How İCIMS Can Help. iCIMS is the leading provider of talent acquisition solutions that help businesses win the war for top talent. iCIMS empowers companies to manage their entire hiring process within the industry’s most robust Platform-as-a-Service (PaaS). Built on the foundation of a best-to-market talent acquisition software suite, iCIMS’ PaaS framework, UNIFi, allows employers to expand the capabilities of their core talent acquisition technology by integrating with the largest partner ecosystem in talent acquisition to help them attract, find, screen, and manage candidates. Offering scalable, easy-to-use solutions that are backed by award-winning customer service, iCIMS supports more than 3,500 contracted customers and is one of the largest and fastest-growing talent acquisition solution providers.

To learn more about iCIMS view our demo videos and go to www.icims.com.

Connect with iCIMS on social media

1. iCIMS, The Soft Skills Job Seekers Need Now, 2017.2. Pew Research Center, Automation in Everyday Life, 20173. iCIMS, Hiring Insights, 2016.4. Talent Board, Talent Board Research Report, 2016.5. CEB, Global Talent Trends, 2016.6. LinkedIn, Global Recruiting Trends, 2016.7. HRWINS, The Future of HR Technology, 2016.

© 2018 iCIMS, Inc. All Rights Reserved.

How to Reinvent Your Company’s Interview Process

On average,

JOB CANDIDATES PARTICIPATE IN 3 INTERVIEWS before an offer is extended, according to recruiting professionals.1

Recruiters report an

80% DECREASE in the time required for effective screening and a

57% DECREASE in time-to-fill thanks to incorporating video screening.3

The average vacancy costs employers $500 per day–a loss of

$22,000 PER POSITION over the average period of 44 calendar days.5

Recruitment is Complex.The recruitment landscape is dynamic and ever-changing. We know traditional interview processes can fall short of today’s talent acquisition needs and consumer expectations, but alternative solutions are not always so clear.

Here we explore 6 ways to introduce fresh life into the process, from initial screening to final decision.

don’t Fear the Algorithm.PAIN POINT: Candidates worry they may not get a chance to shine early in the application process, and that an applicant tracking system (ATS) algorithm will ultimately be what counts them out.

This can negatively impact the candidate experience, and lead to lower application completion rates.

SOLUTION: Find other ways to engage with candidates early, be transparent about next steps and timelines, and add a personalized touch where possible.

Break the Ice with Casual Interviews.PAIN POINT: Traditional interviews can be rigid, overly formal and stressful for candidates. That makes it harder for recruiters to truly assess their skills and how well they fit within their company’s culture.

SOLUTION: Implementing casual interviews (e.g. walk and talks, going for coffee, etc.) for part of the interview process puts candidates (and interviewers) at ease. This allows recruiters to more easily break down barriers and assess whether or not a candidate is truly a fit for their company’s needs.

UNIFİ Your Recruitment Efforts.PAIN POINT: The recruitment landscape is complex. Disparate HR systems that do not integrate well, create unnecessary busy work (and headaches) for recruiters, can be difficult to scale, and can lead to data redundancies and manual errors.

SOLUTION: iCIMS UNIFi offers an industry-leading TA-centric Marketplace which includes hundreds of products to choose from for sourcing, screening and employing candidates. iCIMS provides organizations with the flexibility to add, substitute and change solutions as recruiting and business needs evolve with consumer trends – all without the need of a major tech overhaul.

Americans are around 3X as likely to express worry (67%)

rather than enthusiasm (22%) about algorithms that can

make hiring decisions without any human involvement.2

Keeping candidates engaged is essential to avoid being

perceived as a ‘resume blackhole’. But personal does

not have to mean manual. Offer personalized touches

by scheduling email communications from within one

dedicated talent acquisition platform—making it easy

to use and easy to scale.

iCIMS automates steps of the hiring process, freeing

recruiters to focus on what really matters – engaging

candidates. For industries with candidates who are

always on the go, mobile recruiting solutions like

TextRecruit allow you to connect through text

messages on their phones.

Engage Candidates with Video Screening.PAIN POINT: Traditional phone screen and face-to-face interviews are time consuming and present candidates in a formal setting, making it difficult for recruiters to assess culture fit and required skills of their candidates.

SOLUTION: Video screening is faster and more effective than phone screens, and gives recruiters the tools to collaborate with colleagues. On the flip side, candidates are given time to let their experience and personality shine early in the process.

Source Qualified Candidates with Online Skills Assessments.PAIN POINT: Many candidates are either not qualified or lack some of the basic skills they need, leaving recruiters to sift through candidates who are poor matches.

SOLUTION: Online skills assessments weed out these candidates based on criteria provided by recruiters, thereby giving them the peace of mind that candidates who move forward in the process are the right fit. Using a core recruiting platform with the ability to integrate multiple assessment solutions makes your business more agile when it comes to making the right hire.

Save Time (and Money) with Automated Processes.PAIN POINT: With HR using so many disparate recruiting systems (many of which don’t integrate well), finding the right candidate can take longer – a hidden cost that adds up quickly. Multiply that by the number of vacancies your organization has, and that’s a major expense.

SOLUTION: Time (back) is money. Video and in-person interview scheduling, automated email responses and AI chat bots can save recruiters time and energy they can put toward sourcing top candidates.

50-75% OF APPLICANTS AREN’T QUALIFIED for the jobs they apply for, across all job classifications.4

39% of employers agree

QUALITY OF HIRE IS THE MOST VALUABLE METRIC FOR PERFORMANCE.6

On average, businesses use

UP TO 24 RECRUITING TECHNOLOGIES,

with the number one challenge

being poor integrations.7