The Power of Automating Recruiting Processes Using Microtraining Tools
In today’s hyper-competitive business world, recruiting and onboarding initiatives are pivotal to driving revenue and company growth. However, many organizations are still struggling to implement a successful strategy that drives efficiency and optimizes value when it comes to attracting, training and retaining their workers.
This is especially true for businesses with high-volume hiring goals that utilize 1099 contractors in lieu of W2 employees. Why? Because the training and communication tools being utilized aren’t tailored to the specific industry and needs of the organization.
In this special two-part series, we’ll take a deep dive into how leveraging a microtraining tool like ConveYour can boost the efficacy of both your recruiting and training initiatives through the power of automation.
From the ability to quickly scale your workforce to automated onboarding sequences, in this post we’ll focus specifically on how ConveYour’s platform is helping leading brands avoid the timely and costly burden of losing recruits. Be sure to stick around for part two of our series: The Power of Automating Training Processes Using Microtraining Tools for more valuable insights on maximizing your organization’s training initiatives.
Concannon’s very own Lori Woods sat down with Stephen Rhyne, President and Founder of ConveYour to discuss the platform’s myriad of features and benefits as it pertains to the recruitment process.
Lori: Can you provide some use cases for how top companies are utilizing your microtraining tools for recruiting purposes?
Stephen: Sure! On the recruiting side, we’re working with one of the leading companies within the pest control space. Their goal was to achieve a 900% increase in sales reps over an 18-month timeframe. Not only did they need a solution to reach this goal, but they also wanted to improve ergonomics for their middle management.
When they came to us, their managers and recruitment team had no centralized recruiting system. Individuals were using spreadsheets to manage potential recruits, which lacked efficiency and provided no pipeline visibility or way to extract valuable data points. In response, we implemented a comprehensive system to house new potential recruits. Within the portal, any rep could refer a friend, and the company could access the entire recruiting downline to collect data such as what region, office, or location an individual was recruited from – all in real-time.
We also created a pipeline visualization to transition recruits through the system automatically. By automating labor-intensive processes, like obtaining a signed contract and releasing training materials (which you can learn more about in part 2 of our series), it freed up their managers’ time, allowing them to focus their efforts on more high-level activities. The platform also allowed for a recruiting and onboarding process that was consistent, scalable, and efficient across the entire organization. And it truly honed in on the concept of adaptive recruiting.
Lori: Can you talk a bit more about what adaptive recruiting is, and why it’s so important?
Stephen: Of course. At its very core, adaptive recruiting answers a pivotal question: How do we efficiently present an opportunity to potential recruits with minimal contact involved. The labor market has greatly evolved over the years – from the rise of the gig economy to the current Great Resignation dilemma. New trends surrounding a worker’s desired lifestyle have emerged, which has made the marketplace even more competitive.
In order to thrive in the recruiting space, companies need to align their strategy and culture with the psychographic desires of today’s workforce. The traditional, formulaic presentation of an opportunity is no longer going to give you a competitive edge. What matters to potential candidates has taken precedent. Organizations need to adopt a recruiting process that focuses on a worker’s wants and needs. And that’s what we help companies tap into via adaptive recruiting tactics.
For example, we built a system where the opportunity is presented to new recruits based on how they respond to an initial question. In other words, how they answer a question like, “What’s most important to you: lifestyle, building your resume, making money, etc.?” will ultimately determine the type of video content they receive, which will funnel them down a path that speaks specifically to what they care about most. And that can be used as a primary driver to follow up with that individual and get them scheduled for a meeting.
It’s a psychographic-driven approach rather than a cookie-cutter approach. You’re recruiting based on a worker’s values and goals, creating a more personalized candidate experience. It’s highly effective for companies that want to grow and scale quickly while weeding out individuals that don’t align with the organization’s mission, needs, culture, etc. This system is also ideal for companies that don’t have the time or the business model to meet with every possible recruit and have a 30-minute conversation about what they want.
Lori: Great insight. I know that in previous blogs we’ve discussed How to Transition New Hires Through the Employee Onboarding Process using the same adaptive tools. These tools are proving to be quite versatile in solving multiple pain points within the employee lifecycle. At Concannon Business Consulting, we are provided free, customized demos on the ConveYour platform that highlight various uses such as these. All clients need to do is visit Concannonbc.com/microtraining-demo.
Lori: So why wouldn’t a company want to make this transition and how do you counter this resistance?
Stephen: One thing we typically hear is that they’d rather lose efficiency than potentially lose a recruit. And there’s no doubt that humans can pivot more organically during a conversation with a potential recruit. At some point, however, you have to look at the big picture. When you’re tasked with high-volume hiring, or your need to create demand and drive applicants to a faster “yes,” then automation is a quicker, more effective approach than attempting to get a massive group of applications processed by only a couple of recruiters. It’s simply impossible to reach your goals this way. Your recruiting process should match your capabilities, not your ideals. And with automation, your recruiters can spend a bulk of their time on the highly-specialized roles that’ll drive ROI.
Lori: Absolutely. What would you say are the major benefits of using your platform?
Stephen: Time is a big one. You’re gaining a lot more time, which can be spent with top candidates and the people you should be doubling down on. Consistency of messaging is also a major benefit. If you’re running a multi-location, multi-region recruitment campaign, it’s imperative to drive consistency within your messaging and communication strategy. We have the ability to utilize A/B testing via text messaging to determine what’s resonating with the talent market. Lastly, I think consistency of data is imperative as well. It allows organizations to make data-driven decisions based on how people are responding to training or surveys, which can be used to adapt questions and processes and improve your overall recruiting.
We’d like to thank Stephen for taking the time to sit down with us and chat about the value that can be derived from leveraging microtraining tools to automate the recruiting process.
Stay tuned for part two of our series: The Power of Automating Training Processes Using Microtraining Tools. In the meantime, check out these articles from the President and Founder of ConveYour on the power of adaptive recruiting through microlearning.