On 26th August, our CEO Barb Hyman facilitated a webinar on “Hiring with Heart” in collaboration with The Recruitment Events Network.
To our surprise, Jeff Uden who is the Head of Talent and L&D for Iceland Foods also joined the webinar.
During the session, Jeff offered some wonderful comments. We took a transcript of Jeff’s input and have jotted it here. It offers insights on dealing with enormous volumes of candidates, offering positive candidate experience and communicating culture from a candidate’s first experience with a brand.
Thanks for your insights, Jeff. Incredibly valuable.
At Iceland Foods, we have started working with Sapia. That was as a result of a couple of things. One was the element of the mass recruitment that we were doing. Just to put it in perspective, in the first four months of this year, we received over five hundred thousand applications.
We wanted to find a way that delivered a level of fairness, a level of consistency around how we sift those applications that then enabled store managers to reduce that amount of time that they are spending on doing the recruitment.
The other thing that we wanted to do was significantly enhance our candidate experience. One of the challenges that I had around the experiences that we had within the business is that it felt like it was really standard. It felt like it was cold; it felt like it came from a computer. We wanted to change how we did that and more importantly give something back to the candidates.
Often nowadays people apply for jobs, and there’s the standard ‘bulk’ response that says if you haven’t heard anything from us in two weeks take it that you haven’t been successful.
As big companies or companies of any size we have a duty to help those individuals to understand why they haven’t been successful and to help them to be successful in the next role for which they apply.
The fact that they won’t be hired into your business is probably the right decision because they wouldn’t have been the right fit given the testing that they have gone through. However, that doesn’t mean they are a bad individual. What we need to do is to help them to understand where their strengths are and where their development needs are, and certainly, that was a massive appeal of working with Sapia.
Going through and reading some of the feedback that we’ve had from the candidates, it’s having a huge effect on the candidate experience.
We had a swift implementation planned. But probably one of the lengthiest parts of it was about actually getting the questions right and getting the language right. We really did spend a decent period doing that.
I just had a quick look at one of the pieces of feedback here, and this is completely unedited:
That’s what’s coming over from the way in which we put the language across within the questions.
We are genuinely really chuffed about how they are engaging far more with us as a brand and how they are feeling like they are getting something back. They genuinely don’t feel like this is a computer process in any way whatsoever; they genuinely feel like they are talking to people.
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If there was ever a time for our profession to show humanity for the thousands that are looking for work, that time is now.
Everybody Lies is written by the person who had access to the largest text dataset ever, Google! In this book Seth Stephens-Davidowitz proves how good we are at lying even when we say we are telling the truth!
This is amplified when we are on the other end of a telephone polling survey or across from an interviewer for a job.
The most reliable way to really figure out what someone thinks believes and feels is to analyse what they write, or in the case of Google what they have searched.
An easy engaging read that has brilliant material for a dinner party and will change the way you think about assessment tools if you are in the recruitment business! Read it to learn which tools are much more gameable (games!) and which aren’t (text-based assessments).
“If you want the bias out, get the algorithms in.” Andrew McAfee, MIT
Do you see people around you falling victim to a new favourite bias … the “I’m-not-biased bias”. This is where people tend to believe they have fewer biases than the average person. It’s impossible to judge whether you’re biased because when it comes to yourself, you’re the most biased judge of all. And the more objective people think they are, the more they discriminate because they don’t realise how vulnerable they are to bias.
Just as no human driver will ever match the learning capability and velocity of a Tesla car, no assessor will ever be as good as a machine that’s done it 100,000 times. The same applies to AI in recruitment.
No human recruiter will ever match the power, smarts and anonymity presented by a machine learning assessment algorithm.
We would love to see you join the conversation on LinkedIn!
Do you know how much employee turnover costs your organisation? And how much you could save by improving your retention?
Only 28% of organisations can answer ‘Yes’ to these two questions!
For everyone else, it’s a daunting dilemma that’s often swept under the carpet. But that’s obviously not going to solve the problem.
If you really want to do something about your turnover issue, the first step is to fully understand it.
So, we have highlighted the 11 essential things you need to know about employee turnover in this handy infographic!
All the facts in the infographic are hand-picked from our white paper ‘Employee Turnover: The hidden cost crippling business’.
The paper explores virtually every aspect of turnover, including the best metrics to monitor, costs to include when you calculate your turnover costs, and how to go about combating the issue before it gets out of hand.
Volume hiring on a tight timeline can strike fear into even the most experienced recruiter! More often than not the fallout of failing to hire enough people causes real pain to the business, managers, and you.
Here are our pro tips.
High volume hiring is recruiting for many positions (50 or more) concurrently or in a very limited period of time. Often the 50+ roles will be of the same job type. It also implies high volumes of applicants coming through for recruiter’s review.
Volume hiring in recruitment is common in retail and hospitality, where many people have to be hired quickly for busy periods, events, and new store or restaurant openings. Graduate recruitment in large organisations is often high volume recruitment, as is hiring for nurses, other health workers and call centre staff.
During C-19 we saw the emergence of surge hiring – again, another form of high-volume where thousands of people are needed in-store or in the contact-centre within days.
Apart from the sheer logistical challenges, there are five major high volume recruiting challenges organisations face.
Roles filled by high volume recruitment often have a highly sensitive empty chair impact. A restaurant with too few servers, a shop with too few attendants, a call centre with too few people answering the phone, or a hospital ward with too few nurses, both are nightmarish scenarios.
In a perfect world, recruitment requirements can be anticipated and planned for, but that’s not always the case. That’s why a scaleable, repeatable high volume recruiting strategy is essential.
When you’re attracting, screening, selecting and hiring 250+ people at once, it’s not just timelines that can blow out.
The cost can easily go over budget too. This is where scalable processes, talent pooling and technology tools are your friends.
In many industries that need high volume recruitment, your candidate is also your customer. Often people are applying for a position because they love your brand. If they have a bad experience, you’ll not only probably lose them as a customer, they’ll tell their friends and family too.
Getting the candidate experience right at scale isn’t easy, but it’s essential. Otherwise, your marketing department will be asking some serious questions, and you’ll find it much harder to find good applicants in future.
Speaking of reputation, your employer brand and employee value proposition play a huge role in attracting the right candidates. You may also find that candidates in certain industries (like retail and hospitality) are easily swayed to join a competitor who tells a better story.
Sometimes a candidate’s decision whether or not to take a role is related to their hourly rate. But more and more often, candidates want to work for a company that aligns with their values and offers learning and development opportunities. Make sure you articulate your EVP well. Your competitors will be using their EVP to try and snaffle your candidates.
Hiring for diversity when you’re under time and cost pressure can feel overwhelming. But it’s essential that you embed diverse hiring practices in all of the hiring you do. Building a diverse team will result in better decision making, better customer service and a healthier bottom line.
Now you know the major high volume recruiting challenges, it’s time to put together the right volume hiring strategies to help you overcome the challenges, and attract and hire the best people.
Bulk hiring techniques have come a long way over the years, from Applicant Tracking Systems scanning and scoring CVs, to the explosion of recruitment Ai now available. Let’s take a look at the volume hiring best practices you can use to make each stage of the bulk recruitment process scaleable, fast and fair.
There are six major milestones in the bulk-hiring process. Discover, engage, assess, interview, decide and validate. Each stage is equally important, and most stages of the bulk-hiring process can be streamlined so that they’re highly scalable. (The Interview and Decide stages are the most time and resource-intensive, but they’re well worth the investment.)
Ensuring the right potential applicants find you is the first step in getting volume hiring in recruitment right.
Once you’ve got an applicant’s attention, you need to make sure they stay interested.
Now you’ve got a pool of candidates; you need to assess them.
Once you have the results of Ai chat assessments, you’ll want to interview the candidates whose scores and profiles appear to match your requirements.
Now you’ve got a list of fantastic candidates, you’ve met them, and you’re ready to invite some of them to join you.
To ensure your process is working, it’s essential to measure your success.
This will come from surveys sent to all candidates. It’s built into Sapia and most other recruitment software.
The elapsed between when a candidate is first contacted (in these volume hiring strategies, the assess stage) and when they’re hired.
Technology is your friend when it comes to building scalable volume hiring strategies. Here are four key pieces of technology to consider. There are plenty of tools out there, so this is by no means an exhaustive list.
Your ATS will help you post ads, screen resumes, bulk communicate with applicants and collect data. You should also use it to build talent pools and pipelines for future roles.
An Ai assessment like Sapia means you can give every single applicant a conversational chat interview. The quickest payback you will get on volume hiring is an investment in interview automation. Interview automation can truly enhance your high-volume recruitment process and help you make it more efficient (and pleasant) for everyone involved. This will help you get your time-back quickly, and release the budget for automation in other areas of recruiting.
Sapia meets the needs that challenge many of my clients today – how do they manage high volume recruitment processes in a streamlined and cost-effective way. while still delivering a great candidate experience and quality hiring decisions. With Sapia you leverage the latest in data analytics and tech to maximize efficiency & effectiveness; and the candidate experience is fresh and engaging, with great feedback! The product is great and constantly evolving!
It’s worth considering a candidate engagement survey. In this survey you can ask questions to reveal how well your EVP is resonating. Then you can compare candidate engagement scores with new employee engagement scores and exit interviews to understand if you’re delivering on your EVP.
Integrating your onboarding software with your ATS (or choosing one with onboarding included) allows you to start onboarding and engaging candidates as soon as they sign their (automated) contract. This is a dream for getting workplace health and safety and even procedural training done before a new employee walks in the door.
It’s easy to feel overwhelmed when you’re doing high volume hiring in an environment where there’s elevated unemployment or other challenging factors. The good news is that as much as the world may be getting more complicated, and as much as candidate expectations are soaring, the technology to support recruiters has never been faster, fairer or more scaleable.
Establish your own volume hiring best practices and keep optimising your volume hiring strategies. It takes some time to set up, but the rewards are well worth the effort.
To keep up to date on all things “Hiring with Ai” subscribe to our blog!
You can try out Sapia’s Chat Interview right now, or leave us your details to get a personalised demo