Digitising the selection process: tools and indicators

We interviewed Valeria Colombo, talent attraction and recruitment consultant. She is passionate about marketing applied to HR and considers it a tool to transform and digitise the first stages of the employee journey, recruiter and candidate experience and onboarding process. Today's topic is about digitising the recruitment process. Specifically, we will touch on topics such as the important steps or tools that are considered essential to digitise the recruitment process.

Valeria, welcome to the niikiis blog:

What are the key steps in digitising the selection process? 

In the digitisation of processes there are a number of steps to follow, and in recruitment processes it is very similar.

First, a good diagnosis must be made to find out exactly what we need and how far we want to go.

Second, we develop the strategy: we define objectives, establish methods, design the recruiter and candidate experience, and establish a roadmap.

The next step would be the choice of tools: ATS, task managers, communication tools with candidates and internal clients, cloud storage, etc.

At the same time, and this is my suggestion, the people employed must be trained . Digitalisation means changing the way we work. You have to make sure that the people involved are prepared for this revolution.

We can also choose some people from the team to help us lead the process and train their colleagues.

Finally, we collect all the data on how the digitised process is working and optimise it. Always thinking about the experience we want to bring to all participants in the process.

What tools do you consider key in digitising the selection process?

I always say that less is more. There are very complete and user-friendly ATSs that integrate task managers, communication (internal and external), evaluations, metrics, reports, reports, satisfaction surveys, etc. Centralising information and tasks in one place helps to increase productivity.

Which indicators are most commonly used?

This answer is complex. I can list the most commonly used indicators but they are not always the ones that companies need. You don't have to measure everything, especially if you are just starting to collect data. Ask yourself the following questions:

• How much does selection and recruitment cost me in time/money?
• What is my coverage rate?
• How effective are my recruitment sources?
• What is the quality of my recruitment?

What would be your recommendation for a company that wants to digitise the recruitment area? 

My recommendation is to involve everyone in digitisation. It is a very good opportunity to foster collaboration in selection processes, to identify possible bottlenecks and eliminate them, and to collect suggestions for improvements to optimise what is done well.

Thank you very much, Valeria!