In today’s volatile job market, the recruitment process is complex, to say the least. With the rise of online job sites that let candidates apply for positions with just a few clicks and nearly a third of all U.S. workers attempting to switch jobs this year, carrying outdated processes to recruit new hires is detrimental to productivity and profitability.

Thus, streamlining the recruitment process is critical to efficiently consolidating job applications, evaluating candidates against the right parameters, and ensuring a quality interview process with each shortlisted candidate. By harnessing the power of advances in technology, organizations can start generating gains with relatively small changes in the makeup of their recruitment process. With innovative human resources (HR) tools like skills tests, recruiters can expedite and improve the hiring process.

Developing More Strategic Processes

A recent LinkedIn survey, The Future of Recruiting, reported that 82% of HR professionals believe recruiters will have a more strategic role in advising business leaders within the next five years. The rise of strategic thinking in recruitment is reflected in who businesses are appointing to become heads of recruiting. The survey found that one in three of these leadership positions is now filled by candidates with sales, operations, and business development backgrounds.

Today’s recruiters are tasked with quickly adapting to fast-changing business environments and implementing strategic processes. Therefore, recruiters and HR teams must understand how their companies’ talent pipeline works and the existing inefficiencies to identify solutions to make the hiring process efficient.

To do so, create a recruitment process flowchart and analyze relevant talent acquisition data. Include all steps in the hiring process, starting with the determination that a position needs to be filled to the final interview and candidate selection.

After the recruitment process flowchart is drafted, determine the areas of the talent pipeline that need improvement. Ask the following types of questions:

  • What communications are sent to candidates? When? By whom?
  • How are the qualification criteria for each position determined?
  • At what point in the talent funnel are candidates most likely to drop-off, and at what rate?
  • What is the average time-to-hire?

Once you see how candidates are interacting with your recruitment process, you can determine how to best integrate skills tests, depending on the applicant or role in question. With eSkill’s innovative hiring platform, recruiters can integrate skills tests and video interviews with applicant tracking systems to connect data and improve processes across departments, or externally.

eSkill provides each client with a dedicated U.S.-based Customer Success Coach to support and optimize your hiring process. With hundreds of skill-specific tests, like MS Office – Excel skills tests, and hundreds of job-specific tests, including Billing Coordinator, Call Center Operator, and Civil Engineer, eSkill’s experts will assist your recruiting team in selecting or developing skills tests to match the qualifications of any position.

eSkill’s user-friendly Test Editor tool allows users to easily combine or edit tests, including adding questions unique to your organization. With a nearly 20-year record of Equal Employment Opportunity Commission (EEOC) compliance, eSkill provides recruiters with a legally defensible solution to skills testing.

Improve Communication and Reduce Time-to-Hire

When candidates drop off the map, often it is because they have found a new position and did not hear back from a hiring manager in time. eSkill’s testing dashboard gives recruiters the ability to send automatic feedback and communicate throughout the hiring process.

When skills tests are used at the beginning of the hiring funnel, candidates receive an email introducing the company and inviting them to take the skills test. Once the skills test is completed, recruiters can automatically send out pre-determined responses based on candidates’ scores.

For many recruitment teams, the ease at which candidates are able to apply for positions, thanks to online job boards, means running larger and increasingly complex operations. When skills tests are used as a proxy for fit, instead of resumes, the pool of candidates grows even larger. However, high volume screening is not an issue when skills tests are used at the beginning stages of the recruitment process.

A recent survey conducted by Indeed found that of recruiters who use skills tests to evaluate candidates during the hiring process, 78% find skills tests quickly verify candidates’ ability to perform required job tasks. Further, the survey revealed that not only does this tool help recruiters identify qualified candidates easier, but skills tests also reduce the time-to-hire by an average of 27%. By providing this efficiency, skills tests cut organizations’ cost-per-hire, while allowing recruiters and HR teams to improve the overall talent profile of the business. 

When it comes to automation, you’ll get the best results by working with a single platform that features integrated workflow functionality, rather than a series of separate tools or systems. eSkill’s interactive platform integrates with applicant tracking systems, allowing hiring teams to seamlessly link recruitment workflows into onboarding processes, and combine recruitment and candidate data for greater insights on the development of optimal hiring strategies.

As talent acquisition becomes increasingly challenging in a changing employment market, to remain competitive recruiters must begin to leverage automation technology like the customizable skills tests offered by eSkill.

Interested in Using Skills Tests to Improve Recruitment Processes?

Learn more about the benefits of using eSkill’s skills tests, behavioral assessments, and one-way video interviews to find qualified candidates quickly.

Request a demo today.

Adina Miron

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