Category: Recruitment Efficiency

Efficiency and precision are crucial in recruitment. As organizations aim to streamline their hiring processes, adopting a sophisticated and automated recruitment management system becomes essential. Hirewand offers a clean, user-friendly, and robust platform designed to enhance job management and automate workflows effectively.

Here’s how Hirewand stands out in the competitive recruitment technology market:

Streamlined Job Creation

Hirewand’s intuitive job creation interface simplifies the process. Unlike traditional systems, which can be cumbersome and time-consuming, Hirewand features a user-friendly design. Recruiters can easily create job postings, ensuring accuracy and alignment with organizational needs. This simplicity reduces the time spent on job creation and minimizes errors.

Customizability

Effective job management depends on customization. Hirewand provides unparalleled flexibility, allowing users to tailor job attributes to their specific requirements. Recruiters can add various blocks, fields, or enumerations to design job postings that meet their needs. This high level of customization ensures job descriptions are comprehensive and aligned with organizational standards.

Many alternatives either enforce a fixed set of fields or offer limited customization. In contrast, Hirewand allows complete customization of every field according to company needs. This theme of customizability is at the heart of Hirewand and extends to job design, pipeline stages, and workflow definitions, aligning with the company’s requirements rather than imposing restrictions.

Advanced Job Filtering and Management

Efficient job management is vital for an organized recruitment process. Hirewand’s advanced job filtering capabilities enable users to apply detailed filters and save them for specific use cases. For example, managers can create filters for clients, recruiters can filter for their own jobs, and leads can filter for their teams. This level of customization ensures that every need is met.

Bulk Job Import

Managing large volumes of job postings can be challenging, especially for larger companies with many daily postings. Hirewand addresses this with its bulk import option, which automates the import of jobs and assigns them to various users. This feature significantly reduces the time and effort required compared to manual job entry.

WebRPA for automated import of jobs

Many mid to large-sized recruitment companies work with clients who have their own ATS. Hirewand supports Web Robotic Process Automation (WebRPA) to automate the import of jobs from these systems. This functionality eliminates the need for manual data entry and allows jobs to be automatically assigned to recruiters based on workload and predefined rules.

Automated Workflow Rules and Actions

Automation revolutionizes recruitment, and Hirewand excels in this area. The platform’s automated workflow rules and actions enhance efficiency and ensure no task is overlooked. For example:

• Mail Notifications: Recruiters receive instant notifications when a new job is assigned, keeping them informed and allowing prompt action.
• Candidate Stage Management: Candidates automatically move through stages based on predefined criteria, such as meeting confirmations from candidates and interviewers.

These automated actions save time, improve accuracy, and maintain consistency. They benefit both organizations and vendors by ensuring transparent communication.

Hirewand transforms recruitment management with its advanced features for job management, customization, and automation. The platform’s intuitive job creation, extensive customizability, advanced filtering, bulk job import, and automated workflow rules provide a comprehensive solution for modern recruitment needs. Embrace the future of recruitment with Hirewand and experience a more efficient, effective job management process.

[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.

A recruiter’s life is centered on finding the right candidate for the job with focus on the number of openings that get closed. At the same time, a candidate’s focus is on finding the best job possible for themselves. For this to happen, the right candidate needs to be seen by the recruiter who has a job that is best fit for the candidate. Sounds easy enough, but there are huge challenges in making this happen efficiently.

The recruitment solutions today

Most, if not all, recruitment solutions out there are fighting over who is a better source of candidates.  It is a rat race, with new solutions popping up every few months and existing ones dying out at a similar rate.

Is HireWand, to build yet another solution attempting to be a BETTER source of candidates? The answer to this question is clearly NO.

Our answer

We clearly did not want to be yet another source of candidates for the firms to deal with. We wanted to be a tool in the hands of the Recruiters to make their hiring more efficient.

When you look back at the top sources of profiles, all of them leverage your brand and are sources where the candidate has chosen to apply to your firm and possibly for a specific job. By doing this, candidates send across 3 signals:

• That they are looking out
• They are interested in your firm
• They are interested in the specific job if they applied for it.

These signals significantly increase the possibility of a positive response when you connect back to the candidate for a specific job.

This is where the challenge lies today. It is not humanly possible to efficiently leverage these sources. This is definitely not due to lack of intent, but due to lack of tools that enable the recruiter to leverage these sources. The challenge can be explained in 3 stages in the lifecycle of profiles within a firm:

1) The challenge when a new profile is received

A typical mid-sized Company has multiple active openings at any time. As a result, hundreds of resumes are received every single day. Manual viewing of every profile is simply impossible and results in missed quality candidates. Now imagine a virtual recruiter matching every profile with every active requirement diligently, consistently and objectively at any scale. This virtual recruiter alerts the owner of the appropriate opening when a good match is found. No more missed profile, no more wasted time looking through hundreds of profiles to find that one good one and no more waiting for days to get through the pile of resumes. The recruiter only looks at quality candidates and shortlists from there, freeing up time to focus on the more human aspect of hiring.

2) The challenge in searching through recently received profiles

With hundreds of resumes coming in every day a good candidate is easily lost in the existing pile of resumes. Most candidate profiles received in the previous 4 months are found to be active. It then makes a lot of sense to leverage these resumes for a new opening. But this is an almost impossible exercise if done manually. This is literally equivalent to searching for a needle in a haystack. Imagine a person going through thousands of resumes to find 10 good candidates to call for an interview. Simple binary search tools available in ATS solutions are of no use with their rudimentary string search. What is needed is a shortlisting tool that can pull up the best fit candidates for the requirement and present it to the recruiter to look at. HireWand is that tool.

3) The challenge in searching through older profiles that fit

Many recruiters think profiles that are older than 3-4 months are useless. This belief comes from their legitimate experience of finding that a small number of the candidates from this database are still looking out for a job. But imagine letting a virtual recruiter like HireWand automatically check with the candidate if they are interested in pursuing the specific job opening. The recruiter only needs to talk to the candidates who have responded positively and are a good fit for that opening. With Zero effort from the recruiter, they now have another shortlist of interested quality candidates from the firm’s own database.