Nowadays, when it comes to selecting new employees, companies are more and more demanding, as those newly hired will either contribute to the quality of the company, or will lower it. Therefore, recruiters ought to seek people who will help the company grow, develop and become more profitable. The choice of the best candidate may, to a large extent, be conditioned by a careful recruitment process.
However, it is not easy to go through dozens of applications and, within a moment, select one candidate the company is looking for. Today it takes much longer than that. Pre-screening processes, background checks, video interviews, assessment centers, face-to-face interviews, tasks to do – these are just a few tools recruiters use in order to find the most suitable employee. When dealing with 60 applications, things may get complicated. The main challenges that recruiters face are:
- a big number of applications that need categorization,
- necessity of dividing the candidatures into different groups,
- recruiting for a few positions (or/and companies at the same time).
InStream will help you improve the recruitment process.
Find out how InStream – the new platform for managing relations – can solve your problems with recruitment process and register here for a Free Trial.
According to John Ross, Chief Recruiting Protagonist at Resourceful in.UK: “InStream has the potential to put small/medium businesses in the same arena as large/multi-national organisations who use more heavy and bloated platforms.”
InStream is a New Business Relations Management Platform which allows you to gather your contacts, create relation lists and manage them. It is possible to create as many relation lists as you need, with division into ‘People Relation Lists’ and ‘Companies Relation Lists’. Also, InStream monitors the whole history of communication with a given person and shows it in a clear and coherent way.
For the purposes of the recruitment process, thanks to InStream you will able to:
- create a relation list with all the people that have sent their applications for a given position
Create their profiles (full name, e-mail address, phone number, resume, cover letter), give it a name, for example ‘Recruitment – Content Marketing Specialist – Coca-Cola).
- review a relation list
Reject the applications that do not meet the criteria for a given position. Move the rejected applications to another relation list – e.g. ‘Candidates Database’.
- pre-select candidates
Decide whom you are going to invite to an interview or give a task to do before an interview.
- provide descriptions of the interviews
Set up face-to-face meetings, and afterwards provide short descriptions of the candidates, their education, qualifications and skills that make him/her suitable for a given position. Alternatively, write about their disadvantages that may exclude the possibility of employment, and how applicants did the assigned tasks if they were given any.
- include other employees in the recruitment process
One opinion about a candidate’s suitability for a given position can be very subjective and it is beneficial to review the final candidatures with someone else from your company. Thanks to InStream it can be very easy, as it enables giving access to the selected applications to our co-workers, supposed to choose the best applicants on their own (without consulting one another).
- provide a short overview of each candidature
Write a summary of a person’s performance and move the contacts of unsuccessful applicants to another relation list, for example ‘Candidates Database’ (obviously, only upon their consent). Thus, you can come back to these candidatures in the future, for the purposes of other recruitment processes. These notes may prove to be very helpful as it may turn out that some personality trait that was not desirable for one position (eg. strong leadership skills), may be needed for another job (eg. managerial position).
Probably, some other examples of InStream contributing to the quality of working in HR could be evoked. However, isn’t it better to give it a try in order to find those, check the existing features and cotton on to InStream? Gain first-hand experience and start working with InStream!
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Some recruiters have already followed our advice and tried InStream out.
” (…) InStream has the potential to put small/medium businesses in the same arena as large/multi-national organisations who use more heavy and bloated platforms. After a demo and spending a day playing around with it, it is clear that InStream offers the ability to share and collaborate with others. It is perfect for the small to medium businesses who traditionally rely on ‘locked’ tools – such as MS Outlook, Google Mail, etc. With InStream it is possible to collaborate with the same customer (individuals or groups of contacts in the same company), so everyone can see the whole big picture, not just their own ‘snapshot’ of activities. InStream has the ability to integrate several email addresses and Social Media feeds. It keeps them all in one platform, preventing the user(s) from flip-flopping between screens/applications to view/review relevant communication /exchanges with the customer.” – says John Ross, Chief Recruiting Protagonist at Resourceful in.UK.
