
## The Reality of “Workforce 2020”

More than two decades ago, industry researchers and influencers – consultants, universities, the labor census bureau – made bold predictions regarding the massive changes our nation would experience in the next 20 years, referring to the phenomenon as “Workforce 2020”. These thought leaders reported that the labor pool, which was dominated by white males, would become more demographically diverse in terms of gender, ethnicity and age, ultimately, creating a “minority-majority” workforce.

While these demographic projections have very much come to fruition, no one could have imagined the impact that technology would have on employment today, or could have predicted the effect of social, political, and economic influences on workforce models and behaviors. Consider trends such as:

Historic low unemployment. Digital transformation. Skills gaps. Artificial intelligence (AI) and robotic process automation (RPA). Globally connected work communities. Cultural diversity. Gig economy. Millennial workplace demands. Workforce of the future.

To name a few.

These forces are very real and, as a result, are keeping CEOs and CHROs up at night in this tight labor market. In the Conference Board’s C-Suite Challenge 2019™, more than 800 CEOs surveyed reported that talent acquisition and retention was their highest internal concern; while The Hackett Group 2019 CHRO Key Issues Study found that HR leaders have added the ability to address talent and critical skills shortages to their plate of top improvement priorities, but have not been able to give this crucial area the attention it deserves.

## The Shift to Modern Talent Acquisition Approaches

As we enter a new decade, these talent challenges will quickly become more profound, since we will quickly move from trends to reality and organizations will feel the financial impact of unhealthy talent pipelines and unfilled critical roles. As HR, Talent and Recruiting professionals, we can no longer depend on the inefficiencies of a linear requisition-to-hire process. In fact, only 6 percent of respondents to the Deloitte 2019 Global Human Capital Trends survey believed their recruitment function processes and technologies were best-in-class, while 81% believed they were standard or below standard.

As a result, HR and Talent leaders are entertaining modern approaches to talent acquisition to broaden their talent pools; to better nurture candidate relationships and connect with prospective employees; to shrink the time-to-hire to avoid losing skilled talent to other opportunities and competitors during the recruiting cycle; and to build their employment brands. As organizations compete for the same top talent, their recruiting tactics will need include next-gen execution strategies.

## Watch-list of Talent Trends

Some trends to watch out for in 2020 include…

- Alternative interviewing techniques, incorporating live video and on-demand video interview technology to improve speed, quality and the candidate experience
- Recruitment automation to eliminate waste and improve processes and productivity such as screening, scheduling, and feedback loops
- Collaborative recruiting to identify candidates via a combination of traditional and new sources that build talent networks and communities to sustain a healthy and diverse pipeline
- Online structured interviews to accelerate interviewer competence and consistency, while ensuring equity in the process
- Blended workforce models, including accessing freelance talent, to allow for efficient scaling up and down
- Personal assistants and chatbots that create an on-demand, personalized candidate experience

With the war for talent at its all-time peak, it is not enough to simply refresh existing processes; it is time for organizations to reinvent their talent acquisition strategies. By leveraging modern tools and technologies, recruiting organizations can identify, access, and engage the right talent with speed and agility.


6 Benefits of Video Interviews


We are thrilled to introduce our latest version of EasyHire.me! We have worked hard over the past year and made Easyhire.me platform faster and easier to use. Additionally, we redesigned the user interface with a modern look and feel.

Here the main improvements of the new version:

- page loading speed increased by more than 30%
- search and filters are now lightning fast
- modern UX design
- more friendly Interface
- compliance with Material Design standards
- advanced error handling

Let’s view how the HR account has been changed:

## Dashboard section

We have removed unnecessary statistical data and made more clear flowcharts and reports.
![](/images/posts/easyhire.me-product-announcement/thumbnail.jpeg)
## Interviews list page

For greater convenience of our users, we‘ve added the ability to view all the interviews within a single list, regardless of the interview status.
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_2.png)
## Candidate’s list
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_3.jpeg)
To display candidate cards, we tried to find the perfect compromise between convenience and modern design. While all functions of the previous version are still available, the speed of loading the general list of candidates on the Candidates page has drastically improved.
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_4.jpeg)
## Teams – Billing page

We completely redesigned the Billing and Plans pages and added detailed information about the most recent usage
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_5.jpeg)
## Question page

Now, creating your own perfect Question set is easier than ever! Adding a video “introduction” and «thank you» messages will greatly improve your candidate’s interview experience. Feel free to use our built-in question bank library and share sets with your teammates!
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_6.jpeg)
## Interview playback rooms
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_7.jpeg)
The On-demand and Live interview playback room became more comfy to use! All options like candidate’s written answer, attachments, video questions are located in separate tabs, resulting in a simpler user interface.
If you’re taking advantage of our Assessment interviews, it’s now really easy to view and grade candidate’s answers:
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_8.jpeg)
Your candidates will now enjoy the improved Live/On-demand and Assessment interview rooms. They are now more user friendly and easier to use.
![](/images/posts/easyhire.me-product-announcement/easyhire.me-product-announcement_9.png)
We hope you will enjoy using the new version.

As always, we’d like to hear from you and how we can further improve your experience with EasyHire.me.


EasyHire.me product announcement


In today’s fast moving economy, companies are now more than ever realizing the importance of who they are hiring and how they go about hiring them, whether for freelance, part time, or full-time employment.

What employers often forget is that the hiring process is typically the first “real” look a new employee has to see how a business operates behind the scenes, albeit from a limited scope. According to Career Builder, “68 percent of employees believe their experience as a job candidate reflects how the company treats its people.”

If your on-boarding process is careless and unkept, you may ultimately have employees leave before they even walk in the door. Regardless of the size or revenue of your business there are many ways to improve and excel in your hiring process using human resources software – creating both short and long term success for your company.

Study these six tips to develop and enhance your on boarding process.

## Invest In Your Brand

Sure, companies can spend their budgets working with influencers and industry leaders, but why not invest in the influencers who are already working for you: your employees. Happy, invested, and proud employees can become your best brand ambassadors. While there are multiple platforms to share how great your company is, such as Glassdoor, LinkedIn, and a strong careers page, word of mouth and personal experience can help amplify this tenfold. In fact, according to LinkedIn, “72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring,” yet only “55% of recruiting leaders worldwide have a proactive employer brand strategy.”

## Simplify Your Application Process

Applying to jobs should not be a headache but instead a creative way of telling potential employers who you are and what you have to offer them. Your application process should mirror this experience and not influence candidates to turn away. While some companies think more rigorous applications may weed out lazy applicants, this is certainly not always the case. For example, “One-in-five candidates give less than 10 minutes to a job application, or two to three pages on a mobile device” – otherwise they will clock out.

## Organize Your Talent Network

What type of candidates are applying to your positions? What industries do they come from and what does their education background look like? Whether you are a digital marketing agency, a niche boutique, or an up and coming restaurant, it’s crucial to put in the extra time to make your company visible to the right candidates. Here are a few techniques to widen your network:

- Social Media (i.e. Twitter)
- Events (i.e. Meetups, Young Professional Orgs)
- Referrals (i.e. Employee Referral Program)
- Google Sources (i.e. Boolean Search)

## Create An Internship Program
![](/images/posts/6-innovative-ways-to-optimize-and-scale-your-hiring-process/thumbnail.jpeg)
Interns are the perfect way to feel out incoming, entry level employees. Because most internships are only 3-6 months, they give employers time to see whether an intern can grow, advance, and add the company overall. “We look at our intern program as the best source of full-time talent,” says Kyle Ewing, the Head of Global Staffing for Google. “It is our hope that every intern who performs well will be able to find a full-time opportunity at Google.” If you are lucky enough to get a good batch of interns that you can later on hire, this will save you all the time you would have spent doing things like emailing, interviewing, and sorting through new applications.

## Decide What Trends Are Impacting Your Industry

Trends have had a massive impact on various industries. If one company in tech offers one type of benefit, can you company keep up? By staying ahead of where the industry is going, you will have that much more time to acquire the same resources as your quickly moving competitors. The last thing you want is to give your rivals more opportunity to transform the industry by ignoring trends, explains Harvard Business Review. To identify these trends you must be audacious, consider what will matter in the future, explore, and conduct experiments.

## Utilize The Best HR Technology Right For You

Luckily for us, recent technology has made both the hiring and interview process seamless for all types of businesses and industries. For example, businesses can utilize HR software such EasyHire.me, especially a platform for video interviewing. Video interviewing can make the interview process more comfortable for both the candidate and the hiring manager. Additional aspects include creating an introduction and thank you message, both for comfortability as well as efficiency. EasyHire.me allows businesses to automate with on-demand interviews, leverage team collaboration, and take a data-driven approach with advanced testing methods, increasing efficiency and scalability.


6 Innovative Ways to Optimize and Scale Your Hiring Process


A vast majority of candidates we polled reflected that interview process is very stressful to them. They felt even more stressed about an upcoming video interview. This was because they did not know what to expect, given this format is fairly new. Additional stress was due to the lack of feedback during a one way video-interview.

So we decided to share some tips for making EasyHire.me video interviews more comfortable for your candidates.

- Create a clear branded image of the hiring team using customization options!
  You can add your company logo, corporate colors, the email signature to all emails that are sent to candidates. This feature is available on the Teams page – Customization tab.
![](/images/posts/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview_2.png)
Ask your hiring team to fill out their profiles and add their photos.This will significantly increase candidate’s level of trust and confidence.

Profile photo can be specified by clicking on the profile drop down and selecting the Settings option.

Each team member can easily specify their title, position and responsibilities in the “About Me” section of their profile.

- Compose a friendly email invitation to the interview!

Easyhire.me allows hiring managers to customize emails that will be sent to candidates on behalf of the team. This option is available on the Team page, the Email Templates tab. Often candidates get acquainted with a vacancy from an invitation to the interview – create your perfect invitation!
![](/images/posts/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview_3.png)
- Add a welcome video message.
  Take the opportunity to greet your candidates by creating video messages. Candidates will see the welcome video before they start interviews. This is a great way for a hiring manager to introduce themselves, share exciting facts about the company and team, provide more details about the position and the interview process.

You can record one video introduction and use it for all your question sets, or record an unique introduction to each set.

In order to diversify question set you may use any combination of the following types of questions:

- Video questions
- Quiz questions
- Text questions
- Technical questions with the code runner
- Questions with attached images
![](/images/posts/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview_4.png)
Our candidate surveys showed that when candidates see a video question, they feel less anxious about their own video recording. Therefore we recommend creating at least one video question.

One good way to create such question is to ask several of your colleagues to record a video question. You can then combine these into a single question set. As a result, candidates would get to know their potential future team before the formal on site interview. This way they are more likely to be excited about the position and have a much higher chance of a more positive outcome of the interview process.

For Default questions use the editor to create a question, attach a picture or insert a link.

Add time to prepare to your questions so that candidates get the opportunity to fully understand questions and think about the answers before being recorded. This will result in more complete and detailed answers.

- Begin the interview with simple and open-ended questions, for instance:
  «Tell us about yourself»
  «Why are you interested in the role?»
  «Describe your current (or most recent) position»
  and then add more complex questions.
![](/images/posts/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview/six-ways-to-create-an-enjoyable-and-comfortable-on-demand-interview_5.png)
- Thank the candidate for taking the interview.
  Add «Thank you» video-message to your question sets. In this video, you can thank the candidate for the interview and explain to them what next steps will be taken if they will be approved or rejected.

**We wish you good luck in finding and selecting suitable employees, and Easyhire.me will make this process easy and fast!!!**


Six ways to create an enjoyable and comfortable on-demand interview


It is very important to make the video interview process easy and comfortable for the candidate. Easyhire.me took care of the usability of the platform and in order to make the interview more comfortable for the candidate, we give managers the opportunity to record a video introduction and “Thank you” message for on-demand and assessment interviews.

The video could explain to candidates in a simple and positive way how to take an interview. The survey showed that such videos relieve stress before the interview and help the candidate feel more comfortable while recording video.

In this article we will explain in more detail how to do it.

In your introduction video you can share with candidates information about your company, greet him/her or advise how to behave in an interview. You can create new question set or add a video introduction to old question set. Open the menu and click on Configure button.
![](/images/posts/make-your-video-interview-more-friendly-and-special/make-your-video-interview-more-friendly-and-special_2.png)
In order to thank the candidate for the completed interview and tell how feedback will be provided you should configure “Thank you” message. Record your own video or add a link from YouTube.
![](/images/posts/make-your-video-interview-more-friendly-and-special/make-your-video-interview-more-friendly-and-special_3.png)
Easyhire.me recorded a special video for Practice Interview. We are confident that it will help candidates to quickly master the video interview and enjoy the process! Take Easyhire.me Practice interview, watch the video and record your unique Introduction and “Thank you” video for candidates.


Make your video interview more friendly and special!


## Don’t miss out on a Nobel because of bad process

Higher education institutes have always grappled with long hiring processes. Of course we’d like it to be faster, but we also recognize the search process as inherently longer because of the nature of the position. Each search is conducted with careful consideration and the hope that taking time to make the right decisions is mutually beneficial for new hires and the institutions. That said, it’s difficult to maintain candidate engagement throughout lengthy decisions. Here’s a few ways to cut down on the “black hole” effect. Don’t lose your hires because of bad processes because you’ll be kicking yourself if you lose a candidate and see them winning a Nobel prize at another school a decade down the road.

### 1. Be thoughtful when building an application process.

Ensure your application process is flexible and includes only the information necessary to make a decision. Too much information required upfront can discourage some of the best candidates from applying. For example, references are often not required during the initial round of review. Requesting more information from candidates who are qualified later in the process will keep them engaged if they see your process as logically sequenced and relevant. Essentially, don’t push away smart candidates with dumb process setting.

### 2. Manage Expectations!

Be upfront with your candidates about the timeframe. You may have a period of when applications are accepted before anyone at all gets reviewed. You may have expected delays such as breaks or other known periods where the hiring team will be busy or unavailable. Look at your calendar, assess, and establish a realistic timeframe for your candidates by attaching dates (or date ranges) to each application step and review.

### 3. Communication is your friend!

According to a recent hiring survey conducted by Robert Half, “when faced with a lengthy hiring process, 39 percent of survey respondents lose interest and pursue other roles, while 18 percent decide to stay put in their current job.”

Use your institutions marketing software or the thousands of free or paid tools you can find on the internet to set up an email sequence. Letting candidates know you are still interested in them as well as providing more details about your Institution and community to keep them engaged. In the final rounds or if it comes down to the candidate choosing your institution rather than you choosing them, hosting events and tours can be another great way of keeping candidates engaged.

### 4. Have a personal touch

Sending updates via personal secured video messages are easy and cost effective – sometimes free! Vidyard Go Video for example is sleek and simple way to communicate with candidates or employees via a personalised video.

Simply record a quick video that personal and effective. This tool also tracks when candidates or employees actually watch the video and how many times viewed.

Check out EasyHire.me – by far the best platform for integrating video interviewing, live or recorded, into your hiring process for faster acquisition times and consistently higher quality candidates.


EasyHire.me product announcement

6 Innovative Ways to Optimize and Scale Your Hiring Process

Six ways to create an enjoyable and comfortable on-demand interview

Make your video interview more friendly and special!

4 Ways to Increase Candidate Engagement in Higher Ed