Tips: Best practices for building and connecting with a pipeline of quality talent – SSO with Hireez

Welcome to hireEZ, your go-to platform for building a pipeline of quality talent. Finding the right candidates for the right roles can be a process, and at times, you may wonder why your search results aren't aligned with your expectations. In this article, we will provide you with valuable tips based on customer feedback and our expertise, to maximize your chances of finding the perfect fit.

Let's dive in!

Use the right Job Titles

Job titles can vary across industries and organizations, making it crucial to use the right ones when searching for candidates. Leverage hireEZ's recommended job titles or choose similar and relevant titles to cast a wider net.

For example, if you’re looking for a software engineering manager you could also add “Manager, Software Engineering” and “Manager of Software Engineering”.

Additionally, you can choose whether you want to search Current/Past titles and the Include/Exclude From Current Title filter to narrow down further.

By exploring different variations, you increase your chances of finding qualified candidates who may have different job titles but possess the desired skills and experience.

Differentiate the Skill requirements

To fine-tune your search, it's essential to differentiate between Mandatory and Preferred skills. Limit the number of Mandatory skills to a manageable amount, typically under 5, and place the remaining skills in the Preferred category. This approach allows you to focus on the core qualifications while still considering candidates who possess additional desirable skills.

For example, you could start with 5 mandatory skills as the 1st search, then swap 1 skill from the mandatory skills section to preferred as the 2nd search.

There is also an option to turn off "Smart Mode" if a more rigorous search is required.

"Preferred Skills" are nice-to-haves that will not impact the number of the candidate pool. When multiple skills are listed here, the candidate results are stack-ordered, ranked by how many of the skills they have.

Leverage the Power of Analytics

hireEZ's Analytics provide valuable insights into the impact of different search parameters, this information is invaluable in creating targeted searches, reducing the time spent on candidates that don't meet your or the organization's need, and setting expectations with your hiring manager on the talent market.

Here are some specific ways in which hireEZ's analytics can assist you:

Spot Patterns and Trends: You can uncover details such as the most in-demand skills, companies, or educational backgrounds among the search result. This information empowers you to prioritize these attributes in your search and focus on candidates who meet those criteria.
Refine Skill Requirements: By understanding which skills are critical for success in a particular role, you can fine-tune your search criteria and allocate more weight to the essential qualifications. This approach increases the chances of finding candidates who possess the core competencies needed for the job.
Adjust Search Criteria: Through analytics, you can evaluate the effectiveness of your search criteria and make data-driven adjustments. For example, if you find that certain filters or criteria are yielding limited results, you can modify them to broaden or narrow your candidate pool.
Identify Successful Candidate Profiles: By analyzing the data from the qualified candidates throughout the pipeline, hireEZ's analytics can help you identify the common characteristics, qualifications, and experience of candidates who have performed well in similar roles. This information allows you to create a candidate persona based on successful profiles, guiding your next search toward candidates who possess similar attributes.

Leverage the advanced features

hireEZ provides advanced filters to further refine your search and improve the quality of your results. As mentioned earlier, use the "Include/exclude" filter to specify the current job title if it aligns with your requirements. Besides, the "Exclude" filter fit for locations, skills, keywords, companies, or industries that are not relevant to your search.

In addition, adjusting the radius of the location filter allows you to expand or narrow the geographical scope of your search.

Exclude: This feature is normally hidden under the general filters in a smaller font and grey color.

Additional Suggestions

Educate the AI to choose a reason for "Not-a-Fit": Teaching the hireEZ AI what doesn't work for your organization is just as important as identifying good fits. Utilize the "Not-a-Fit" reasons to provide feedback on candidates who do not meet your requirements. This feedback helps the AI learn and improve its recommendations, leading to more accurate and relevant candidate suggestions over time.
Leverage Local Languages and Specific Filters: If you're looking for bilingual candidates or targeting specific regions, consider searching in both English and local languages. This approach expands your candidate pool and allows you to connect with talent who may have unique language capabilities. Additionally, take advantage of specific filters such as Tech filters for technical roles or Clearance and Healthcare filters for specialized positions.
Differentiation of Experiences: Avoid using "Overall years of experience" and "years in current role/company" simultaneously in the same search. Combining "overall years of experience" and "years in current role/company" may undermine the distinction between a person's varied experiences in different roles or industries and their current role. It could overshadow the diversity and depth of their previous experiences.
Distinguish between specific companies and industries: Companies and industries represent different levels of analysis. Companies are individual entities with unique attributes, while industries encompass a group of companies operating in a similar sector or market. Merging these two concepts in a list can create confusion and blur the distinction between the company-specific details and the industry-level information.

Utilize the automation feature and active engagement

Last but not least, utilizing the automation features - "start with resume/JD", make it easier than ever to start a search, and with the implementation of these best practices, you can add momentum to candidate searches and produce better results!

To accurately determine how effective this platform is for you and your team, at a minimum,

you should review 300 candidates and engage at least 200 candidates per month. While reviewing 300 candidates provides a robust sample size, it is the active engagement that truly illuminates the platform's effectiveness in facilitating productive and meaningful interactions with potential hires. By focusing on the quality and volume of engagement, you can gain a comprehensive understanding of the platform's impact on your team's recruitment efforts.

Please refer to this "Crash Course" for more information