How a $500 billion company improved hiring with next-gen assessments

Most companies still screen like it’s 2010. You know the drill, resumes, gut feel, rushed interviews, and a “we’ll know it when we see it” approach. The problem? Talent has evolved. But screening hasn’t. When we started building Recruitflow late last year, we thought we were building a filter. Turns out, we were building a lens, one that learns, adapts, and aligns with how people actually grow. Because modern screening isn’t about eliminating people faster. It’s about understanding them deeper. Here are 7 shifts that define the new era of screening 👇 → Old: Screen for qualifications. New: Screen for potential and pace. → Old: Resumes rule. New: Signals speak louder, portfolios, projects, patterns. → Old: One-way interviews. New: Two-way conversations. → Old: Eliminate fast. New: Understand deeply. → Old: Static scorecards. New: Dynamic criteria that evolve with the role. → Old: Gut feel. New: Structured intuition, guided by data. → Old: Screening ends at hire. New: Screening continues through onboarding and early performance. We’re not just improving technology. We’re rethinking what screening should mean in an age of adaptive intelligence. Because the cost of a bad hire isn’t just money, it’s momentum lost. So tell me, what’s the biggest shift you’ve made in how you screen today? And what do you think will define screening three years from now?

7 Ways to Improve the Candidate Experience 1) 60% of candidates abandon applications due to excessive length or complexity. 2) 76% of candidates find it more frustrating not to hear back after interviews than after first dates. 3) Self-service scheduling tools can reduce coordination time by up to 80%. 4) Briefing interview teams beforehand can increase candidate satisfaction scores by 40%. 5) 65% of candidates report rarely or never receiving feedback after applications. 6) Employers using AI chatbots report 41% higher candidate engagement. 7) Personalizing candidate interactions creates stronger connections with potential hires. https://lnkd.in/gwewrb5A

Messy feedback. Missed follow-ups. Mixed opinions. Sound familiar? When interview feedback is scattered across spreadsheets and inboxes, great candidates can slip away. A modern Applicant Tracking System (ATS) changes by centralizing feedback, automating reminders, and helping teams collaborate effortlessly. Smarter interview feedback means faster decisions, fairer evaluations, and better hires. Read the full story: https://lnkd.in/e5_kstdJ #Simplicant #ApplicantTrackingSystem #InterviewFeedback #TalentAcquisition  

The talent deal: to be, or not to be? In this moment of reflection and reinvention, besides the projects I’m working on for myself, I’m also actively participating in some recruitment processes. Maybe I’ve been out of the market for too long, but… it feels like there’s a super-population of recruiters out there! This isn’t necessarily bad, I guess, but after reading some job posts and having a couple of screening interviews, you start noticing who truly understands the position they’re hiring for, and who’s just copying and pasting a description that, in many cases, doesn’t even seem to come from the hiring company itself. A job post describing a senior role with a dozen libraries and frameworks isn’t new these days, and it’s not crazy, really. But when you see a list 10 technologies and then realize in the interview that you’ll only need 2 of them, it feels quite odd. I feel there are a lot of recruiters (and companies too) constantly looking for the super-mega dev/PM, just to place them in roles or workloads that don’t really leverage their potential; some kind of “just in case we need that skill in the future.” Have you ever felt something like this?

👋 Welcome to this week’s Recruitment Smarts! We’ve rounded up standout insights for recruiters and agency owners. Highlights this week: ✨ 6 Strategies to Develop Better Relationships with Candidates by Tracker ✨ Interviews Are Not Evaluating the Right Skills by Recruiting Brainfood ✨ How AI Is Changing Recruitment Forever by Onrec ✨ Recruiters! Is the Myth of GPDR Holding You Back? by Barclay Jones - Making Recruiters More Successful 📖 Enjoy the full selection here 👉 https://lnkd.in/eW-ZMqdh Plus, great contributions from: ✅ New Millennia Group Ltd ✅ Simplicity in Business

Hiring is NOT an exact science. At least that is the conclusion that Paul Sackett and his team found when they revisited met-analytic estimates of validity in personnel selection (2022). What is most likely to determine success of a candidate? - Structured Interviews: Predicts candidate success 17.6% more accurately than random hiring. - Job Knowledge tests: Predicts candidate success 16.0% more accurately than random hiring. - Empirically Keyed Biodata: Predicts candidate success 14.4% more accurately than random hiring. Combining all three methods predicts success 36-42% more accurately than random hiring. What does this all mean? - No hiring process is perfect. There is no foolproof way to determine success. - There are ways to build a more scientifically sound hiring process that INCREASES the odds of success. If you are having struggles with new hire success, your hiring process MIGHT be the culprit. If you need help digging into that, I am happy to be a sounding board.

🗣️ Just wanted to check in and see if there's any update after the last interview. You know this feeling. And honestly? You just don't admit it out loud. Keeping up with all the comms nowadays is frustrating, and some candidates are slipping through just because of a slight delay. Your brand reputation goes down with it, too. Here's the thing—an on-time update could prevent it. Not only keeps you out of the hassle, but it also frees up your time to focus on more strategic tasks and delve deeper into candidates to assess who would be the best fit. What actually helps: 1. Automation tools that update candidates on their progress 2. Email, notes, and calendar in one place 3. No more chasing for answers That's exactly what we built TalentsForce for, so you can hire faster without dropping the ball on candidate experience.

🗣️ Just wanted to check in and see if there's any update after the last interview. You know this feeling. And honestly? You just don't admit it out loud. Keeping track of all the communication channels these days is frustrating, and you've probably missed out on a potential candidate because of a slight delay. Your brand reputation suffers, too. Here's the thing - an on-time status update could prevent it. Not only keeps you out of the hassle, but it also frees up your time to focus on more strategic tasks and delve deeper into candidates' backgrounds to assess who would be the best fit. What actually helps: 1. Automation tools that update candidates on their progress 2. Email, notes, and calendar in one place 3. No more chasing for answers That's exactly what we built TalentsForce for, so you can hire faster without dropping the ball on candidate experience.

Winning the hire: keep it human Hiring isn’t just about data and process. Those are tools. At its core, it’s about people. Candidates may forget what you asked in an interview, but they’ll remember how you made them feel. Empathy, transparency, and genuine conversation turn interviews into relationships and help you build lasting trust. In our AI-driven world, technology can streamline hiring, but it can’t replace human connection. The best hires happen when people feel seen, heard, and valued. #langrecruiting #winningthehire #recruiting #hiring #careers

Just like the ATS and CRM systems that came before it, AI is simply another tool - one that can make us better, faster, and more efficient. Getting comfortable with AI will absolutely be important, but it will never replace the human side of recruiting. Nothing compares to talking with a candidate directly, hearing the excitement in their voice about a new opportunity, seeing their reaction when they land the interview, and sharing in their joy and smile when they get the offer. Use every new tool available. But never forget — recruiting is, and always will be, about the candidate.