Solutions
Start from where hiring, retention or development is under strain
For each challenge, which step to automate and how.
Start from the problem
Where are your challenges right now?
Three groups: how to choose, hiring, and retention and development. Start with whichever is closest to where you are.
How to choose
How to choose an AI interview tool →
Five layers and six questions to find the type that fits
You are about to choose by the length of a comparison table
Hiring
Handle several hundred hires in peak season without lowering the bar
Interview slots fill up, and candidates drop out while they wait
Cut the time lost to scheduling, preparation and write-ups
Scheduling and write-ups take longer than the interviews
Analyse every application, then meet the strongest first
Nothing moves until every resume is read, and some get skipped
Reduce the spread between interviewers
The same candidate is judged differently by different interviewers
Bring hiring criteria that have drifted apart back into one
The same background is rated differently at different sites
Staffing registration interviews →
Take registration interviews 24/7 and keep criteria aligned across branches
Evening and weekend requests go unmet, and people leave before registering
Contractor registration interviews →
Take registrations from people working in a shop the day they apply
People settle with another brand while a slot opens up
Recruitment agency first interviews →
Speak to every registrant, and keep what you hear as fields
People register, and no one ever gets in touch
Practise on an AI candidate, as often as you like, before the real thing
There is no way to train an interviewer except on the job
Retention and development
Keep goals moving from the day they are set to the day they are reviewed
Goals are set, then nothing moves until year-end
Regular check-ins with staff at sites you cannot get to
You hear why someone is leaving once they have decided
Practise on a buyer who holds things back, without spending a live deal
The reason you were given stays the easy one
If more than one applies, start with the item whose description is closest to your situation.
Start from the kind of hire
Or start from the kind of hiring you do.
Graduates, experienced hires, international candidates. How the criteria are written, and how the year turns, differ with each.
Judge people with no work history on the same criteria, and improve them every year
Applications spike and each interviewer looks at something different
Own the criteria for each role, and carry them past the offer
Managers’ diaries are full, and candidates get further with someone else
Japanese or English, the job criteria stay the same
Few people can interview in English, so the pool gets cut instead
Let us work out where to start, together
We will walk through your current flow and show which steps can be automated. Free, about 30 minutes.