How to Succeed with Your New Interviewing Software

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Interviewing platforms are rated a top-five recruiting tech investment year after year. 1 Why are organizations adopting this type of solution? Brandon Hall research reveals organizations that use mature candidate evaluation practices supported by a single-solution interviewing platform are more than twice as likely to increase their quality of hire.2  There’s also a positive impact on post-hire metrics: These same organizations are also more likely to see increased employee engagement.3

Though benefits like reduced time to hire and reduced cost per hire are proven with interviewing solutions, integrating them in your hiring workflow may not always be an easy sell, especially with recruiters entrenched in their practices. If you’re planning on implementing new interviewing software, take note of the following strategies to gain wider adoption and greater ROI with your tech investment.

Make time for training. Sounds obvious, right? But with the breakneck pace in TA departments, it’s easy to overlook the fact that recruiters need time away from their daily responsibilities for new solution training. Your interviewing partner should provide thorough training on the platform as well as a library of how-to videos for future reference. The good news is the learning curve is short, and training typically requires just an hour or two.

Recognize some team members will get comfortable faster than others. Though an AI-enabled interviewing platform like Montage is purposely designed to be intuitive for all users, it’s likely individual team members will become comfortable using it in their workflow at different rates. Be sure to give more time for those who need it and set a tone of positive encouragement for all.

Focus on one specific hiring issue to start. Mature enterprise interviewing platforms offer a breadth of capabilities, from automated scheduling to text interviews to integrated interviews and assessments. One way to generate some fast, early wins is by focusing adoption on a single hiring issue first, then expanding your platform utilization. Biotech leader Regeneron tried this approach, with much success.

To modernize the outdated, manual hiring process for its internship program, Regeneron’s team focused on using on-demand video interviews in place of the initial phone interviews. Once the TA team and hiring mentors become comfortable, they integrated live video interviews into their process. Read more about how Regeneron is now interviewing thousands of student candidates with their new interviewing software and hiring hundreds in the same amount of time in order to support company growth.

Change mindsets with data. If your organization has a data-driven culture, data may be your best tool for gaining your team’s buy-in. That’s the case at Hospital Corporation of America (HCA), where TA leadership piloted automated scheduling in two of its divisions. As the story goes, one division used Montage’s platform to text candidates inviting them to self-schedule an initial phone interview. Recruiters in the other division tried contacting candidates by phone first, then sent the Montage text invite.

Though response rates were satisfactory for both divisions, the pilot showed recruiters they could eliminate that phone call in their workflow without negative repercussions for their candidate experience. The data helped change recruiters’ mindsets and improve adoption of the interviewing solution.  Read about text invite response rates by candidates for non-clinical specialist and professional roles at HCA.

These are just a few of the many strategies available to TA leaders who want to ensure their investment in new interviewing software delivers on goals. Take advantage of a Montage resource, Introducing New Tech to Your Team, you can download for free to learn more.

1. Talent Board Candidate Experience Research
2, 3. Brandon Hall Group 2017 State of Talent Acquisition Survey and 2019 Interviewing Practices Survey

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