In the past, if you needed to hire 100, 1000 or 5,000 people, you would hold a job fair. Your company would meet, interview, and review their resume and references—a process that was both time consuming and expensive, to only yield mixed results. But now, as essential businesses need to hire hundreds of thousands of workers in a time of social distancing, it’s time to consider innovative ways to streamline the hiring process by utilizing digital screening and the “interactive job interview.”
The sudden shift in hiring demand and practices is unprecedented and businesses need to pivot quickly to adapt. These two practices can help you quickly sort and source workers in an efficient and digital process and even have them on-site next-day.
Jobs used to be posted in classified ads, pinned on physical bulletin boards, and advertised at career fairs to only be seen by small audiences. Before you could make your hiring decisions, you would then have to meet in person and interview the candidate to determine if they were a good fit.
In a time of social distancing when even small groups of people are not allowed to convene, the traditional interview process is no longer an option and you have even less time to find the right people. Since physical job posts have become a thing of the past, you need to maximize your online job post’s potential to help you rapidly sort through applicants.
Digital screening is folding in interview-style questions into your application process. Typically, a hiring business would ask for a resume and cover letter. While that is a basic type of digital screening, you can take it a step further by providing questions or prompts that would help you truly gauge an applicant’s abilities. You can also use it as an opportunity to emphasize and reiterate important pieces of information in your job post.
For example, if you were hiring warehouse workers, these are types of digital screening questions you could include:
By asking these types of questions, you are giving the applicant an opportunity to really review the information you posted. At the same time, you are collecting crucial information that can help differentiate between large quantities of submissions, saving you from having to conduct countless phone or video interviews. Adding digital screening to your job post and folding it into your main form of acquisition cuts out the second step of qualifying the candidates, saving you time and getting a team ready and at your worksite at a faster pace.
Selecting workers for one shift is one thing. But our business partners are starting to rely on the “interactive job interview” – where they bring on temporary workers, assess their work, and can extend an offer to the individuals they believe are a mutual fit. By taking this approach, you can get your work done for the day but also be proactive in identifying and sourcing talent for needs over a longer period of time.
Previously, a company would hire an employee and enact a probationary period to measure the new employee’s success and growth. Now, gig economy workers have the flexibility to work one shift or several and it is increasingly important that businesses identify strong workers that they want to see on their team for a longer period of time.
Finding and hiring workers takes time. Your return on investment increases if you identify a strong worker and invite them back to work, rather than parting ways and hoping the next candidate will perform just as well. Encourage your managers and your employees to keep an eye out for outstanding temporary workers and make sure that you let them know that their work was noticed and welcomed back for a future shift.
There is a misconception that gig work and temporary work stays temporary. You should view it as an extended form of talent identification and acquisition – you can find your next set of top performing employees right now by treating every shift as an “interview” and using the information you gather to make offers.
Digital screening and the “interactive job interview” are both currently being utilized by Jobble business partners.
Our digital screening process begins before our business partner even creates a job post. When a user signs up to become a Jobbler, they fill out a profile that details their work history, skills and experience. As they work, hiring partners have the opportunity to rate each Jobbler’s work, further developing their reputation right on the app. Because their reputation is in their hands, it gives Jobblers incentive to work hard, be punctual and fulfill the job expectations each and every time.
Then, in each job post, our business partners have the opportunity to add their own interview/screening questions. After their team is selected and hired, they participate in the “interactive job interview” by reviewing and assessing each Jobbler’s performances. Our business partners are then able to create “teams” and post exclusive openings to the Jobblers they want to welcome back. When a Jobbler consistently performs to (or above) the company’s standards, they can also hire them permanently to their team without paying a conversion fee.
“Our Jobblers are constantly looking for work. By being notified when a job in their area is posted, they are given the chance to instantly engage,” said Matt Pozner, Sr. Community Manager of Growth & Acquisition. “Our Jobblers use our platform because they know the opportunities on the platform are through real business partners. It gives them trust in us, trust in you, and helps them thrive in the flexible workforce.”
Our business partners are seeing success in quickly filling their shifts with qualified Jobblers by utilizing digital screening. The work rarely ends in one shift and we are seeing rising success in the use of the “interactive job interview” as our partners identify top performing Jobblers and engage them through exclusive shifts. In a time where you need to fill your openings quickly and efficiently, these tools paired with the Jobble platform can make all the difference.