Fast and flexible wins: slashing time-to-hire with HR tech

The work­er short­age is pal­pa­ble, knows no geo­graph­i­cal bounds and is poised to per­sist through the end of the year.

Out­pac­ing the com­pe­ti­tion requires speed, agili­ty and a can­di­date-friend­ly process that keeps the right tal­ent involved and engaged. The more you’re able to tai­lor an appli­ca­tion to your ide­al can­di­date and the eas­i­er you can make the process—from appli­ca­tion to onboarding—the more attrac­tive you are to the cur­rent pool of picky job­seek­ers who, if unsat­is­fied, can apply to anoth­er job in just a few swipes.

Tech­nol­o­gy is the clear fron­trun­ner among must-have assets in the race for tal­ent. How­ev­er, while tech­nol­o­gy trans­lates to speed, it is often per­ceived to come at the cost of human inter­ac­tion. The reluc­tance sur­round­ing tech­nol­o­gy is enough to deter some tal­ent-acqui­si­tion (TA) teams from mak­ing the leap and, there­fore, will be detri­men­tal to their company’s growth.

But the teams that do adopt a com­pre­hen­sive and pow­er­ful appli­cant-track­ing sys­tem (ATS) will be able to source, qual­i­fy, and extend offers in just a few days, or even hours.

Here’s a look at how automa­tion, agili­ty, and an engag­ing can­di­date expe­ri­ence can result in secur­ing top tal­ent fast.

In the race to scoop up tal­ent, TA teams need to be per­sis­tent and proac­tive, which isn’t always real­is­tic when man­ag­ing mul­ti­ple levers of a hir­ing machine. Enter automa­tion, a hir­ing manager’s best friend when it comes to keep­ing prospec­tive hires inter­est­ed, engaged and keen to con­tin­ue for­ward on the appli­cant jour­ney.

Apply­ing automa­tion to cer­tain steps–like text mes­sages, emails and appli­cant routing–are just a few fea­tures offered by Foun­tain, a lead­ing ATS that has helped organ­i­sa­tions around the world hire at scale and sub­stan­tial­ly reduce time-to-hire.

Foun­tain com­bines mul­ti­ple stages of the hir­ing process to stream­line recruit­ment, includ­ing screen­ing, inter­view­ing and extend­ing an offer. Upon apply­ing, appli­cants receive a mes­sage instant­ly that informs them of the next steps. From their phones, appli­cants also can upload iden­ti­fi­ca­tion, cer­ti­fi­ca­tions and answer knock­out ques­tions, which can help deliv­er the most qual­i­fied can­di­dates direct­ly to recruiters.

The flex­i­bil­i­ty of a solu­tion like Foun­tain means recruiters can con­fig­ure a cus­tomised hir­ing fun­nel that can be adjust­ed to meet their real-time hir­ing needs with just a few clicks.

Hir­ing man­agers can acti­vate the afore­men­tioned knock­out ques­tions or spe­cif­ic rout­ing rules to move the right appli­cants to the front of the line and deliv­er only qual­i­fied and vet­ted can­di­dates to the final stages.

Organ­i­sa­tions around the world, like Cera Care and Flink, already have seen major hir­ing suc­cess­es by lever­ag­ing Foun­tain as an all-encom­pass­ing, high-vol­ume recruit­ment tool.

“Foun­tain is not just a recruit­ment system–it’s also a real­ly smart work­flow tool,” says Peter Heather­ing­ton, a recruit­ment and work­force plan­ning expert who was tasked with imple­ment­ing a new ATS at Cera Care, a dig­i­tal health­care com­pa­ny based in the UK. With Foun­tain, Cera Care built their own work­flows and repli­cat­ed them for dif­fer­ent roles. This cre­ativ­i­ty made way for effi­cien­cy, attract­ing work­ers to a sim­pler process that could be com­plet­ed in as lit­tle as three min­utes.

“We’ve had peo­ple apply, have their inter­view, receive their con­tract and have their first shift all in the same day,” says Tonal­li Arreo­la, head of expan­sion and rid­er oper­a­tions at Flink, a Ger­many-based gro­cery deliv­ery com­pa­ny. By tak­ing advan­tage of Fountain’s automa­tion capa­bil­i­ties and easy can­di­date com­mu­ni­ca­tion, Flink saw their medi­an time-to-hire drop while appli­cant con­ver­sion rates increased sub­stan­tial­ly.

Job seek­ers are inun­dat­ed with oppor­tu­ni­ties. To cap­ture the inter­est of the best appli­cants, recruiters need to make their hir­ing process fast, flex­i­ble and capa­ble of man­ag­ing a large vol­ume of can­di­dates. In today’s dig­i­tal world, recruiters can either adapt and lean into the pow­er of tech­nol­o­gy to find, qual­i­fy and hire work­ers, or risk falling behind in the race for the world’s top tal­ent.

For more infor­ma­tion please vis­it fountain.com

Pro­mot­ed by Foun­tain