from each test provided. In order to save money, big companies tend to apply personality tests at the end of the selection process to those who have passed the recruitment phase. By doing this, they do not realize that they have excluded a great amount of qualified participants who were not able to take the test and whose personality could have high correlation with the job vacancy.

What can we offer you?

At skeeled, our personality test by Wonderlic is completed by every applicant during the recruitment process making sure that all the candidates are fully screened. It incorporates the Big Five Model (openness, conscientiousness, agreeableness, extraversion and neuroticism) being the most robust and scientifically proved method of modern personality research.

Our software also incorporates a system of pre-recorded interviews in which our clients have the chance to check for personality results, analyze skills and watch candidates’ reactions all-in-one already from the office, reducing the time and cost of hiring. What’s more, the algorithm will give you the list of the best candidates based on the highest matching scores.

Do not wait more and reinvent the future of recruitment with us. Please do not hesitate to follow us on LinkedIn and contact us if you have any questions. Thank you very much for reading and see you soon at our blog.

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Source: Implementing effective personality tests | skeeled.com

Hire Quality = Higher Quality | skeeled.com

Hello there!

Thank you for checking in on the skeeled.com blog!

Our topic this week: Improving your Quality of Hire.

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A recent survey has shown some very serious changes in how recruiters search for new talents, and an ever growing focus on improving the quality of new hires. Recruiters often find that sourcing qualified and suitable candidates for their vacancies can be a stumbling block, so competition to find the top talents is higher than ever. So what constitutes improving hire quality? And what benefits can be gained from focusing on this aspect of recruitment?

No effective recruiter ever sets out to hire the wrong candidate for a particular vacancy. Hiring the wrong person is costly to the organization and can prove disruptive in terms of upsetting the current team or hampering progress on particular project. Recruiters should strive to hire the best talent they can, and find the best candidate that will add value to the team, fit well within the culture of the company, and of course carry out the tasks involved in their role with ease. But how can a recruiter improve the quality of candidates applying for their vacancies? Here’s a few suggestions:

  • Know the difference between the job profile, and the personal profile. Obviously certain skills are needed for the role, but what type of person are you looking for? Job seekers nowadays find job adverts with a more personal appeal a lot more intriguing.
  • Modern recruitment practices have a little bit of marketing and sales integrated into the thought process now, so if you are recruiting, ask yourself what is your value proposition? How best to sell the organization, and the role, to the right candidates is crucial if you want to attract the top talent for your vacancies.
  • Be open to answering questions and giving information to candidates that ask for it. A little transparency goes a long way!
  • On-boarding: How proficient are your current processes in getting new hires up to speed? (We’ll discuss this in a blog quite soon)
  • A brilliant new hire, with the matching skills and personality can not only fill the vacancy, but also improve motivation and cohesion in your current team, add value to the department, and provide a person who may become a leader in the organization one day.

Improving hire quality in an ever increasing competitive market is a challenge for even the most dedicated recruiter, but modern HR tech platforms, like ours here at skeeled.com, can rapidly enhance your quality of hire, and help you build a team for the long run. If you want a real return on investment from your recruitment processes; come talk to us!

Thanks for reading! As always, your feedback is very welcome!

-Team skeeled.com

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Source: Hire Quality = Higher Quality | skeeled.com

Video Interviews: See behind the CV | skeeled.com

Hello there, and welcome to this week’s edition of the skeeled.com blog!

We’ve already covered some topics over our previous two blog posts regarding candidate testing and the importance of personality, and today we’re going to focus on another growing facet of recruitment today: The Video Interview.

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So what is a Video Interview?

A video interview allows job seekers and recruiters to connect early on in the hiring process, using web-based video technology as the communication medium. These interviews take place remotely, and are an important conversation between the candidate and  the recruiter. There’s a suggestion that conversation is a “fine art”, and when it comes to video interviews that is certainly the case. Conversation contains so many non verbal aspects, and in terms of video interviews the important aspects are seeing and being seen, and this counts for both the candidate and the recruiter. We’ll get to some tips for video interviews later on!

The different types of Video Interviews:

Live Video Interviews:

Works exactly like a normal face to face interview, minus the travel issues! Live interviews are the most common method of conducting video interviews, usually held through an online video medium such as Skype or a similar platform. Live interviews are very useful in terms of making initial contact with a potential candidate that stands out, as they can be used as a more informal way of learning about the candidate, their skill set, and their personality.

One-Way Video Interviews:

This method of video interviewing is becoming more and more popular, and is very different from live interviews. One-way interviews involve the recruiter developing a series of questions directly related to the vacancy,  to which the candidate then records their answers. The one-way method is especially useful for candidates who may be a little nervous about interviews in general, as they can answer questions related directly to the vacancy from the comfort of their couch if they so wish.

Video interviewing has opened up the way companies and candidates interact. Job seekers who are willing to relocate can now conduct interviews with potential employers even if they live in another continent, especially when it comes to high ranking positions. They are also extremely useful when companies have a high volume of candidates for particular positions. Companies can save money, time, and increase efficiency by involving video interviews in their recruitment processes. For example, a survey by Aberdeen Group found that ten one-way video interview responses can be viewed in the same time it takes to carry out a single phone interview!

So what are the best practices in terms of video interviews for both recruiters and candidates?

For Recruiters:

  • For live interviews: have a clear outline of the questions that you want to ask the candidate, but leave a little room for spontaneous interaction as well. You should focus on getting to know the person too!
  • For one-way interviews: Structure the series of questions in a way that will achieve the highest response rate while keeping the interview concise and to the point. Collaborate with colleagues to design the questions.
  • You should have an idea also of what type of personality suits the position and company culture. Watch for body language, ability to communicate clearly, just how the candidate conducts themselves in general.

For Candidates, some general helpful information:

  • Conduct the interview somewhere comfortable, and free from distractions.
  • Read the job description and verse yourself on responses as to how you fit the description, and what skills you could bring to the company.
  • Relax! The recruiter is taking time to interview you because you are obviously someone of interest to them. Be confident in conveying your skills and abilities, and take your time in responding to questions.
  • Dress the part! It is a job interview after all, so dress appropriately, unless you really live on the edge….

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We recommend wearing pants!

Thanks again for reading our blog, and as always please feel free to leave some feedback!

-Team skeeled.com

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Source: Video Interviews: See behind the CV. | skeeled.com

Recruitment Metrics (Or time to hire factors) | skeeled.com

Hi there!

Welcome to another edition of the skeeled.com blog.

This week we are going to look at some crucial metrics in recruitment processes, and the issues that can arise in the overall modern recruitment process.

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  • Time to Hire: The time it takes to hire a new employee is growing ever longer. This can stem from a number of factors such as a lack of qualified candidates for the role, candidates not accepting contract offers, or worse still opting to go with another company instead! Companies with excellent on-boarding and candidate management processes can get new hires up to speed faster, so looking at the length of time it takes to hire new personnel is crucial if you want to attract the top talent.
  • Candidate Sourcing: Where do you advertise your vacancies? Job boards? Newsletters? Social Media Channels? There’s a cost associated with advertising via these channels, so which one offers the most qualified candidates over the shortest period of time? It’s all too easy nowadays for non-qualified candidates to just click “Apply Now” without giving much regard to your requirements, thus wasting the recruiter’s time screening dozens of CVs that are not suitable to the role.
  • The Cost of Hire: The longer it takes to hire a new person for a vacant role, the more it costs! It’s a simple factor that’s often ignored, and considering the costs involved in advertising your vacancies, paying external recruitment agencies, the time involved in screening CVs and interviewing candidates… It all adds up! Making changes to your recruitment processes that makes it shorter and more cost efficient to fill your vacancies will save you a lot of time, and money, in the long run.

At skeeled.com we’re developing the next generation of candidate screening software. Our platform automatically screens CVs for you, shortlisting the best candidates for your vacancy, ranking them using a powerful algorithm, and allowing your recruitment team to access in depth analysis on candidate personality assessments and video interviews. We will decrease the time it takes to fill your vacant positions and save you money in the process! For more information, click here to check our latest video 😉

Thanks for taking time to check out the skeeled.com blog and do not forget to follow us on LinkedIn. See you next time!

-Team skeeled.com

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Source: Recruitment Metrics (Or time to hire factors) | skeeled.com