Reinvest your time
Human resource recruiters can now spend time exclusively creating extensive and targeted hiring campaigns. Given current economic conditions and the unemployment rate, the average human resource recruiter spends A LOT of time purely sifting through print and electronic resumes. In fact, most mid-sized companies are looking through 40 candidates per open position.
Take that time and reinvest it
• Develop hiring campaigns worthy of your company and the open position.
• Target and (potentially) individualize the campaign for each job opening or each hiring department.
Give your hiring process a “facelift”
I like that VoiceScreener gives the hiring process a “cool factor.” A company on the cutting edge of hiring is going to attract the same type of candidate. It offers a new twist on an old process. Through a combination of a pre-written survey and pre-recorded audio questions, a potential candidate is screened virtually – no face-to-face commitment.
Weed out the “does meet minimal requirements”
It’s amazing how many people apply for jobs and completely bypass the “minimal requirements for the position” instructions. This step alone eats up much of a recruiter's time. If a candidate does not meet minimal requirements for a position, VoiceScreener automatically generates a thank you/rejection email. Done.
Even if VoiceScreener is not the tool to get you there, they are on the right track. Soon I expect to see more services like this that serve as a buffer between human resources, the screening process and candidates.
If nothing else, VoiceScreener looks like it will get you to “you’re hired,” faster.