Screening problems are sadly way too relatable in the talent industry. We all know that moment when you are happy that you’ve received hundreds of applications for a job and after you spend hours analyzing them, you discover that only 10-20% are relevant and match the job requirements. And then you start contacting them to find out that only about 8 to 15% are still interested in that job.
Searching and screening CVs takes a lot of time and some companies have dedicated people who do only screenings and interview appointments. Value driven companies of the 21st century however are expected to understand that the key is not in volumes, but quality.
Through Jobful we cut-off the time needed for the screening process and give recruiters their time back. Yes, it’s you we’re talking about!
1. Save time spent on searching for candidates
This you know intimately, as it’s one of the most pressing screening problems. The process of going through piles of CVs is anything but fun or rewarding. Chances are, if you’re a professional in the recruitment industry, you’re already sick of this step of the process. The truth is that it’s not just a tedious activity, it’s also very time consuming and it doesn’t produce any kind of business results.
We have implemented an AI Recommender system that will notify you of the most relevant candidates based on the job requirements. No more time spent on search, fewer screening problems to focus on.
As satisfactory as it may be when you have the Eureka! moment, finding a fitting candidate by looking through hundreds of CVs is not a good use of a recruiter’s time. The same goes for sending a bunch of cold mails to candidates that won’t reply in a timely manner, if they respond at all. Automation is here to fix all that without interfering with the human factor in the stages where human interaction is important.
By using an AI Recommender, you receive personalized shortlisted candidates for each of the added roles. At the same time, the Recommender will show candidates the best fitting jobs for their profile, which closes the circle and provides an end to end mechanism for creating fast, relevant shortlists.
At the same time the platform also manages the communication with the candidate prior to validating the interest of both parts. This way there is no need for manual emails before the match since emails are sent automatically to present the opportunity, to remind the candidate, and to capture feedback. This way we support recruiters and empower them to focus on the steps where human interaction makes all the difference between a candidate and a future colleague.
2. Match the candidate profile and the skills you’re actually looking for
The candidate profile/CV and the candidate’s skills are often two entirely different things. Testing for the real compatibility between talent and your job opening should happen in the first part of the recruitment process, to save you resources and to contribute to valuable business results. Because none of us are a 1:1 copy of our CVs.
For each job, you can create a specific challenge (assessment) through which you can pre-test the candidates. This way you can be sure that you will move forward only with those who have the critical capability for a job (for example, you can test their english level, or how they will solve a technical problem, or how they will approach an angry client). This generally solves screening problems by itself.
Talent shortage is a recurrent problem, especially since more and more roles become a combination of skills that, in many cases, are not formally taught. We are firm believers in the idea of upskilling the talent market and getting proactive about developing new skills. And the results are beneficial for our partners too because the Courses provide them with a continuous pipeline of pre-assessed candidates for a certain role.
By creating Courses for candidates you help them learn more about the technologies or skills you require, firstly promoting your learning culture and your tech deck, while also building qualified pipelines for future job openings.
3. Keep candidates engaged throughout the process
We cultivate mutual interest through an interactive environment that helps talent interact meaningfully with their next employer. Checking for this type of compatibility early on in the process doesn’t just save resources, it is also a quality assurance technique to help you build a stable and compatible team.
On Jobful, if you send an invitation to a candidate, they will have 5 days to respond if they would like to start the recruitment process. Also, you can see how active they are on the platform and what is the possibility to accept your invitation.
We suggest replying to candidates in maximum 5 days from the moment they apply.
Extra tips to fix your screening problems
- Reward your best candidates
Jobful is built around human motivators and encourages candidates to perform actions that are relevant to the recruitment process and also rewarding. The system we have in place satisfies the appetite for rewarding, but the opportunity is much bigger than this.
- Communicate genuinely
All the instant messaging apps we are using daily have changed the way we communicate and, in many cases, it seems like other processes have not kept up. We value fast communication and putting a time limit on actions in order to increase response rate and beat procrastination.
You also have access to a messaging section where recruiters and candidates can start the conversation immediately after being matched. Even if it is only a short message that lets candidates know they will be called for scheduling an interview the following day, keeping the communication open increases trust in the process and brings clarity.
We generally encourage recruiters to add the recruitment stages for every job in order to be transparent from the start and avoid losing candidates on the way. Curious how you can boost the quality and numbers of your recruitment? Find out more about your opportunity.