Learn about the Power of Gathered Identities. The Future of the Identity Graph Starts Here >>

15 Expert Tips For Companies Embracing Digital Hiring Tools

For more and more companies and professionals, filling or landing a job is primarily a digital process. There are many online job sites, and organizations often opt to maintain an updated list of job openings on their websites. And as more businesses embrace remote and global workforces, in-person résumé submissions and interviews are increasingly a relic of the past.

“Knowing who has access to what data and systems across the organization should be priority No. 1. Poor user access and identity governance processes create huge risks, from access creep and identity debt to toxic role combinations. Auditing user privileges, implementing least-privileged access and getting a handle on employee onboarding and offboarding processes will ensure a successful journey.” – Craig Davies, Gathid

Today’s job listings may reach interested applicants from around the globe, and a company may receive hundreds of résumés for a single position. Having a human review every résumé received is an increasingly difficult, if not impossible, prospect. But by leveraging digital tools and platforms, companies can streamline recruitment, improve the applicant experience and gain a competitive edge in the race for top talent. Below, 15 members of Forbes Technology Council share their expert tips for companies seeking to leverage digital tools to improve and support hiring processes.

1. Seek To Augment Human Insights

I would suggest prioritizing technologies that augment human insights, not replace them. For example, use artificial intelligence for initial résumé screening to efficiently identify top candidates, which will give HR more time to assess their soft skills and cultural fit. This method enhances both efficiency and the quality of hires. Ensure the adoption of new technology is strategically aligned and includes comprehensive training for the HR staff. – Krishnan Gopi, GEMS Education

2. Carefully Manage User Privileges

Knowing who has access to what data and systems across the organization should be priority No. 1. Poor user access and identity governance processes create huge risks, from access creep and identity debt to toxic role combinations. Auditing user privileges, implementing least-privileged access and getting a handle on employee onboarding and offboarding processes will ensure a successful journey. – Craig Davies, Gathid

3. Select For Scalability And Culture Fit

Start by selecting technology that’s not only scalable and integrates well, but that also aligns with your business needs, company culture and mission. Ensure the digital tools enhance both candidate and team experiences, and continually evaluate their effectiveness to keep your hiring process agile and aligned with your goals. – Rachel Lyubovitzky, Setuply, Inc.

4. Maintain An Emphasis On People Skills

High-performing digital transformation specialists need to have not only analytical and technology skills, but also people skills. The biggest barrier to transformation is not technology; it’s change management itself. Those with an empathic approach to change will deliver the most lasting results. – James Duez, Rainbird Technologies

5. Prioritize The UX

One piece of advice for companies embarking on a digital transformation journey in their hiring processes is to prioritize the user experience. Ensure that the digital tools and platforms used in the hiring process are intuitive, accessible and user-friendly to provide a positive experience for candidates and hiring managers. – Pavel Kovalenko, Langate Software

6. Ensure The Tools Meet The Needs Of All Workers

Adopt digital hiring tools that meet the needs of all workers, including front-line teams, which may see significant shortages in terms of available talent. Personalize the candidate experience to demonstrate your employee experience and preserve your core company values. This strategy can differentiate you as an employer of choice and help you win new talent while strengthening your employer brand. – Jeff Moses, WorkForce Software

7. Monitor Key Recruitment Metrics

Utilize data analytics to monitor key recruitment metrics, such as time to hire, cost per hire and candidate satisfaction. This approach enables you to identify hiring process bottlenecks and refine recruitment strategies for improved efficiency and effectiveness. Data is transparent and never lies. – Phil Portman, Textdrip

8. Invest In An Effective ATS

An effective application tracking system can automate routine tasks such as sorting résumés and scheduling interviews, which not only speeds up the recruitment process, but also helps reduce human bias, ensuring a more objective and inclusive hiring approach. Additionally, it’s important to select an ATS that provides robust analytics capabilities. – Roman Reznikov, Intellias

9. Reverse-Engineer Your Hiring Process

Reverse-engineer the hiring process and assess where the infusion of cutting-edge technology can make it better. For example, recruiters spend countless hours simply scheduling interviews. If you can harness technology and digital tools to make that process easier and more efficient for your recruiting team, it can have a massive positive impact on the entire hiring process and experience. – Gleb Polyakov, Nylas

10. Take A Holistic Approach

Do not take a siloed approach. Take a holistic approach by considering the experiences of all the stakeholders involved, including the candidates, recruiters, hiring managers and management team. The implementation can be undertaken with a phased, agile approach once you have a complete view of the digital transformation of HR processes. – Selva Pandian, DemandBlue

11. Start Mapping The Data Captured At All Stages Of Hiring

After a decade of carrying out digital transformations of various enterprises’ hiring processes, I believe the best option is to start mapping the data being captured across all stages of hiring to see where digital transformation can add the most value. Do not start with the technology first. Instead, first analyze the situation in terms of people and processes. Then, you can consider technology augmentation as a part of your newly designed “future state.” – Amal PS, Omind

12. Work Out A Gradual Process

“Complete revolution” and “disruption” are buzzwords that have tempted many organizations. However, betting on a well-planned and managed digital transformation usually provides better returns, especially in areas such as hiring, which involves handling sensitive personal data. Gradual moves toward automation will make processes more efficient, while fast and radical changes may create unnecessary risks. – Julius Černiauskas, Oxylabs

13. Clarify Your Desired Outcome

Start with a clear vision of your desired outcome and select technology that enhances, not complicates, the candidate experience. Embrace tools that automate routine tasks, but prioritize human interaction for critical touchpoints. This balanced approach ensures efficiency while maintaining the personal engagement that attracts top talent. – Miguel Llorca, Torrent Group

14. Thoroughly Train Your HR Team On Data-Driven Decision-Making

Start by clearly defining your goals and identifying the specific problems you want to solve with digital tools. Invest in user-friendly platforms that enhance the candidate experience and automate routine tasks. Also, ensure thorough training for your HR team to leverage these technologies effectively, focusing on data-driven decision-making to improve hiring quality and efficiency. – Saif Sultan, Volos Portfolio Solutions, Inc.

15. Consider Your Product Options Carefully

Consider your hiring tech stack carefully. Some products lock you into their ecosystems but work seamlessly, while others provide a lot of integration options but are just a point solution. Depending on your organization’s appetite for managing new implementations, the tech stack you choose will have a big effect. – Mang-Git Ng, Anvil

Read Full Article Here

The Power of
Gathered Identities

Book your free 30 minute demo now.