What it takes for teams to thrive in today’s evolving normal.
Data-driven recruiting is transforming the future of work. We asked industry experts Matthias Schmeißer, Global Director of Talent at Beamery, Marta Bisisi, VP of Talent at Superside, and Fritz Singer, VP of Talent Acquisition at Checkout.com, to share what it takes for teams to thrive in today’s evolving normal. Get their best practices below, or watch the full webinar on-demand here.
On May 11th, HiPeople co-founder Jakob Gillmann sat down for a fireside chat with Matthias Schmeißer, Global Director of Talent at Beamery, Fritz Singer, VP of Talent Acquisition at Checkout.com, and Marta Bisisi, VP of Talent at Superside.
Matthias Schmeißer has been a driving force behind employee growth at Beamery, helping the world’s largest and most innovative companies create more human talent experiences, since joining the team in early 2021. So, he’s well-equipped to share his tips for overcoming hiring challenges. Read on below.
According to CareerArc statistics, 96% of companies believe employer brand and reputation can positively or negatively impact revenue, less than half (44%) monitor that impact.
Building out successful employee branding takes time and can pose a key challenge for management if left untouched. Matthias shares:
“A lot of people underestimate that everybody has a brand, first of all. Really investing in and building out that brand will have a certain effect on who’s applying and who’s not.”
In this competitive candidate-led market, staying on-brand and creating consistent, positive, candidate experiences has never been more crucial to a successful hiring strategy.
71% of recruiters say they need intelligent tools to process data for them. This can mean a hybrid approach for many teams, with TA ops working alongside tools to process workflow and qualitative data.
Business leaders want access to data, but more importantly they want a story around it. How teams package the data and apply data to prioritise and change the behaviour is far more valuable to them. Matthias explains:
“If you spend a lot of time gathering data, you have less time on analyzing data, and even less time on what the story is behind the data and how it all connects.”
In any data-driven organisation it’s important to be able to tell a story around the data. Matthias elaborates:
“It’s the beauty of designing an interview training or hiring manager training because of the data you have already from the candidate experience surveys. Bringing data into this conversation around why are we doing the things we are doing, what kind of impact it has, and how we can influence the KPIs that we are looking at.”
Tools we use should be able to scale with the organization. From candidate sourcing, discovery, and outreach, to assessments and background checks, it’s important that the tools we use are able to keep pace.
Candidate experience is crucial to your hiring process. Building your reputation as an employer is important stand out from the crowd, but the candidate experience in the overall selection process will likely determine a lot of factors in your hiring process.
Fritz advocates starting out on a level-playing field for every candidate by creating the same experience, and holding the exact same bar.
“Whether you’re hiring someone in Singapore or San Francisco, you know that it’s the same process…providing that structure and a bit of self-service so that hiring managers and interview teams can align on what quality looks like throughout.”
“We’re looking at surveys, touch points with hiring managers or managers within the business to understand– Was it a good hire? What could we do differently? What’s worked? What hasn’t worked? – and then also the performance rating. That is an opportunity where company wide we measure success and provide feedback, and trying to bring that back to the hiring process is an important one.”
So, how can hiring teams stay ahead? One key tactic is to use HR tools to measure the quality of hire. Another is to find ATSs that allow tech systems to talk to each other – which is one of Checkout.com’s biggest challenges. Fritz reveals:
“Part of the challenge at Checkout.com is our HRS doesn’t necessarily fully talk to our ATS and other tools. Having that correlating data from end-to-end, from candidate touchpoint to exit of the business, is not necessarily fully clear. So understanding that quality of hire is tough.”
To tackle this challenge, Fritz advocates being more thoughtful about the talent pools you’re attracting. Also thinking of creative ways to measure quality, such as time-to-revenue for a sales hire, and using those findings to alter the recruiting process.
Marta Bisisi, VP of Talent at Superside, is a thought leader in resourcing, recruitment, and talent acquisition. Drawing on her renowned experience, she shared her top tips with HiPeople.
“Recruitment in the end is an educated guess, so you cannot have 100% certainty, but you should educate that guess as much as possible. That means really identifying what the success criteria are for the role, and by identifying only those. It helps you to remove bias from the screening process.”
While it’s wise to invest in tools that help boost efficiency and productivity, you should also invest resources that remove bias from the hiring process.
People teams should introduce tools to completely remove bias, says Marta:
“It’s very important to be able to say, is this something that makes a difference between a good hire and a bad hire, or is it just something the hiring manager added on top? Try as much as possible to introduce tools and possibilities for you to test in a way that is completely unbiased.”
We hope these top six takeaways about how data is shaping modern hiring have inspired you in your recruitment journey! To watch or listen to the full conversation, click here.
Contact us to book a demo with a HiPeople expert. Learn how you can use data to shape your hiring process today.