How many good candidates have you lost by being too slow in getting back to them? 

I'd like to share a short story with you. I recently connected with a Sales Executive who just joined a very successful company that has been in business for over 15 years.  One of his first priorities was to hire three new sales people for his team.  He commented about how he had just lost a good sales candidate that he wanted to hire (after 4 weeks of investing his time in the interviewing process) because his company took too long getting back to her.  He also shared that the company still uses email and spreadsheets as the primary technology for recruiting, communicating and tracking new employee hires.  Sound familiar?

Today, most companies still recruit using older technology and old processes.  You literally can't keep up with your hiring goals... and that's a big problem in our fast-paced world. The good news is that there are many high quality, appropriately priced solutions now available for Small and Midsize Businesses (SMBs) as well as the enterprise.

Example: Unilever's new Digital Transformed Recruiting Process Pilot

Unilever is one of the industry leaders investing in the latest recruiting technology and new modern processes.  In the animated video below, they explain their new recruiting process using the latest technology, what they accomplished and the significant benefits.

Please take a few minutes to watch this short video and see how Unilever is going from a four month recruiting process to two weeks... Wow!

Summary of the Unilever Recruiting (video) after Digital Transformation

We hope you picked up one or two new ideas for improving your company's recruiting.  Here are some of the hot new recruiting technologies and processes included in the Unilever digital transformation video above:

1. New candidates fill out an online application that can sync with LinkedIn. It will then download key information from their LinkedIn profile reducing their data entry time.
2. The candidate gets an email and text message automatically telling them their status in the process
3. Next, they play about 20-minutes of fun games (mobile-friendly of course) to help create a profile for the candidate (Pymetrics)
4. Now the candidate can complete a video interview that's recorded. The app gives you the interview questions and lets you practice before uploading your final video interview (HireVue)
5. During the process, the candidates can give feedback on their experience and receive valuable constructive comments on their strengths and areas of improvement. This process creates a positive experience for the candidate. 
6. If all goes well, candidates are given offer packages using eDocuments technology (DocuSign)
7. The new employee then uses the company Human Resource (HR) on-boarding app to come up to speed in the new organization (Workday)
8. New employees can quickly join team conversations using chat apps (Salesforce Chatter)

The Employee Experience is now Critical to Your Success

Almost every executive agrees that their employees are the company's most valuable asset. You want to hire the best people, give them an outstanding first impression and minimize attrition of your top-rated employees.  

You also want any potential candidates to have an excellent experience in dealing with you and your company.  They are all potential future customers of your products or services.

Industry leaders like Unilever are actively investing in the latest HR / Recruiting technology and updating their processes to give their management team a competitive advantage.

What is your company going to do to help you and your team be more successful interviewing in today's world?

Source:

Unilever Company - Unilever is a Dutch-British transnational consumer goods company co-headquartered in Rotterdam, Netherlands and London, United Kingdom. Its products include food, beverages, cleaning agents and personal care products. Wikipedia