In today’s competitive hiring market, it’s more important than ever before to embrace hiring technology to speed up the overall hiring process. Not only can hiring technology help you secure top talent sooner, but it can also help your hiring and HR team save time that can be reallocated on more strategic tasks to grow your business.
Hiring technology has evolved significantly in the past decade and will continue to help HR managers hire more efficiently over the next 10 years. Below, we’ve outlined a few ways hiring technology can help your team save time and hire qualified employees.
1. Automate manual hiring steps
HR leaders spend an average of 12 hours each week – about 30 percent of a traditional 40-hour work week – on routine tasks such as answering calls, sending emails, and manually updating spreadsheets. But spending this much time on day-to-day tasks takes time away from interacting with candidates and employees, and other more strategic responsibilities.
The latest hiring technology can help you spend less time on manual, redundant tasks and instead dedicate this time to engaging with your team and working on other projects to move the business forward.
Hireology data found that hiring managers take an average of 10 days to review and respond to job applicants. One way to speed up the initial review process is by leveraging prescreen surveys. With prescreen surveys, as soon as applications are submitted, emails are sent to candidates with a link to the survey. Candidates who score well on the survey are moved to the next step in the hiring process, while those who are not a fit are automatically weeded out. This ultimately saves your team from spending time reviewing each and every applicant.
Another hiring step that can take a significant amount of time is objectively scoring interviews. A hiring tool your team can use to save time on this step – and move the hiring process forward – interview guides with automated scoring. With these guides, you can ask all candidates the same, objective questions. And instead relying on your team’s handwritten notes for interview feedback, your team can benefit from leveraging interview guides that are automatically scored post-interview.
Post-interview, you’ll want to verify any top candidates before extending an offer. But many hiring managers skip final verification steps – such as reference and background checks – because they are time consuming. With hiring technology that automates reference and background checks, you can streamline this final hiring step – and avoid playing phone tag with references or chasing down candidates for background check information.
2. Speed up employee onboarding
For each day your team has an open role, you lose an average of $1,000 in revenue due to lost productivity. And even once you have new hires on board, it takes some time for them to become fully productive. But with automated onboarding that begins before an employee even walks in the door, you can get new hires up to speed quickly – while avoiding spending time on redundant onboarding tasks.
A recent survey found that 70 percent of managers find employee onboarding to be frustrating, while more than half said that it takes 10 or more interactions across several departments to prepare for each new employee’s first day. Not only does this cause productivity to decline, but it can also cause new employees’ engagement to take a hit. If a new employee is filling out paperwork for most of his or her first day, they’re likely to lose some of the enthusiasm they had when they walked in the door.
Digital onboarding enables new employees to start contributing to the company on the first day, rather than spending hours filling out paperwork. And it saves your HR team from repeating the same onboarding tasks each time a new employee is hired. Once an employee accepts a job offer, your HR platform can facilitate paperless onboarding in the weeks leading up to the employee’s start date. Onboarding tasks that can be completed ahead of time include: signing the employee handbook, filling out direct deposit information for automated payroll, completing tax forms, and filling out benefits paperwork.
3. Centralize all candidate and employee data
Your organization likely has different systems in place for hiring, onboarding, taxes, benefits administration, hourly time tracking and time off tracking, among other HR processes. But a key challenge of tapping into separate HR systems is they don’t interact with one another, meaning your HR team will need to manually update information across systems, which takes time and can pose a risk for human error.
By instead centralizing all candidate and new hire data in a streamlined hiring and HR platform, you can cut back on manual HR tasks. For example, if an employee changes his or her benefits election or adjusts tax withholdings, the change will automatically be reflected on the next payroll, rather than your HR team needing to manually cross-check and ensure all information is accurate.
With centralized employee data, you can also empower your employees to take on tasks that might have previously been completed manually for your HR team. Chances are your team has run into instances in which employees ask you for their latest pay stub or benefits statement. A streamlined HR system enables employees to have this information at the tips of their fingers, rather than your team spending time manually pulling this data.
By tapping into the latest hiring technology throughout each step of the hiring and onboarding process, you can boost candidate and new hire engagement – and drive productivity as a result. Technology also enables you to save time that would have otherwise been spent on manual HR tasks – empowering you to focus on more strategic objectives and help your business grow.
Hireology is here to help you hire and onboard employees as efficiently as possible. Learn more – see a demo today.