Screening problems – we all know that moment when you are happy that you have hundreds of applications for a job and after you spend hours analyzing them discover that only 10-20% are relevant and match the job requirements. And then you start contacting them and only 8-15% are still interested in that job.
Searching and screening CV’s takes a lot of time and some companies have dedicated people who do only screenings and interviews appointments. We are sure that those professionals can bring more value to the company if they will have more time to discuss with the candidates and get involved in other stages of the recruitment process.
Through Jobful we want to cut-off the time needed to the screening process and give the recruiters their time back.
1. Searching for the right candidates can take too much time
This you know intimately. 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.
Our solution
We have implemented a Recommender system who will send directly on the email a list with the most relevant candidates based on the job requirements. No more time spent on search.
As satisfactory as it may be, 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 it is important.
By using the Recommender AI, recruiters receive personalized shortlisted candidates for each of the added roles. At the same time, Recommender AI will recommend to candidates the best fitting jobs for their profile thus closing the circle and providing an end to end mechanism for creating fast 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. The profile can match the job requirements, but the candidate can miss the most important skills for that job
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.
Our solution
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).
Talent shortage is a recurrent problem in recruitment, especially since more and more roles become a combination of skills that, in many cases, are not taught by the educational system. 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 to learn more about the technologies or skills you require, companies are firstly promoting their learning culture and their tech deck and are also building qualified pipelines for future job openings.
3. The right candidate is not interested anymore
The mutuality of interest should be cultivated through an interactive environment that helps talent interact meaningfully with their next employer, thus solving some initial screening problems. 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.
Our solution
On Jobful, if you send an invitation to a candidate, they will have 5 days to respond if 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.
Also, we suggest replying to candidates in maximum 5 days from their application.
Extra tips
- 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, which solves some of the initial screening problems. The system of points and badges we have in place satisfies the appetite for rewarding but the opportunity is much bigger than this. By adding items to the shop that candidates can buy with their actions and practivity on the platform, recruiters can motivate and deliver value throughout the process, not only in the end by presenting an offering.
The shop was designed as a marketplace of goods or experiences that support professional and personal growth thus motivating the candidates to keep on advancing in their careers towards their goals, helping you solve your screening problems. Recruiters can add items that are available before or after the match, that are bound to Challenges, Courses or even Referrals of other relevant candidates.
- 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, and we believe communication is key to solving screening problems.
Inside the platform we added 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 also 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.
