Articles about Hiring Process

Recruiters are facing a talent shortage, with 86% of hiring managers reporting difficulties finding qualified candidates. But while many point to skill gaps and changing workforce expectations, another issue is flying under the radar: the recruitment process itself.

In previous blogs in this series, we explained the key benefits of flexibility at work and the challenges organizations face.‍ Now, we’re sharing a preview of how companies actually empower flexibility at work. 

Recruitment strategies have had to adapt constantly with the twists and turns of 2024. From candidate ghosting and skills shortage to quiet quitting and unchecked AI usage, it’s far from what companies experienced in 2022 and 2023.

Higher education institutions across the US are increasingly concerned about meeting enrollment goals. A recent survey of 239 institutions, for example, found that a large majority (71%) of respondents expressed moderate to extreme concern about achieving their enrollment targets.

Flexibility at work brings productivity, camaraderie, and a host of other benefits. ‍

Providing flexibility to employees could be even more beneficial than previously thought. ‍A couple major studies find that employees are more productive when they have flexibility. Specifically, they try harder, think more creatively, and typically stay with an organization longer.‍But the benefits go beyond that. 

AI is rapidly taking root in recruitment. According to our Hiring Humans report, 79.4% of business leaders see AI as a top priority for talent acquisition.These numbers underscore AI’s growing prominence in recruiting. But if not implemented properly, AI can degrade your hiring process, making it more complicated, biased, and inefficient.

Cultural fit is an important factor in finding the right candidate for a job. According to recruitment consultancy Robert Walters, candidates who mesh well with the teams they’re placed on are 84% better at meeting performance goals and 81% less likely to leave. These are real, tangible reasons to ensure your hires are a good fit for your company culture.

For decades, the recruitment industry as a whole has leaned heavily on signaling devices—such as years of experience—as indicators for skill.This approach not only leads to reinforced biases because someone didn’t have the “right” credentials—and the simple reality of work not getting done because someone was great on paper but floundered in the role. 

Recruiters are often focused on finding the perfect candidate. And rightly so—a great hire can generate a lot of value for a company. However, it's also important to balance hire quality with the time it takes to find and hire.

Efficiency is a big deal in recruitment. However, a lot of recruitment processes are severely under-optimized. We can see this in the symptoms of inefficient recruiting.

You need an efficient process for figuring out which candidates don’t meet the baseline requirements for a position. Why? Because many candidates simply won’t.Only around 20% of applicants make it through to the interview stage for any given job. There are all kinds of potential reasons for this, but the most common is that they don’t meet the baseline requirements that they need to do the job you’re hiring for.

Digital recruiting is nothing new, but the tools and techniques that work are constantly evolving. If you aren’t regularly updating your digital recruiting strategy, you’re likely wasting time, money, and resources while missing out on top candidates.

Traditional recruitment typically involves creating a job listing, waiting for applications to roll in, and choosing the best fit. Sure, this method works. But it only lets you target around 30% of the global talent pool—active candidates.

Attracting candidates is easy. Attracting the right candidates is a whole different ball game. According to Indeed research, almost half (43%) of employers struggle to attract qualified, talented candidates with their job postings. 

Every recruiter wants the ability to improve their hiring processes reliably. Maybe you want to find better-fit candidates. Or maybe you want to speed up your recruiting process so you can get high-quality talent in seats faster. The point is, there’s always something to improve upon in recruitment.

As more organizations move to pre-recorded video interviews, they’ve gained the benefits of a more efficient process and improved consistency for candidate evaluation—but how do you make sure that great candidates make it through the process?

Adding case interview questions to your video interview software takes time, but the payoff is worth it: You get to assess candidates’ real capabilities at scale, on your terms, and as many times as needed.

Evolving technologies, expectations, and job market conditions have arguably made recruiting more difficult than ever before. For example, the Willo 2024 Trends Report found that 61.7% of employers anticipate salary expectations or competition from other companies as the key challenge they will face hiring and retaining top talent.

The right marketing team has the potential to push your brand into the spotlight. Research from Bain & Company and Google shows that the most mature marketers are 4x as likely to achieve business goals, increase market share, and increase revenue than the least mature marketers. But how do you find and hire these top-performing marketing professionals?

Hiring the right talent is hard enough—doing it at a pace that meets the needs of high-volume organizations is even harder.Challenges like scheduling, workload management, and candidate experience are compounded when you’re hiring at scale, and they can quickly add up to bottlenecks, missed opportunities, and unfulfilled potential.

If you aren’t already bringing virtual tools into your recruiting process, you’re one of the only ones: around 89% of organizations are doing much of their recruiting work virtually to reach top talent, cut costs, and save time.But simply “going virtual” doesn’t guarantee any positive outcome—you have to approach it the right way.With this in mind, here’s a crash course from Willo on how to optimize your virtual recruiting process.

Recruitment involves a tight-rope walk between efficiency and thoroughness. You need to know candidates well enough to make the right decision, but can’t afford to sacrifice too much time in the process.

There’s a lot you need to learn about a candidate during the interviewing process before you can confidently say, “Yes, you’re the one.” This includes getting to know their background, skills, and experience, as well as their ability to fit into your team’s culture.