We have all heard the phrase “Teamwork makes the dream work.”
Not only is that true when it comes to completing major projects in the workplace, but it is also relevant in the hiring process. The technical term is called collaborative hiring. There are many ways to describe collaborative hiring, but it is basically creating a hiring process that “turns every employee into a recruiter”. Through this, you allow employees and managers to have a more involved role in the recruiting and hiring process. Collaborative hiring can take place in many different forms.
Different Strategies for Collaborative Hiring
1. Employee referral programs
One way of conducting a collaborative hiring process is through employee referral programs. The employee referral method is the process of filling an open position at a company by sorting through a candidate pool full of people that employees and managers have recommended. Using employee referral programs is one of the best ways to find high-quality candidates at a low cost. According to a LinkedIn study,
Employee referrals save a company over $7,500 per hire
Put companies in a position to have a hire in less than 45 days
Increase new employee retention rates (45% of employees from employee referral stay longer than four years)
As we can see, employee referral programs can be a successful and low-cost method of collaborative hiring. This also reduces the number of applicants, which improves your candidate pool and makes the hiring process quicker.
On Introview, you can run employee referral programs by creating a private or unlisted video job posting. Then you would encourage your employees and managers to invite referrals to apply.
2. Participating in Recruiting Videos/Act as Brand Ambassadors
Another way to execute collaborative hiring is by having employees act as brand ambassadors during the early stages of the hiring process. Harvard Business Review states that many companies are not hiring and promoting internally, but are instead hiring talent from their competitors. Therefore, displaying your employer brand can help snag those employees that are considering leaving a competitor company.
Your employer brand is the way potential candidates perceive your company, and a major part of that is your employee value proposition. To ensure there are no misconceptions about who your company is and how employees are treated, your brand ambassadors could participate in recruiting videos on your Introview account. They could appear at the beginning of recruiting videos and give a short description of your company culture, benefits, and the type of people you have working within your company.
This form of collaborative hiring immediately allows prospective candidates to draw inferences and create an image in their head about what it is like to work for your company versus the company they are thinking about leaving.
3. Video Screening and Sorting
One of the most popular ways of collaborative hiring is collaborative interviewing. This means that candidates are interviewed by a group of hiring managers/employees instead of a one-on-one interview.
Though the candidate is interviewed by multiple people at once, which has an array of benefits, hiring confidence is still not always at its full potential.
You may be wondering how that can be possible. You have so many viewpoints, diverse opinions, and different employees in the room. How could hiring confidence not be maximized?
One reason is because of the process that occurs before the actual interview. Many companies only engage in collaborative hiring when they get to the interview portion, which means that the application, screening, and communication that occurred before was done by one hiring manager and/or technology that is supposed to match a company with the perfect candidate. Aside from a glance at a resume and a technological suggestion, the group of interviewers don’t really know who they are interviewing.
With Introview, you can ensure that the group of interviewers have a more in-depth picture of who will be stepping into the meeting room. Introview’s focus on bolstering a collaborative interface allows application videos to be shared amongst all people involved in the hiring process.
In addition, the screening process (no matter how many rounds) could feature a different employee or manager. This has the potential to not only increase the candidate experience, but it also ensures everyone is involved. That level of participation helps increase hiring confidence by
Better choosing which candidates to interview in person and
Knowing the candidates on a more personal level before the actual interview
Benefits of Collaborative Hiring
As we saw earlier, different methods of collaborative hiring can have a positive impact on your hiring process and employer brand. However, those aren’t the only advantages to collaborative hiring.
1. Have more diversity in viewpoints – or you can say you have actual human viewpoints. Allowing employees and managers to be more involved reduces the need for technological matching assistance.
2. Collaborative hiring leads to easier on-boarding – Harvard Business Review states that spending more time onboarding hires can help you retain them. When employees that the candidates will be working with (if hired) are involved in the hiring process, it makes it easier for them integrate into company culture. They will already have a sense of who their co-workers are, how productivity is defined, and how they are expected to impact the company. This in turn reduces the amount of overall time you have to spend on-boarding once the candidate is hired.
3. Your team knows the company and who would be a good fit – Long-term employees are very familiar with company culture and systems used to maintain and increase productivity. It can be very frustrating when new hires can’t or aren’t willing to integrate with current employees. So to increase hiring confidence, it is important to allow your team to be involved when bringing in someone new.
4. Reduces a recruiter’s workload – Many companies have turned to investing in artificial intelligence to reduce recruiter’s workload. One of the major complaints is the bias that artificial intelligence presents. As HR work to add transparency to the hiring process while keeping recruiter’s workloads down, collaborative hiring through video seems to be a very good option.
5. Improves the candidate’s experience – Collaborative hiring could make for a more efficient process because each participant has their own part. While you are interviewing candidates, they are evaluating you. When you have a hiring process that involves multiple people and goes smoothly, it could be a strong selling point for the candidate.
6. Collaborative hiring helps culture – Encouraging collaboration in the workforce generally helps employees transition from an individualistic mindset to a collaborative mindset. Ideas and information are likely to be spread more easily, and employee knowledge and capabilities can be expanded.
When introducing a new team member into your company, it is important that the newbie actually fits into your company culture, systems, and missions. What better way to ensure a fit than engage in collaborative hiring. Collaborative hiring can be implemented in different stages of the hiring process. Though collaboration can sometimes present its own disadvantages, collaborative hiring through Introview can support the benefits while also combatting some its challenges.