Kelly Peters is Content and
Communications Manager at JazzHR.
●● Leverage an ATS. Applicant tracking
software makes the job of organizing,
categorizing, processing, and responding to
candidates far easier. Find one that works for
you, and use it.
●● Make use of Knockout Questions. Decide
what your minimum requirements for the
role are, and automatically disqualify any
candidates that don’t meet them.
●● Automate responses. It would be nice
to be able to respond to every applicant
individually, but that’s not realistic. Prewritten
email workflows do a similar
job, and if you take the time to craft
them sympathetically, you won’t leave
unsuccessful applicants with a bad
impression of your business.
●● Embrace self-scheduling. Emailing backand
forth to schedule an interview with
an applicant is an unequivocal waste of
time. Self-scheduling is a must.
That’s just the tip of the automation iceberg
– there are plenty of industry-specific skill
assessments, automated video interviewing
options, and more worth exploring – but get those
four things in place and you’ll vastly reduce the
time you spend looking for the right fit.
Regardless of what 2021 brings, creating a
scalable hiring process is all about improving the
adaptability of your sourcing strategy. We may not
be able to predict with absolute certainty what the
future has in store for the hiring landscape, but
by embracing flexibility, employee-first benefits,
diversity, and automation, you’ll be ready for
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