HR leaders are facing a radically different landscape, not just as a result of now entering the third collective year of managing a global pandemic. But because an unprecedented number of workers are taking their fortunes into their own hands and opting to leave the workforce en masse in a phenomenon known as the “Great Resignation.” The most recent numbers released by the Bureau of Labor and Statistics prove that the movement is showing no signs of slowing, with an estimated 4.5 million people quitting their jobs in November 2021 alone. In this article, we discuss how recruiters can create and succeed with a hybrid recruitment strategy that attracts and retains employees.
What is a hybrid recruitment strategy?
A hybrid recruitment strategy is a mix of traditional and modern recruiting tactics. For example, you might use online channels to reach passive candidates, but also employ automatic screening interviews.
The goal of a hybrid strategy is to cast a wider net and reach more qualified candidates than you would with just one approach. It can also help you fill multiple openings at once.
Benefits of a hybrid recruitment strategy
There are many benefits of using a hybrid recruitment strategy that includes both automated and human processes. Here are some key benefits:
1. Speed and efficiency: Automated phone screening can help you quickly identify qualified candidates, saving time in the hiring process.
2. Greater access to talent: By using an automated system, you can reach a larger pool of potential candidates, including those who may not be actively seeking a new job but would be open to the right opportunity.
3. Improved candidate experience: Automated systems can make it easier for candidates to apply for positions and track their progress through the hiring process, resulting in a better overall experience.
4. Reduce bias: Automated systems can help remove unconscious bias from the hiring process by considering all candidates equally based on their qualifications.
5. Cost savings: Automated systems can save your company money by reducing the need for staff to screen resumes and conduct phone interviews.
Building a hybrid workforce with AI
With decisions to make and build a hybrid workforce and improve the virtual recruitment experience for global candidates, recruiters need to focus on diversity and inclusion. As well as, explore newer avenues and technologies to get ahead — especially artificial intelligence (AI). AI technology is helping enhance the employee experience, as many low-value and repetitive tasks can be automated with the help of conversational virtual assistants, thus freeing up time for workers to focus on more strategic tasks for HR teams.
Risks with virtual recruitment
With the changing environment, interviewing candidates over video has become the new normal in the recruiting world. Not only that, a recent call-out on LinkedIn revealed that recruiters spend more time in video interviews now than they did in regular face-to-face interviews before the pandemic. But regular face-to-face interviews are inherently biased because of how our judgment gets colored by appearance, body language, tone of voice, and attraction. And bias can easily influence a video interview as well.
Common biases during digital interviews:
- Technical bias
- Disruptive bias or disturbing circumstances
- Home environment
- Beauty bias
Challenges with hybrid work arrangements
The challenge in designing hybrid work arrangements is not simply to optimize the benefits but also to minimize the downsides and understand the trade-offs. Working from home can boost energy, but it can also be isolating, in a way that hinders cooperation.
How Tengai is automating the hiring process
Tengai is an innovative AI interview that combines conversational AI and an unbiased recruitment methodology. Tengai’s sole purpose is to automate the screening phase and assist recruiters in making objective assessments. Tengai is proven to:
- Create a more efficient process for both recruiters and candidates
- Decreases recruitment costs by up to 90%
- Increase the candidate experience with personalized feedback
Even though Tengai has certain human qualities to be relatable, the AI lacks the cognitive ability to judge. By eliminating gut feeling completely, a candidate’s age, sex, appearance, and dialect become irrelevant. And while the goal of a human meeting is to charm one another, Tengai cannot be charmed since she only is measuring competency.
Book a demo and learn how Tengai can automate the hiring process and enhance the candidate experience at the same time.