The Guide You Need to Improve the Operational Candidate Selection Process

Even if hiring best practices are followed, selecting operational candidates can seem nearly impossible in a mass hiring process. This stage of the process is time-consuming and often leads to frustration and exhaustion among talent acquisition professionals.

Let's take a look at how recruitment teams can streamline the candidate selection process and retain applicants (and recruiters).

Selection of candidates: What does this hiring stage entail?

The selection of candidates is important for hiring the most qualified applicants. This hiring step refers to the process of considering a candidate's skills and previous experience to determine if the person is right for the position.

Selection can be one of the most time-consuming parts of hiring, especially for mass hiring. According to Indeed, talent acquisition specialists look at resumes on their own six or seven seconds. This may seem very fast, but with the hundreds, or thousands, of requests to review, they can add up quickly and reviewing resumes can take many hours.

Pre-selection process

For Preselect In detail to candidates, recruiters for operational positions usually follow these steps:

• Request Review: An initial review is performed to ensure that specific requirements, such as professional experience, skills and knowledge, are met.
• Telephone pre-selection: At this stage, beyond the essential requirements, the candidate's experience and personality are deepened. These skills aren't necessarily requirements for the job, but they are qualities that the hiring team believes will help the person succeed in the company in the long term.
• Evaluation: The recruiter or recruitment manager determines if the candidate is the right fit. As this is the last step, the chosen candidates can proceed with the interview.

Difference between pre-selection and evaluations

Evaluations are generally considered to be part of pre-selection and, although these two steps are similar, they are not always part of the same process.

• Pre-selection: Evaluate applications to determine if the applicant's experience matches the job description.
• Evaluations: Tests or questions to determine if a person is right for the position and the company.

Although evaluations are not always used for the pre-selection of operational positions, competency evaluations are increasingly common when evaluating candidates.

Challenges that delay the pre-selection of candidates

The importance of the pre-selection process cannot be underestimated. Unfortunately, this process is often inefficient and delays the recruitment process.

The following are the most common challenges faced by recruiters for operational positions that delay pre-selection:

Problems with CVs

One of the biggest challenges for mass recruitment is that standard applications often require a resume. However, it's not common for workers in operational positions to receive formal training on how to create a resume. Unfortunately, this results in qualified and trained talent being eliminated before they can apply, limiting the flow of candidates.

Lack of response from candidates

It's normal for some operational candidates to abandon the hiring process. However, if a large number of candidates don't respond during the shortlisting process, talent acquisition professionals can take a long time to get in touch with committed and interested candidates. This is a serious problem because recruiters are unable to fill vacancies quickly. Talent Board found that the Ghosting on the part of candidates is the biggest challenge according to 40% of recruiters.

Processes that are too long

Manually pre-screening operational candidates takes time that recruiters can dedicate to more important steps in the hiring process, as they spend most of their weeks researching and calling candidates. This tedious work can cause the recruiter to become tired and even resign. Talent acquisition teams should focus on harnessing their best skills, including networking with candidates and brand positioning the company.

How to improve the pre-selection of candidates

There is a best way to shortlist candidates. Emi is the best automated recruitment platform for operational positions, designed to evaluate candidates quickly and efficiently.

Emi eliminates manual shortlisting of candidates through the use of personalized evaluation rules provided by employers. These pre-screening rules allow recruiters and hiring managers to filter large volumes of requests in minutes instead of hours. In addition, EMI automation can eliminate the subjectivity that occurs with manual evaluations.

El AI-powered chatbot by Emi uses common text message formats to ask candidates questions and guide them through simple processes that don't require CVs, using SMS, WhatsApp or Facebook Messenger.

Benefits that Emi provides to companies

Emi has helped hundreds of high-performing companies, including KFC, Burger King and Walmart, achieve their hiring goals.

Heineken, one of the world's leading beer brands, was struggling to meet the high demand for talent. The recruitment and hiring team worked with Emi to Save recruiters more than 10,000 hours with the automation of the process. The team also saw a 33% reduction in time to fill jobs and a 20% reduction in the total time recruiters spent on each candidate.

Automating pre-selection with Emi

Eliminate manual tasks from pre-selecting candidates by automatically grading applications with Emi. Automated candidate screening allows recruiters to focus on those who meet the most important requirements, instead of examining thousands of applications to find candidates.

Does your company need to accelerate the selection of candidates? Join companies that recruit operational positions such as Walmart, Heineken and Burger King that have partnered with Emi for mass hiring. Request a demo to see Emi in action.

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