A Tale of Two Recruiters

A Traditional recruiter vs A DigitalHire recruiter

Here’s a short story about two HR executives, Jordan and Eva.

Jordan prefers sticking to a routine, while Eva is more of an explorer. She's more digitally inclined to technology as she believes it opened her up to a whole new world.

 Jordan and Eva were to hire new candidates for their marketing and finance departments, respectively. Jordan was confident that he’d already worked up and approved of a traditional recruitment process previously. But Eva wanted to experiment with digitizing her recruitment process. They were each provided a list of hiring needs by their assigned departments, which they used to whip up job descriptions and posted online for a couple of days. Now came the tough part- the talent hunt. 

 Day 1

Jordan had planned out for this day to scan out all the written resumes that were flooding his inbox. He knew it was a time-consuming process.

Eva on the other hand shortlisted applicants and sent them the link to record an interview, and a video resume as well. Within a few hours, Eva analyzed and saved her top five candidates, as she was able to screen all of them through their pre-recorded interview questions and video resumes. Just before sharing the interviews with HR and Finance managers, she made sure to include her notes for each. She was particularly happy having found a couple of prospective candidates who fit the skill set and Eva's company culture perfectly.

Day 2

Jordan started making calls, crossing out many contacts. Once again, he had reserved one whole day for this, as the goal was to shortlist the applicants and try to schedule them to come in for interviews when the HR and Marketing managers were free to take them. It was a hassle, but he was prepared for that.

Eva had sent in her candidate profiles the previous day and was waiting on further comments from both managers, as to whom to call for final interviews. She got them just before the lunch break and proceeded to schedule the two short-listed applicants. It was convenient to shortlist these candidates and screen them as per job requirements and company culture, owing to the video resumes that helped her analyze the personality and interests of the prospective candidates and save time otherwise spent on phone screenings.

Day 3

Jordan had scheduled the interviews to fit into the Marketing manager's schedule, but unfortunately, the manager had a last-minute commitment come up and had to cut short half the interviews. Jordan would have to reschedule with the candidates once again.

Since the HR manager was booked after lunch for Jordan’s interview lineup, Eva had him come-in in the first half along with the Finance head for a quick 15-minute interview with one candidate and another online interview with the next one. They had reached their decision within a matter of minutes, and at this point- both candidates were to be hired. Eva would now email them and start off with their onboarding.

 Day 4

Jordan was finally able to complete his first round of interviews with the managers. Even after cutting it down to the four best-performing applicants, Jordan would need to ask them to come in for a second round of interviews.

Eva was on cloud nine, she felt like having found some treasure, as DigitalHire helped her save up to 40% of the time on recruitment. After exploring more of the app, she stumbled on the feature that gave her a full picture of the recruitment funnel report. Using this feature, she shared the report with the rest of the team, so they could get an insight into the recruitment process and new hires.

 Day 5

Jordan had to inevitably request his deadline to be pulled further. He then scheduled the second (and shorter) round of interviews first thing on Monday morning.

Eva, having completed her work before time, decided to take a spontaneous road trip over the weekend with her friends. After lunch, she was well on her way to yet another adventure.

 Day 6

Although Jordan’s interviews finished soon, the final analysis by the department heads would still take a while. They, however, did manage to come up with a decision as to which candidates to hire, by the end of the workday. He managed to send quick emails to congratulate and notify them about the onboarding process, as well as send more emails to his colleagues that the process was finally back on track, and that they were to take over the employment of the new hires.

Eva, back from her short get-away trip, had a lot of fresh energy and was more than ready to take up a new task.

 Day 7 

The HR manager requested that Jordan also submit a report on the recruitment process, so it helps in the future. He was unable to complete and manage it with other tasks awaiting, as all his notes were jumbled up due to having screened a large number of applicants. He had to go through loads of soft copies on his computer.

Eva, along with working on her new tasks, also posted a few TikToks from her recent trip.

 Day 8

Jordan was glad that this cycle of recruitment had finally come to an end, as he submitted the report early in the day. But he knew, Eva’s new discovery- the DigitalHire app, had cut it down to half the time traditional or non-digitized recruitment process consumed.

Eva’s new task was to prepare a presentation for the entire department to train them on digitalizing HR operations. This was a great professional accomplishment for her.

If you’ve found yourself in Jordan’s shoes, or if you aspire to achieve Eva’s sense of agility, Book a Demo with us now!