Staffing firms get closer to clients by customizing interviews
In our last blog post, we referenced the fact that despite the rapid advancement of AI/ML technology in the recruiting realm, nothing can replace a hiring manager making a decision to interview or hire based on their gut instinct.
There are a lot of valuable tools for sourcing and matching candidates to jobs, all of which inject efficiencies into the hiring process. However, no one goes to work before a manager pulls the trigger. Our tool was built to give recruiters the ability to influence hiring managers on who they interview and hire.
On Aug. 1 we are letting staffing clients private-label our product so they can appear more like a management consulting company than a staffing firm. Our clients will have their logo on our application interface, the PDF of the interview result they send clients and the list of skills in our library.
We will also create a private-labeled marketing video so they can demonstrate this new capability to their clients and future prospects. The video will have our staffing client’s logo on the application that shows the screens of how easily their sales people can collaborate with a hiring manager to create an interview tailored to each of their individual reqs.
Our clients can completely change the manager’s user experience when doing a job intake call. Instead of just getting a static req as an attachment, our client can share their screen with a manager and let them cherry pick questions out of a library to create an interview they would conduct themselves if they had the time and access. This manager is now invested in our client’s screening process.
The vast array of tools in the HRTech space fall into a few specific buckets. There are technical evaluation tools, which include code testing and multiple choice tests. There are sourcing tools, which help recruiters find talent who haven’t specifically applied for a job. There are matching tools that help take existing candidates in an ATS and map them against jobs in the database. Finally, there are ATS/HCM tools that help manage the job postings and the candidate pipelines they generate.
This means that all of the tools in the industry perform tasks that have nothing to do with creating greater rapport and credibility with hiring managers. That is why we were created.
Managers pick candidates for phone screens. They bring people on site and they pull the trigger on offers. TechScreen was built to help sales people more effectively engage with hiring managers and recruiters to screen candidates with interviews the managers would conduct if they had the time.
One of the larger staffing firms in the US has already been experiencing the benefits of using TechScreen.
“As a user of TechScreen for the last year, I have seen a major increase in not only the quality of candidates we are able to produce to our clients, but we now have a way for our Recruiters and Sales teams to identify those candidates that should not be forwarded to our clients for review,” Mike Press, VP of Recruiting Operations and Performance at The Judge Group said. “TechScreen allows us to properly vet candidates from an Intermediate or Advanced level while at the same time educating our Recruiters in a variety of technical areas and skill sets.”
Staffing firms are constantly battling the prejudice of perceptions hiring companies often harbor for them. Managers who hire in large volumes – especially contractors – all have their war stories of bad actors that can color their attitude toward the industry in general. We want to help our staffing clients position themselves so they stand apart from their competitors.
When we first released our product in 2015, we focused on how it helped recruiters do a better job. It does, but it doesn’t compare with the differentiating impact a sales person can offer a manager. We finally recognized that we hadn’t been properly guiding our staffing clients on how to maximize the impact they can deliver to their customers.
We had a large client who does 9 figures in revenue annually. Their pilot had 21 people using our tool and we left them to their own devices. They had 4 users who did between 25 and 90 interviews over 2 months; they had 7 conduct between 1 and 5 interviews and they had 10 who did zero. They did no custom interviews and didn’t involve their clients in the process, but we regard that as our failure. We didn’t have them focus on elevating the manager’s user experience with a staffing firm.
Imagine if you were an avid golfer and you had the chance to play a legendary course like Augusta or Pebble Beach. Would you limit yourself to your putter and pitching wedge, or would you use every club in your bag to get the best score possible? Not getting your managers invested in your process is willfully limiting the user experience managers have with your firm.
IT hiring managers love to ask staffing sales professionals, “What makes you guys different?” We would like our clients to answer that question this way: “We have an application that lets us create a custom interview for each of your requirements. We can show the manager a screen that lets them pick questions out of our library or add their own questions and we send the scored result of the interview with every submittal. Do your other staffing vendors do that?”
Now staffing companies can have clients regard them more like Accenture or Sapient, but without the bill rates.