Boosting candidate engagement rates by 25% and maintaining a fair hiring process
Once a candidate makes it through the initial recruiter screen, then they typically move on to a take-home assignment for some roles. Previously, Brittney shared the assignment with candidates as a Google document. However, she realized, “I was finding that I couldn’t keep track of who has or has not looked at that document.” Without the ability to track candidate engagement with the assignment, Brittney had a difficult time prioritizing which candidates to follow-up with.
Now with DocSend, Brittney can see if someone has recently spent time looking at the assignment. If someone hasn’t looked at the take-home assignment, Brittney can reach out to them and validate interest in the role. “DocSend has helped us raise the number of people responding to our take-home assignment by 25% because I was able to follow-up at the right moment.”
The added level of protection in DocSend prevents candidates from sharing assignments with others interested in the opening role. Brittney can set link expiration dates, as well as turn off the ability to download the assignment. By preventing the documents from being sent to others, Brittney is able to maintain a fair hiring process for all prospective candidates.
Analytics to help inform conversations with candidates
It can be challenging as a recruiter or as a hiring manager to know exactly how familiar a candidate is with your company, or anticipate what questions they might have, when walking into an interview. Just as a candidate wants to make a positive first impression, employers also want to put their best foot forward during the interview process to secure top talent.
Brittney and hiring managers at Bond are able to walk into each interview feeling prepared, knowing what about the company might interest candidates and where to anticipate questions. For example, before an interview, Brittney might see that a candidate has spent a longer period of time on the culture slide of the recruiting pitch deck, so she knows to emphasize these elements in her conversations with them. “Being able to see what the candidate is most interested in is so important. I’m able to inform other interviewers what areas to push on or what candidates might have questions about,” Brittney shared.
In a constantly fluctuating job market, it can be difficult to know where a candidate stands, especially when there might be other offers on the table. Knowing whether a top candidate is leaning towards signing an offer allows recruiters to know where to spend their time. For Brittney, she’s able to gauge candidate interest in the later stages of the hiring process with DocSend. “I love that I’m able to let hiring managers know the good news when a top candidate who has multiple offers checks out our material again. That means they’re still thinking about us and now might be a good time to give them a call and see if they have any questions.” Brittney uses DocSend as an early indicator to hiring managers of whether a candidate is likely to sign an offer letter.