Two starters, two stories
Anand is ready for a new start in his career. So when he sees that Weasel Widgets is looking for app developers, he eagerly sends off his CV.
For the next four weeks, he hears nothing at all. Then, out of the blue, he gets an email inviting him to an interview.
When the big day comes, Anand arrives at Weasel’s offices at 10:00 on the dot. But two of the interviewers don’t rock up until 10:30. For Anand, doubts are starting to creep in.
The interview finally begins. But as soon as he hears the first question, Anand realises that he doesn’t actually have the experience that Weasel is looking for. His whole application has been a complete waste of time – for Anand as well as for Weasel.
Disillusioned, he vents about his experience online and vows never to work for Weasel Widgets.
The hiring process can be tortuous. Lengthy and cumbersome, the journey from completing an application to day one of employment is often fraught with peril for both the applicant and the recruiting/HR team.
On the other side of town, Beth is excited. She’s in the running for a sales role at AAA Appliances and everything is going great.
She saw the job ad a week ago. Almost as soon as she’d emailed her CV, she was invited to join a Slack channel by AAA’s head of HR. In the channel, she met everyone involved in the recruitment process and they’ve already answered several of her questions.
Over the next few days, she completed her aptitude test through the channel and received feedback on it. Not only did she sail through her test, she also feels like she knows her potential colleagues already.
Now she’s scheduling her interview in three days’ time, dealing directly with the interviewers via Slack to make the arrangements. She can’t wait to meet them face to face.
Beth is sold. Whatever happens with this job, she tells herself, I definitely want to work for AAA Appliances.
What good looks like
As these two stories show, recruiting is a complex process that can easily go wrong
But if you get it right, you can enjoy a host of benefits:
- Get the right person
Hiring the wrong person can be a costly mistake that takes years to put right. Top notch recruitment helps you get it right the first time.
- Attract top talent
Recruiting isn’t a buyer’s market any more. In the US, unemployment is at a 49-year low and the job market has tightened. Candidates have a choice and they need a reason to choose you.
- Get there first
Digital has accelerated everything and good candidates won’t wait. Young workers expect an always-on, tech-driven experience. You need the agility to snap up that game-changing new employee before your competitors do.
- Build your employer brand
Candidates will assume that the recruiting experience reflects your employee experience. A strong hiring process reassures them that they’ve made the right choice and motivates them to hit the ground running.
- Save time and money
Recruiting takes about 38 days per new starter. The better your recruiting process, the more precious resources you save.
- Get strategic (at last)
Smarter recruiting processes mean less faffing and more high-impact partnerships. So you can focus on building skills, planning and delivering ever-greater value.
In other words, recruiting is far more than sourcing human resources from the labour market. It’s a collaborative, human process that’s really about learning, understanding and building relationships.
What candidates want
Catherine Rush, former Head of Talent for Technology at DMG Media, argues that recruiters need to:
- Make the recruiting process as fast as possible;
- See the process through candidates’ eyes and understand whether it works for them;
- Give candidates the opportunity to express themselves, explain their background and demonstrate their abilities;
- Give candidates feedback on how they performed.
Good recruiting brings together three vital elements:
Why old-school recruiting isn’t up to the challenge
Both businesses and job candidates are demanding much more from the recruiting process. The problem is that old-school approaches, based on tools such as emails, phone and spreadsheets, simply can’t deliver.
Old-school recruiting is:
Taking far too long to find the right people and bring them on board, and burning through too much time and cash in the process.
Orientated towards the internal needs of the firm doing the recruiting, without paying enough attention to what candidates need and want.
Leaving candidates waiting for weeks on end to find out what’s happening with their application.
Relying on ageing technology that simply can’t deliver instant communication, seamless information sharing or cross-boundary collaboration.
The best candidates … have a newfound disdain for employers who don’t know what they want until they see it, fail to set or deliver on expectations, listen without hearing and do not hold themselves accountable for respecting all those interested in their firm.
Introducing the adaptive collaboration hub:
a new approach to managing recruiting (and all of HR)
Human resources leaders across many industries have discovered a powerful new way to streamline and accelerate the recruiting process. It’s called an adaptive collaboration hub and it’s different from first-generation intranets and collaboration tools in some important ways.
An adaptive collaboration hub is:
Managed by and for users
- Fluid and organic
Supports the way each team wants to work on each project
Sharing is the default setting (with airtight privacy and security)
Organised logically into project, team or topic channels
So company knowledge becomes available and discoverable
Unites all your HR and productivity apps in one place
- Easy to adopt
So users take to it spontaneously and effortlessly
Five benefits of sharper recruiting
Let’s look at five areas in which using an adaptive collaboration hub can make a decisive difference to your recruiting.
1. Faster recruitment process
Your adaptive collaboration hub will allow you to speed up many aspects of the recruitment process.
As you develop the requirements for a role, use your hub to request, gather and document input from hiring managers and other staff. The quicker you agree on requirements, the sooner the job can be posted and the quicker you can get qualified candidates through the door.
Later on, your hub can help you set up interviews, gather feedback, collect stakeholder opinions and prepare job offers far more quickly than traditional tools.
Taken together, these improvements add up to faster recruiting overall, bringing you the talent you need at the time you need it.
Sends notifications for hiring pipelines and recruiting team activities directly to channels you select.
Relays job applications to your hub as they’re submitted.
2. Faster feedback and alignment on candidates
Before candidates’ applications start rolling in, you can create a dedicated channel in your hub to view and share them or request feedback.
Stakeholders can share their comments and suggestions, discuss candidates with one another and quickly reach decisions on shortlisting, interviewing and, ultimately, job offers.
Use threads and emoji to get a quick sense of what everyone thinks about different candidates.
3. Reach better applicants
Your hub can help you spread the net wider, improve the quality of candidates and secure your first choice of candidate more often.
Employee referrals are a vital source of quality candidates. And although referral candidates have the highest candidate-to-employee conversion rate, start sooner and report higher job satisfaction, To encourage internal applications, create a channel to promote jobs internally, solicit internal referrals and publicise any incentives.
If you choose to use outside contractors or an agency, as many large firms do, shared channels allow them to contribute quickly and easily in the same channels as in-house recruiters and sourcing staff.
With Hello Talent, you can add candidates to your hub from any website, stay in touch with them and collaborate to manage your talent pools.
4. Give and receive better feedback
Your hub is the ideal way to gather feedback from multiple sources – from recruiting managers on candidates and from candidates on the recruiting process itself. It also makes it easy for you to let candidates know how they’ve performed in tests and interviews.
Candidates are stakeholders too and their impressions of the interview process matter. Ninety-nine per cent of job seekers believe they should get feedback on their interview experience but seventy-four per cent say they never receive any. Forty per cent say they’ve been faced with irrelevant questions during their interview, suggesting inadequate preparation and poor information sharing within the hiring organisation.
To prevent problems like this, use your hub to establish the process you’ll follow before you embark on interviews. This can make a real difference: Firms with non-standardised interview processes are more than five times as likely to hire the wrong person.
5. Reduce review meetings
Once you start using a hub, you’ll need far fewer internal review meetings during the recruitment process. That saves time internally and makes the process faster overall. As you prepare for interviews, your hub is the ideal way to share interview structures, hiring scorecards and interview guidelines – and achieve the alignment you need among the stakeholders involved in interviewing and evaluation. Once your shortlist is complete, you can use your hub to confirm interview times, venues and attendees. Create a channel where interviewers can coordinate logistics and topics to cover (to prevent duplicate questions) and manage feedback after the event. This establishes a clear audit trail and lets you refer back to candidates you want to revisit later on.
Once your job posting has been filled, archive the related channels to keep your hub tidy. If you need to go back to an earlier stage, all your channels and resources are still available. You can also track data on competitive offers to help with future decision making. For tips on how to use an adaptive collaboration hub to manage your process for onboarding new starters, take a look at our guide: What great onboarding looks like today.
Allows you to share promising applicants, remind interviewers to leave feedback, run a “hiring huddle” to decide on next steps and quickly change plans when a candidate is on site – all integrated with your collaborative hub.
The ideal collaboration hub for recruiting teams
Smarter collaboration processes and tech connect your hiring teams to the people, knowledge and software that will help them snap up the best talent.
At Slack, we believe our platform represents the ideal collaboration hub for recruiters and their stakeholders, at every stage of the hiring process.
Our recruiting team uses Slack to facilitate a more seamless and effective interview process. This helps us optimise interviewing candidates, which makes that process easier for us internally.