How to Make the Right Hiring Decisions for Your Business
Creating a company-wide, interdepartmental risk management plan likely brings to mind your IT executive and their team. Most likely, they will engage in lengthy discussions about server failures and preventing data breaches. However, risk management and its effect on business continuity touches every process in every department.
An unexpected trade war will suddenly make you realize the fragility of your supply chain. Perhaps a natural disaster shows how accounts receivable is still processing paper checks. Or, perhaps, even more recently, a pandemic showcases how hiring for critical roles must go on, even when it can’t happen face-to-face.
Due to coronavirus and its ensuing whirlwind, your HR and IT teams are probably coming together for a serious conversation about business continuity. Perhaps, more so, how to bridge the gap between security concerns and virtual hiring.
HireVue has provided over 15 million Live and OnDemand interviews to some of the world’s largest employers with best-in-class security. Here are some answers to the most common concerns to guide your leaders’ decision making process.
Start with Savings
Department jargon varies widely, but something everyone understands is savings. This is the perfect place to start when talking about hiring continuity and new software implementation. HireVue customers see a significant decrease in cost per hire, with an average savings of 24% per hire. Before you begin to figure out cost ratios, consider doing a little “back-of-the-napkin math” to jumpstart your business case with any new system.
Our world has been turned upside down by a pandemic and looming global economic crises. All businesses should consider team resources as another critical savings area. A worldwide hospitality chain was able to update its hiring process with HireVue. Originally, their team of 15 recruiters took 42 days to hire 2,000 employees. Now, they have just 9 recruiters hiring 2,000+ better-qualified candidates in only 5 days.
Having the right talent filling your essential roles is a central component of a comprehensive risk management plan. Implementing changes now will prevent future down time when the next unforeseen disaster strikes.
Prioritize Security & Stability
The need to rapidly implement a new solution shouldn’t come with unanswered questions about security. We know that every new partner needs to pass the rigors of your company’s security standards, global disaster or not. HireVue’s professional services team guides customers through every step of rapid implementation. In the midst of the initial U.S. coronavirus outbreak, our professional services team was able to help the largest industrial staffing/supply chain management company in the U.S. implement Live interviews in less than one week.
Their hiring solution was backed by HireVue’s best-in-class security, including ISO/ IEC 27001:2013, SOC 2 Type 2, and FedRAMP certification. Customer support? We round out all solutions with 24/7 support via chat, email, and phone in any language.
For more information to provide to your information security teams, check out this post on data security.
Integrate with Existing Systems
At its core, a risk management plan recognizes that the future state of business is subject to unexpected disruption. However, with the right planning, downtime can be mitigated. Transitioning to virtual hiring now will not just forestall future calamity. This solution also cleans up current processes (such as talent and IT teams) by offering stronger tools that let your teams do more with less.
HireVue integrates with most common CRMs and ATSs. This ability eliminates redundancies and provides stability across technology touchpoints that affect the entire organization. There is no need to upend your current tech stack for seamless integration. Visit our partners page to learn more about some of the partners we work with every day.
Uncertainty has accelerated crucial conversations across leadership teams. Organizations need to plan for and protect the needs of customers, clients, and employees. As talent and IT leaders sit down to discuss maintaining stable hiring, they should start with savings, security concerns, and integrations with existing systems.
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TO GUIDE YOUR CONVERSATION BETWEEN IT & HR EXECUTIVES