Instahiring: Large-scale recruitment process with speed and confidence.

Today's recruitment realities include a sustained emphasis on hiring digitally, a skills-demand-supply gap, and a strong need for diversity and inclusion. Companies must adapt faster than their competitors to win the race for top talent and compete against big brands by personalizing their products to an ever-evolving workforce and changing their standard hiring procedures.

Many recruitment and screening processes, however, are still done by hand, particularly for a large number of individuals. As a result, there is frequently a mismatch between candidate and firm, causing the hiring process to stagnate, candidates to become dissatisfied and drop out, and the company to have to start over, losing time and money. Furthermore, because all screening processes take place offline, unselected yet talented individuals are frequently overlooked for subsequent hiring drives.

The supply and demand for vital skills is tightening, and the dearth of digital skills in many businesses has only worsened as a result of the pandemic. Companies with long, drawn-out recruiting processes will see this talent gap widen even more, reducing their ability to hire the best-suited individuals.

Companies can use automated chatbots, resume assessment based on past data of successful candidates, interview scheduling, and recorded and live video interviews to improve the candidate experience and hire quality. This allows you to have a deeper understanding of a candidate's skill set and behavior, allowing you to make better selections.

The longer it takes to hire someone, the more money you could lose. Automation plays a significant role in this process, lowering costs for critical departments such as supply chain management, marketing, and sales at the same time. However, HR technology must go even further to achieve this.

Instahiring reduces the cost of hiring the best-matched individuals by speeding up hiring processes, but it also saves money by recycling data. Interview tapes and assessment scores will be stored in an organization's HR system for those candidates who were not hired due to schedule, budget, or geography. This means that data from previous procedures can be leveraged to create searchable talent pipelines and quickly discover qualified individuals.

Furthermore, when discussing these new employment technologies, businesses naturally assume they are prohibitively expensive. However, there are a plethora of open source or low-cost technologies for video conferencing and process building. It's not about how much technology you employ; it's about figuring out what method will work best for your company in the digital age. 

I honestly believe it is time to employ automation strategically to break down barriers to recruiting success, take charge of your time to hire, and redesign the broken hiring process. Hiring is still a very manual process, with many assessments taking place offline.