Symphony Talent Blog

The Ecosystem of Opportunity

Posted by Patrick Rooney on September 21, 2017 at 1:41 PM

How do you define a good recruiter experience?

A good recruiting process is simple but it still must accomplish the goals of the recruiter. Ideally, each stage of the hiring process automatically informs the next. It’s intuitive and super easy - and it flows with the recruiter’s day-to-day needs..

But what about technology? How should it complement and support human action? Think about the tools  you use every day, such as Amazon and Facebook. Think about those experiences and the how personal and relevant they are.

Now, apply that filter to the current state of HR Technology.

Unfortunately, we haven’t seen a widespread application of these modern technologies into enterprise apps, leaving candidates in the dark and unimpressed with their experience. As it stands today, many candidates have long, confusing and generally disconnected experiences that (staying with the Amazon theme) lead them to abandon their “cart.” On the other hand, recruiters have a full array of tools that are largely packed with features that don’t necessarily address their daily challenges.

It’s time to start thinking from the user’s perspective to develop an experience that is relevant, compelling and easy for candidates and recruiters alike.

With traditional HR applications, recruiters spend too much time “working” the application when smart technology can and will perform those tasks for them. Assessments, mobility, automation, content -- it’s not about how they work, it’s about the power they deliver.

Mike Hargrove, Symphony Talent’s Vice President of Product Management, sat down with the team at RecruitingDaily for a conversation around the ecosystem of opportunity. Below is a recap of their conversation. Or, you can watch the on-demand version below.

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Topics: Candidate Management

Recruitment Assessment Tools: Get the Candidates You Want

Posted by Jackye Clayton on August 21, 2017 at 1:57 PM

Before you submit a candidate to the hiring manager, there are things that I can guarantee that you know.

Things like the candidate’s salary expectations, their basic skill set, and what they’re looking for in their next job. You probably even have a good idea about their values or whether they are a culture fit.

However, let me ask you this, do you know, without a shadow of a doubt, that they are qualified? It sounds crazy, I know, but can you say with absolute certainty that they can do the job that they were hired for?

Let’s be honest; unless and until we can actually see a candidate in action, we do not have 100 percent certainty that the person we hire is the best candidate. However, with the help of pre-hire assessments, we can get pretty close.

Lisa Quast, contributor at Forbes states:

“Administered correctly, pre-employment testing can help companies save time and cost in the selection process, decrease turnover, increase productivity, and improve morale.”

Even though companies have been using assessments for centuries, we are seeing an uptick in their use. In fact, according to the 2016 Talent Board North American Candidate Experience Research Report:

“The types of screening assessments that have increased dramatically over the past few years include culture fit (22 percent) and job simulations (50 percent). In fact, 75 percent of companies are using assessments with and without in-house validation analyses.”

Pre-hire assessments are definitely becoming the norm. But how can we make sure they are truly effective?

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Topics: Candidate Management

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