Most HR products focus on only one stage of the talent acquisition process, or if they are full cycle act only as a point for data entry. Broad Listening aids in each step of the hiring process, and provides data that would not otherwise be available at each step, along with the analysis to make informed decisions quickly.
Candidate Search and Discovery:
Often the best candidates don’t apply for every position they could fill. Managing the applications which have been received, and finding candidates using online resources allows Broad Listening to find potential candidates even before a job listing is posted.
The first step in getting the right candidate is making sure the job posting is attractive to the desired candidate. For the most part people who work at the upper management level don’t want to see, “motivated self starter” in a posting as it implies the position is barely above entry level. Similarly, if a position is $10 an hour it is unlikely to get any responses if the posting says, “Masters degree or equivalent.” There are also trigger words that cause women to be less likely to respond, which should be avoided, especially if a company values a diverse workplace.
One of the most frustrating tasks in HR is pre-screening. Determining if a candidate is at all compatible with the job, or if they have simply put a lot of the right words on their resume to get interviews. Broad Listening looks at the likelihood that a given personality type will be applying for a job, classifies their background experience based on level, and job role, and then checks their online presence to determine if it is likely accurate. This can save an HR team 2-3 hours of vetting of a candidate.
What an employee does, and how they do it can vary greatly from team to team and organization to organization. Some teams will have a great deal of oversight, others require a self starter. Some are largely independent, others are highly collaborative. Some are customer facing, some are not. An expert who is independent and grumpy may be a great fit for a role that is not customer facing and is primarily solo, but would be a bad fit for a customer facing team lead. Determining if a candidate is qualified is only the first step in determining if they fit the role.
Much of the time companies are looking to invest in employees who will grow with them. Employee development creates employees who are loyal, and know all of the nuances of the company. When hiring candidates who are expected to grow loyalty, long-term vision, and a desire to grow are necessary factors. Other times a position needs to be filled by someone who will not want to leave a project for years, and will have no upward mobility in the organization. In these cases a reluctance to change is a desirable trait. In both cases Broad Listening insights can help match the organization with an ideal candidate.
While much of Broad Listening is fully automated, it is still a good idea to talk to a candidate. Broad Listening uses the latest in WebRTC technology to enable candidate screening as phone or video from within the web interface, and provides suggested questions, and follow ups to guide the interview process. This allows for consistent candidate assessment, and helps eliminate bias in the interview process. It also provides a streamlined interface which allows for HR to screen more candidates in less time.
The best employees are often the ones the organization already has. When groups merge, or products are end of lifed, team members often need reassignment within the organization. Broad Listening enables fit assessment for new placement based on email logs, employee reviews, and other data.