Please note: This article currently reflects the Selection Manager experience and will be updated on 6/9 to incorporate the new candidate pipeline being rolled out to customers. To review the candidate pipeline and how to process candidates through the stages, click here.
With quality applicants expecting to be interviewed within a few days of applying, initial success in hiring hinges on your ability to take action on new applications.
In this article we will cover:
- Time to Review Insights
- Mobile App Activity
- Internal Communication & Collaboration
- Speed with the Prescreen Survey
- Interview Best Practices
Time to Review Insights
When a quality applicant applies, time matters. Best practice is to review and reach out within 24 hours or less.
To see how quickly you and your team are moving, check the “Time to Review” metric in your Hiring Velocity report.
Pro Tip: Set yourself up for success by blocking a few minutes each day to review applicants, send outreach, or follow up. This simple habit keeps your pipeline healthy and your candidates engaged.
Mobile App Activity
The Hireology mobile app is a great tool for hiring managers to connect with new applicants quickly and kickstart the hiring process. You can download our app for your smartphone by searching for Hireology in the Apple App Store or Google Play Store.
Recently updated, our iOS and Android app features the ability to:
- Review applicants and their documents
- Communicate with applicants via text or email
- Advance, decline or hire applicants
- Search through your candidate database.
Internal Communication & Collaboration
When multiple team members are involved in the hiring process, using Hireology’s internal communication tools helps keep everyone aligned and efficient. Here are a few best practices:
-
Star Ratings – Quickly share your overall impression of an applicant so the team can see at a glance where you stand.
-
Comments & @Mentions – Use the comments section to capture important notes or tag a teammate with an @ mention to direct their attention to specific feedback.
-
Tags – Apply consistent keywords or skill-based tags to applicants. This not only streamlines collaboration today but also builds a searchable database of applicants for future hiring needs.
By using these tools regularly, your team can reduce miscommunication, speed up hiring decisions, and ensure strong candidates don’t fall through the cracks.
Speed with the Prescreen Survey
Prescreen Surveys use automatically scored true and false statements to provide insight into applicants prior to conducting an interview. In general, those who have scored 70% or higher on the survey are considered to be quality applicants.
We recommend you use the prescreen survey score as a way to prioritize reviewing and reaching out to applicants
- Customizing the prescreen survey will ensure that the survey score is a valuable and trusted assessment of quality.
- Take a deeper dive into how your applicant answered each question by reviewing the full survey.
Interview Best Practices
Once you have identified a quality applicant, reaching out to schedule an interview quickly is critical.
Comments
0 comments
Please sign in to leave a comment.