How To Simplify Recruitment By Using These 7 Techniques

Companies concerned about the hiring process try to make it a fun and easy investment. However, it only takes a few tweaks to your hiring process to significantly impact your recruitment performance.

Your business will only be as good as the people there. So if you want to be a competitive business, you need to move quickly and secure top talents during your hiring process.

After all, one of the main reasons a hiring process fails is prolonged or not communicating with the candidate.

In this article, we will learn more about how you can simplify your hiring process and reduce hiring time.

Let’s dive right in.

7 Ways to simplify the recruitment process

1. Use an auto subtitle generator

Subtitle generators are excellent for presenting a video about your company’s culture or something related to your product or service on your website or social media. Before a candidate applies to your position, they’ll likely try to learn more about your company.

Maybe the candidate that wants to learn more about the position is in a public area and can’t listen to your videos. 85% of videos are watched without sound. Since most people are busy with their everyday lives, they won’t always have the time to watch videos with sound.

Luckily, there is plenty of software that offers this feature. It not only makes it easier for everyone to learn more about your company’s culture, but it also makes it easier to learn from the video, no matter where a candidate may be.

That being said, each software that offers auto subtitle generators will have a different accuracy rate. The accuracy rate is much higher when transcription services are conducted manually, but modern technology has enabled automatic subtitle generators to nearly level manual ones.

For example, you can auto generate subtitles with Happy Scribe’s software with an 85% accuracy rate and a 5-minute turnaround time. Even though manually doing this might increase the accuracy rate, the time it’ll take will still be much longer and let’s face it, we have no time to lose anyways.

2. Use an innovative and focused approach

The recruitment process is accelerated only by using a simple method, eliminating the fluff! What do we mean? You can quickly accelerate the hiring process by asking questions that matter the most. You don’t need to ask difficult questions that the interviewee won’t have an answer to.

For example, here are a few basic questions you can ask the person you are interviewing:

• Do you like to help customers? • Are you a team player? • Do you find selling a passion? • Do you respect everyone? • What do you find you are most creative at?

These questions may sound basic, but they can reveal much about a candidate’s personality. Moreover, by asking these simple questions, hiring managers might only need 15-20 minutes to conduct the interview!

Scheduling makes a big difference and how a candidate perceives your brand is important to consider. Remember that your candidate might be busier than you think, so don’t forget about this.

3. Treat your applicants like customers

A great mindset to always keep is to treat your candidates the same way you treat your customers. One day, they might be your new teammates, so give them an excellent first impression. After all, you can’t ever substitute a good first impression.

Each candidate took the time and effort to apply to your position, so they deserve much respect. Nevertheless, you should be consistent and personal with your communications.

All candidates deserve respect, none more or none less of it. After all, don’t ever make it seem as if you are favoriting anyone.

4. Use the power of chatbots

We aren’t machines and the only way we can reduce time consumption is with chatbots. Similarly, you can use recruitment chatbots, which can help you reach out to candidates in numerous ways. What can chatbots do for you during the recruitment process? They can conduct candidate screening, give updates on candidates’ status and guide them toward the most suitable job profiles.

Recruiters have limited time, so they should always seek a virtual assistant with conversational abilities to build trust with their candidates and deliver a robust user experience. Moreover, this directly contributes to candidate engagement, completion rates and higher conversion rates throughout the funnel.

However, let’s not forget one thing about chatbots. The fact that you need to make sure the chatbots you create have a personality and aren’t ones with low engagement rates.

5. Virtual reality (VR)

Virtual reality (VR) platforms assist you in several ways, including in training and recruiting. For example, you can use the power of virtual avatars, such as a chatbot or an actual person, to interview numerous candidates to determine the best fit for your open position.

Recruiters might also learn more about the applicant's personality by conducting a skills assessment test. Virtual reality (VR) offers opportunities to see how applicants behave and can test out how the applicant collaborates with others in a VR environment. Using VR technology, companies can create simulations for daily activities and assess how the applicant performs.

A slight downside of VR might be that it’s pretty expensive to implement, but if you use it in recruiting, you might get an edge over the competition. More than 50% of companies use VR/AR technology daily. However, many of them still don’t use it for recruiting purposes and this is a common mistake, but at the same time, an advantage for you.

6. Sharing video interviews

How exactly can video interviews on Zoom or any other platform help you in the recruitment process? Many recruiters are starting to conduct video interviews and share them with colleagues to see how they are.

Not only that, but video interviews are an excellent way to evaluate candidates, especially if you are working remotely. Here’s how the process goes:

• Anybody from across the world can hop into the online interview. • After recruiters watch the video interview, they can share it across different departments. In this case, candidates can become better evaluated and it doesn’t leave room for disappointments later on. • Candidates can be interviewed from anywhere around the world.

7. Get straight to the point

Above all, ensuring you get straight to the point in the hiring process is important. Let’s not forget your tone and language; that matters too. Using the right language and detail level will allow you to create better relationships with your candidates.

With the special language you use, you can clarify more about your internal policies, brand message, and industry. If you’re not quite sure about it, you can do the following:

• Get straight to the point: Don’t beat around the bush, but say exactly what you need to say in the fastest way possible. • Be sincere and professional: You mustn’t make your communication look robotic, but ensure it’s at a professional level at all times. • Get personal on a professional level: How is this possible? Well, you can get personal but stay professional at the same time. Getting a little personal might make your candidate feel the message you created for them, avoiding any generic messages as much as possible. • Provide feedback: Even if you reject someone, it’s pretty important to provide feedback for them. It’s never good practice to reject a candidate and never let them know why or where they could have improved. • Tell them to stay in touch: What is more motivating than telling your candidates to stay in touch? Keeping candidates interested in your company isn’t bad and is an excellent way of keeping talents around for future positions.

As we said, creating a powerful communication strategy is important and is an “all-in solution.” Your HR strategy should revolve around the personality and needs of the business. After developing it, staying consistent with this strategy is highly important. You want to ensure that your brand is consistent and effectively shows its communication strategy.

The final cutdown

Hiring managers are taking too much time to get to the point and that’s not what candidates want. Instead, candidates want to get straight to the point and know whether the company they are applying to is worth it.

Therefore, one important tip you should always follow is that you can’t ever beat simplicity. Keep your questions simple, try to make the applicant laugh a bit and make them feel more comfortable. It’s just an application at the end of the day and you want the best for both sides.