Candidates: Are you interviewing and need support?
Recently we hosted a virtual conference, TalentSummit.io, to tackle the pressing issues of millennial engagement, the Gig Economy and its effect on team-building, and more. One of these discussed the experience of Molly Weaver, Talent Acquisition Director at Children's Mercy Hospital, and how she reverse engineered the way candidates interacted with the company to uncover overlooked talent.
It is essential for healthcare providers to fill open positions quickly and efficiently, so Molly knew something was wrong after noticing 30% of applicants left the job application before it was finished. A thorough examination Children's Mercy Hospital's application process revealed that:
These are not issues specific to Children's Mercy, they are endemic to the candidate experience at many organizations. What if Children's Mercy was missing out on the best caregivers for children who needed it most- all because of their complicated application process?
So Molly had a novel idea. The traditional hiring pipeline follows a predictable path: candidates look for job openings, they submit an application with their resume, they attend two or more interviews, then are finally offered the position weeks or months after the process started. What if the first and second steps were flipped? Let candidates introduce themselves first via a quick video introduction. If they are deemed a good fit, they are directed to the appropriate application. This solves a couple problems prevalent in traditional job applications:
But what about compliance? Molly explains that the requirements for internet applicants are threefold: the candidate must be applying for a specific job, they must be qualified for the job, and they must not remove themselves from consideration. "Introduce Yourself does not (meet the qualifications) because you are not applying for a specific job," she explains. Children's Mercy Hospital remains an affirmative action organization.
Pronounced "Special Day," Spechelle applied to Children's Mercy Hospital over fourteen times. Since the traditional job listings were laced with jargon and Children's Mercy-specific vernacular, Spechelle inadvertently applied for jobs with qualifications far exceeding her own. In her "Introduce Yourself" video interview, Spechelle revealed that she wished to work at the front desk as a point of contact between patients and their families, a position hidden away under the title of "Access Representative." She has now been employed with Children's Mercy Hospital for over a year- and just received her second promotion.
Reflecting on her own success in hiring innovation, Molly identifies five steps to providing a better hiring experience:
Molly's experience with "Introduce Yourself" is a striking representation of digital interviewing's potential. The traditional hiring pipeline is an arduous process for both applicants and talent acquisition specialists. Molly shows how digital interviewing software, combined with a little outside-the-box thinking, can do wonders for your organization's hiring process.