2 Ways to speed up your hiring with Wedge
If you follow our content, you’ll know we love to talk about how Wedge can change your hiring process. You’ve probably heard about how it can speed things up and improve productivity a few times too.
Don’t worry, this won’t get redundant, instead, we will touch lightly on some tactical habits that can be implemented with Wedge.
And if you’re new to Wedge, then this post will give you the details on how Wedge can make hiring efficient.
Recruiters, put down those phones.
In today’s age, recruiters do a lot of their sourcing and finding of candidates through LinkedIn and that is here to stay. While this method of sourcing is much improved from previous methods, but still gets faltered with its dependency on the phone screen.
As a recruiter, you’ll either send out messages to candidates asking about interest or get messages from interested candidates. Once that discussion begins, instead of trying to schedule a phone screen over email or LinkedIn DM’s – try sending a link instead.
That may sound crazy, but here’s how it could look. You confirm interest in an open position from the candidate and ask them to send their resume and answer the basic logistics questions through a Google Form, and then if everything checks out, send over the link to complete the Wedge.
If you already have a job posted online, just send the link to that job application to be filled out, but then send a personalized email with their link to a Wedge.
Once they complete the Wedge if everything looks good and you choose to move forward with their candidacy, get that in-person interview scheduled. Just like that, the phone interview bottleneck is removed and the candidate is in your building in ½ the time.
Organize and delegate those interviews.
Odds are, your recruiting, or hiring process is not a one-dimensional task. Meaning, there is usually more than one person involved in the process of hiring an employee. This is a good thing, and definitely necessary to avoid bias, but it can come with downsides of it’s own.
For example, things like internal scheduling issues, delegation, and communication issues can all arise as well. And to efficiently create the pipeline that screens candidates with speed and precision, you need to delegate and organize your process.
With video interviews, you eliminate the phone screen, but with that, you also have to watch each candidate’s video interview in its entirety. And if you have lots of candidates in your pipeline this can soon become an issue.
Here’s the fix. Delegate between your recruiters or hiring staff. On the surface, let the one or more recruiters handle the outreach on LinkedIn, and then delegate your other recruiters to handle watching the videos.
In this case, if the candidate is on the border, the manager can come to view the video in its entirety and formulate their own opinion outside of the phone screen’s notes.
If you are managing lots of recruiters, candidates, or videos, give each recruiter a daily quota for how many videos need to be viewed and graded. This is essentially a best practice in order to keep things moving and on schedule.
If you really want some speed in your hiring process and have the bandwidth to handle a lot of incoming videos, listen to this.
Set up an automated email campaign that gets sent to candidates once they fill out your online job application. First, obviously give them the standard message thanking them for their time and that their application has been received.
But next, have another follow-up that says they are moving forward in the process and give them the link to complete a Wedge. If you want, add a day or two delay that can make it seem more realistic.
With this idea, you instantly remove the manual interaction needed to invite the candidate to create a Wedge. You’re one step closer to optimization.
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