What is the industry's best practice in new hire due diligence process? Currently, we are doing multiple checks (medical, background) which prolongs the hiring process. What's your recommendation to speed up the hiring activity? Would you suggest to remove the background checks or at least reduce the number of checks?
We are looking to create a queue-based interview system. Currently, we have coordinators whose tasks include coordinating and scheduling interviews. Each recruiter is tagged to a specific coordinator, which creates a lot of dependency. To eliminate this, we are considering introducing a queue system. We would also like to understand industry practices across different organizations. Any leads or ideas?
Does anyone have experience managing a surge of AI-generated resumes or AI-sourced applications (i.e., using bots to source jobs and complete applications) for your job openings? How are you cutting through the noise and finding high-quality candidates?
