The job market is a competitive and rapidly evolving environment. Hiring managers can bog down wondering how to hire employees who will thrive when there are hundreds of free job posting sites bursting with résumés.
By using ZipRecruiter’s AI-assisted hiring tools, you can rapidly identify a select number of promising potential hires. That saves time versus painstakingly examining all the applications you receive whenever you post jobs — time you can devote to a comprehensive hiring process, weighing current suitability and growth potential.
And what’s more, ZipRecruiter helps you hone the process of finding these prospects.
AI-matching technology helps you connect to promising hires
Matching a person to a position is never as simple as identifying one skill they have and one requirement of the job. Skilled employees who will excel in their roles offer a range of abilities and growth potential.
But as anyone experienced in looking for employees knows, establishing that synthesis of abilities and requirements is easier said than done. ZipRecruiter dramatically speeds up and simplifies the process of finding matches for job openings by analyzing massive data sets with smart search tools.
ZipRecruiter offers industry-leading AI matching technology to identify the most relevant candidates for your job, based on skills and experience.
And you can choose from over a thousand job post templates ZipRecruiter offers as you create the perfect job posting, which can then be served directly to select job hunters via the “Invite to Apply” tool. But it’s also important not to limit your employee search to job hunters alone.
Look beyond people who are looking
When you post a job on the leading hiring websites, like ZipRecruiter, you’re going to get a lot of responses from people on the job search, but they may not be the best candidates. That’s why the best employee search may involve trying to find employees who are currently working.
“Finding high-quality employees who are passive candidates, those who aren’t actively looking for a new job, is a strategic and proactive effort,” says Marissa Morrison, vice president of people at ZipRecruiter.
“Since these [employees] are often happy and successful in their current roles, a recruiter’s approach must be focused on relationship-building and highlighting the company’s values and mission, not just a job opening,” Morrison says. “This gives you an opportunity to highlight the role’s growth opportunities and impact, your company’s positive work culture, and benefits that may better attract these types of candidates.”
Hire for skills and growth potential, not just past experience
ZipRecruiter can help you match promising candidates with open positions, but it’s ultimately up to us humans to make the actual hiring decisions.
This can be tricky in all situations; it’s especially challenging when a promising candidate doesn’t have the exact skills and experience needed, but has nonetheless been identified as a potential match. Again, technology can help augment the process.
“A hiring manager can assess a potential candidate with great qualifications but limited experience by using an online skills assessment platform to measure the candidate’s competencies, rather than relying on degrees or certifications alone,” says Morrison. “In fact, 43% of employers use these types of skills assessments in their hiring process.
“Asking questions through case studies and role playing in realistic scenarios is also a useful way to assess how a candidate may act on the job,” she adds.
Make the interview process a two-way street
You want to hire employees who are passionate about working for your company, beyond just the salary and benefits. It will only serve the candidate and the company better in the long run if you set them up for success by clearly illuminating what the job entails, including its potential for growth and development.
“Prior to an interview, hiring managers can outline the top three priorities of the role and [the] core skills required, making sure these are communicated clearly to the candidate and are assessed effectively during the interview,” says Morrison.
“Reviewing the candidate’s résumé and doing a quick online search to be up-to-date on the candidate’s professional accomplishments and portfolio of work will also provide a robust picture to guide the interview discussion.”
And keep the communication open during the process. “Share how many interview rounds there will be, what types of questions to prepare for, and who they will meet with, as well as a timeline,” says Morrison.
Whether you plan to move ahead with someone or not, let them know. “Send a follow-up email so the candidate knows where they stand at each stage of the process, [especially] if you are excited about a candidate.”
When you find the right person, they’ll be able to move from the last round of interviews to the first day of work in scarce time at all, because the company and the new hire will simply be a great match.
ZipRecruiter matches candidate and job description data points, identifying potential new hires who fit open positions and company culture.
This post was created by Insider Studios with ZipRecruiter.
