Blog Posts

Managing Expectations: The Candidate Experience Conundrum


With jobseekers taking to social media, review sites and industry forums to talk about their experiences, creating a positive candidate experience during a hiring process is a strategic imperative rather than a mere nice-to-have for organizations today.

A positive candidate experience sets the stage for a long-lasting relationship, even if they don’t land the job this time.

Creating a Positive Candidate Experience:

1. First Impressions:
Candidates form lasting impressions based on their initial interactions with the company. Starting from crafting a compelling job ad, every touch point matters and adds to shaping the candidate’s experience. Remember, their negative encounters can cast a shadow and may deter future applicants.

2. User-Friendliness:
Lengthy application forms can repel the candidates, what you need is an interactive process that also respects their time and makes them enjoy the process of providing you their details.

3. Communication:
Silence during the hiring process can be a misstep while prompt and personalized messages with status updates help keep the rhythm alive and the candidate engaged.

4. Timelines:
How quickly are you able to move the candidate through the pipeline? Time is of the essence, streamline your process without compromising on quality. Respect their time and they will appreciate it.

5. The D-Day:
Interviews are more than Q&A sessions. Candidates appreciate clear instructions, respectful interactions and a deep dive into skills and aspirations that reveal their character. How swiftly are you able to move the candidate from application to interview stage? This matters too.

6. Role of Technology:
Invest in a technology like Hirewand that enhances the candidate’s experience. Hirewand’s Chat bot captures the preferences of every candidate interested in a job, easing the recruiters and helping them quickly move more candidates through the pipeline thus reducing the overall time to hire.

Today, hiring success largely depends on how we engage with potential hires. It all starts with a commitment to change and streamline the hiring processes, partnering with the right technology and paving the way for better candidate experiences.

To read this on LinkedIn – https://www.linkedin.com/feed/update/urn:li:activity:7208387265960501248

Recruiter skillset in the world of automation

Multi-tasking and color-coded reports are no more the hallmarks of a successful recruiter. It is time to give your recruiters a software upgrade.

As soon as a CV lands in your inbox or job boards, Recruitment Automation systems like Hirewand take over, they parse the CV, match it to a job role, highlight skills, calculate fit scores and move the candidate through the pipeline. Hirewand can automate literally every step in the hiring process.

This fundamentally changes how recruiters spend their time, in this new world of automation. With this comes an emphasis on a skillset for recruiters that enables them to leverage automation and bring in the human touch that machines cannot bring to bear…

Listening to the Unsaid: Recruiters who can listen, really listen, to a candidate’s aspirations and fears. Those who believe that a career switch isn’t just about swapping job titles; it’s about transforming lives. These recruiters can spot a diamond in the rough, even if the CV screams “average.”

The Empathy Factor: Empathy is their secret weapon. Find a recruiter who can understand that a rejection email isn’t just a formality—it’s a moment that can crush dreams or ignite resilience. Those who believe that behind every LinkedIn profile is a person with hopes, and fears.

The Intuition Quotient: Intuition guides them. When faced with two equally qualified candidates, they sense the spark in one and the flicker in the other. They trust their gut, and know that sometimes, the best hires are the ones who surprise you.

The Emotional Intelligence Edge: Emotional intelligence (EQ) is their superpower. They decode body language during video interviews, spotting nervous twitches and confident grins. And when a candidate stumbles, they offer a virtual pat on the back, whispering, “You’ve got this.”

So, it is time for companies to arm themselves with the new breed who can embrace the magic of intuition, empathy, and emotional intelligence. Because in this AI-powered world, it’s the human touch that seals the deal.

To Read this article on LinkedIn – https://www.linkedin.com/feed/update/urn:li:activity:7206537949495058433

Chat GPT response to why we need automation

An automation reponse to a question on automation 🙂

There are several reasons why companies might want to automate their recruitment process:

  1. Efficiency: Automating certain aspects of the recruitment process can help save time and effort for both the company and the candidates. For example, an automated system can handle initial resume screenings and schedule interviews, allowing recruiters to focus on more high-level tasks such as evaluating candidates’ qualifications and fit with the company culture.
  2. Accuracy: Automation can help ensure that recruitment processes are consistent and unbiased. For example, an automated resume screening system can use predetermined criteria to evaluate candidates, rather than relying on the subjective opinions of individual recruiters.
  3. Speed: Automation can help speed up the recruitment process by allowing multiple tasks to be completed simultaneously. This can be particularly useful for companies that are looking to fill positions quickly.
  4. Cost-effectiveness: Automating certain aspects of the recruitment process can also help reduce costs for companies. For example, an automated system can handle initial resume screenings, which can be a time-consuming task for recruiters.

It’s important to note that while automation can be a useful tool in the recruitment process, it should be used in combination with human evaluation to ensure that the best candidates are ultimately chosen.

The Silent Issue: Tackling Candidate Ghosting

Candidate Ghosting is a concerning trend, where recruiters find themselves in promising conversations with candidates, only to have them suddenly disappear without a trace. This phenomenon is becoming increasingly common and is posing significant challenges for employers trying to fill crucial roles.

While it’s easy to get frustrated, let’s dive into why this is happening and how it can actually be an opportunity in disguise. Read along if your company is facing this too.

🎞 Unveiling the Mystery: What is causing this phenomenon?

Job Offer Overload: 

Candidates are juggling multiple offers, making them more likely to ghost the less appealing ones. 

Remote Work Boom: 

The rise in remote work opportunities expands candidates’ options, leading to more instances of ghosting as they prioritize roles that fit their desired work arrangements.

Engagement Fail: 

A less engaging experience without personalized interactions, can deter candidates increase the chances of ghosting.

💡Flipping the Script 💡

Instead of letting this haunt your hiring team, use it as a chance to level up your recruitment game:

Boost the Experience: 

A poor candidate experience is a ghost magnet. Make your process engaging and personalized to keep candidates hooked.

Tech to the Rescue: 

Recruitment automation tools, like HireWand, can keep communication flowing and ensure no candidate feels ignored throughout the entire hiring process.

Data, Data, Data: 

Use their patterns to your advantage. Understand when and why candidates disappear to refine your approach.

How HireWand Can Help?

At HireWand, we’ve identified a critical pattern – companies that delay the hiring process at every step see the most drop-offs. HireWand stays on top of the metrics that help you substantially reduce these incidents-

Reducing Aging: 

Hirewand ensures that candidates move swiftly through your pipeline, minimizing the time between stages to prevent disengagement.

Continued Engagement: 

HireWand fosters ongoing communication with candidates, providing automated updates and personalized touchpoints that keep them informed and engaged.

Reducing Recruiter Overload: 

By automating routine tasks such as scheduling and status updates, HireWand frees up valuable time for recruiters to focus on meaningful interactions with candidates.

Follow-Up and Intervention: 

Post-offer, HireWand facilitates continuous feedback collection and monitors candidate sentiment, enabling quick interventions where necessary to maintain engagement and prevent ghosting.

With HireWand’s advanced AI-driven capabilities, automated follow-ups, behavioral insights, and personalized communication strategies, ensure that every candidate feels valued and engaged from initial contact to final decision.

Ready to conquer this situation? Leave us a message to discover how HireWand can transform your recruitment approach and elevate your hiring success today.

Read this on LinkedIn: https://www.linkedin.com/company/35449965/admin/feed/posts/

Maximizing Recruitment Efficiency: The Role of Automated Resume Parsing


Which of these two situations would benefit the organization?

1. A recruiter has extra hours at hand, sipping on coffee while forging meaningful connections with potential hires, instead of drowning in countless PDFs, being overwhelmed, and too tired to present their best selves to jobseekers.

2. Each CV is a potential gem, but the filtering process can be overwhelming. Time slips away, and deadlines loom. The result? Missed opportunities and exhausted recruiters.

A quality resume Parser can help transform this chaos into clarity. Hirewand has its own in-house Resume Parser serving our customers. Additionally, we have recently launched our LLM-based candidate summarization capability. This tool provides a crisp summary of candidate profiles, highlights why a candidate is a good match, or flags unmet requirements. This allows recruiters to focus their conversations on key areas with candidates.

The value of Resume Analysis

Speed: A resume parser scans CVs much faster than a recruiter, extracting essential details—skills, experience, education—within seconds for thousands of resumes at a time.

Consistency: It ensures uniformity and consistency in data extraction. Nothing important gets missed in the hundreds of lines within the resume document.

Learning: The system quickly learns new skills and industry terms, adapting to match job descriptions with candidates more effectively over time.

Keyword Mastery: Parsers can identify all variations of skill names, such as “ML” or “Machine Learning.” They can even infer related skills, like NLP implying ML, which is a challenging task for recruiters without extensive training.

By eliminating the need to sift through resumes, decipher fonts, layouts, and buzzwords, parsers free recruiters to focus on building relationships.

Resume parsers act as assistants to recruiters, allowing them to concentrate on building bridges with candidates while the parser works steadily in the background.

Read this article on LinkedIn – https://www.linkedin.com/feed/update/urn:li:activity:7207293360351453184/

Our latest release – Private vendor marketplace,

We have just released our latest major release – Private vendor maketplace.

Companies, be it recruitment firms or corporates use vendors to supplement their sourcing. This is a reality in most cases where in-house sourcing bandwidth is not enough to meet the demand.

As part of our recruitment automation system we have just launched our private vendor marketplace. This is a Private marketplace where the companies can choose which vendors to empanel and work with.

Our goal was to create value for both our customers and their vendors.

For our customers

  • A simple way to open up the job to select vendors and start seeing the incoming candidate flow into their pipeline.
  • Control access to the pipeline at every stage. Some of our clients only give access to the client-submit stage, some choose to give access to stages such as document collection and followup in addition to client-submit.
  • Keep the vendor in sync with the status of the candidate. ZERO mail updates and followups. The vendors see the candidate move along the pipeline in real time.
  • No cofusion about candidate ownership between vendors with Hirewand acting as a gatekeeper. Duplicate profiles never enter the system, with the policy on ownership configured and followed by the system, with no possibility of human bias.
  • On top of all this is the choice for our customer to automate any of steps in the pipeline, be it assessments, candidate verfication or document collection. All with no human intervention.

For the vendors

  • Get the incoming jobs and submit candidates in realtime to the client, with no back and forth on mail
  • Instant duplicate check, before the candidate is pushed to the company.
  • A dashboard where they see the live status of their submitted candidates.
  • Automated matching of best fit candidates from their internal database. Imagine a tool that tells you the top candidate you can shortlist for the job that just came in from the client. Simply talk to the candidate and submit.

New feature – Skill suggestions

While providing the screening critea in Hirewand we now suggest skills that the recruiter may want to add along with the one already choosen.

The skills we suggest are based on the learning from the skills picked together by other recruiters across Hirewand. The skill suggestion appears both as you attempt to pick an or skilll within a group or a independent skill to add to the screening criteria.

The goal is to make it easier for recrutier to build a comprehensive screening criteria without having to remember all the relationship between skills.

New feature – Candidate filter

Hirewand overlay on top of ATS now has a new feature – Candidate filter.

The overlay today shows the ranked candidates who have applied for the job and also good fit candidates from the company talent pool.

What you get now is an additional filter on the data that allows you to slice and dice the profiles shown, helping you shortlist the profiles faster.

A usecase for this feature could be the filtering of Diversity candidates from your existing talent pool. You can leverage the diversity candidates to shortlist your initial set of profiles from your existing pool, before other candidates start applying for the job.

Another example would be the rating filter. You can use this to filter the “excellent” fit candidates first and shortlist them, before going on to the other candidates down the ranking.

Our goal as always is to make your shortlisting faster.

Sourcing as a specialization, with metrics.

Companies tend to treat sourcing as one among many activities that the recruiter performs as part of their daily recruitment. The efficiency improvement would come is from more training for recruiters or spending more on sourcing channels. 

This is a lost opportunity. Imagine you are a staffing/recruitment firm and could increase your revenue and save cost by treating sourcing as a specialized field within your organization, with long term vision, strategy, roadmap, and milestones. You can think of ways to make this function more effective and the cost/benefit of doing so.

Start from collecting metrics that allow you to measure how this function is performing within your organization and its impact on your margins. You can then iterate on improving the numbers with regular feedback loops. 

A few metrics you may want to consider to start with:

Conversion efficiency – The ratio of the number of leads pushed into the recruitment pipeline to the final submission (or the final hire). Reflects the quality of leads your team is able to generate.

Time to first lead – The faster the first lead gets pushed into the pipeline the better. Reflects the efficiency of your sourcing team in servicing new requirements.

Lead frequency – The speed at which leads are generated. Reflects how quickly a requirement can be closed. This directly impacts your margin.

High conversion efficiency + high Lead generation frequency + Low time to first lead => Better margins and better hiring

In addition to the above efficiency metrics, a few interesting ones on cost:

Channel cost per lead – Measuring the channel cost per lead and breaking up the reason for this cost can help you improve on the spend across sourcing channels.

Channel dependency – The ratio of leads generated across various channels. It helps you understand your dependency on specific channels and the cost impact of each channel on your overall cost. Excessive dependence on a few channels increases future risk, especially if the channel cost is high.

Channel cost efficiency – The ratio of the cost per channel to the number of leads/submissions/hires from that channel.

You can think of a few more metrics around cost and efficiency that apply to your organization.

If you start thinking of sourcing as a function and build a coherent strategy around it, you will come up with more numbers to track that make sense for your organization. 

Track, measure, course correct and iterate your way to better sourcing…

How companies do resume screening and shortlisting

[Motivated by the query on quora – https://www.quora.com/How-does-resume-screening-sorting-work-at-very-large-companies/answer/Shiva-Maran]

Most decent sized companies receive hundreds if not thousands of resumes a week from their various source. How each company handles these resumes varies. For simplicity I would put them under three broad categories:

Manual screening

Most companies fall under this category. The recruiters download resumes from multiple sources such as job ad responses to their mail accounts, resumes received at their career pages or resumes from recruitment/staffing firms. The recruiters focus on manually screening the profiles for the requirements they are handling at the moment. A typical recruiter can handle screening around 100 resumes a day. If the incoming volume is more than it there will be many profiles that gets missed. This is a very leaky screening process.

Here the candidate profiles that have been received previously or have been received by a different recruiter never gets looked at. It is humanly not possible to do so.

This is tragic for both the companies and the candidates as it is quite possible there is an excellent fit candidate for this opening already with the company or within the newly received profiles that got overlooked.

Simple cataloging

Some companies catalog the resumes by adding notes and tags to the profiles so that they can be pulled up sometime in the future. They use simple available tools to do this. This practice goes back in time where good quality recruiters would maintain a summary note of all good candidates they have connected with. This allows them to leverage these candidates when there is a new opening.

The tools used in this case are rudimentary, such as Excel sheets, gmail (with tags), ATS etc., Recruiters who follow this practice are also very rare.

Screening tools

Recently a few companies have started using automation solutions (Like HireWand). The software here pulls up the best-fit candidates for a requirement from already existing profiles that the company has received. The goal is to ensure a good candidate profile never gets missed. These would be the kind of companies where you will hear back when a new opening comes up that matches your profile. The software also looks out for good candidates from the incoming flow of resumes across the various channels.

The third category of companies is few in number. The goal of HireWand is to be a pioneer in this space.

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