Global Capability Centers (GCC) are growing at a dizzying pace. According to PwC’s report, the value growth of a GCC could touch 15% by 2029, with India becoming the most preferred destination.
In fact, India is already on its way to setting up 150 new GCCs and employing over 1.9 million professionals by 2030.
While this spells good news for enterprises, getting the right candidate has become a challenge.
Let’s understand these challenges and explore how InterviewNinja can help enterprises overcome them.
Challenges Faced By Enterprises In Acquiring The Right Talent
There is no dearth of talented candidates, but the entire interviewing and hiring process is time-consuming. Typically, it takes over a month to hire a candidate, depending on the complexity of the job roles and client requirements. Additionally, multiple stakeholders are involved in acquiring the right talent, which makes the entire process more challenging.
Here are a few common challenges faced by interviewers, hiring managers, and recruiters.
- Time-consuming interview processes
Hiring managers have many responsibilities, ranging from defining job responsibilities to conducting interviews and selecting candidates. Given the scale of hiring required in GCCs, hiring managers often struggle to perform their operational duties. They are left with little time to conduct thorough assessments or standardized interviews. To add to their woes, they rarely receive complete and detailed post-interview feedback. This prevents them from making informed hiring decisions.
- Lack of a standardized interview workflow
Like hiring managers, interviewers also face significant challenges in interviewing candidates. To begin with, most interviewers don’t have access to a standardized interview process or a workflow that enables them to identify the right candidate. This leaves them in a lurch as they are unable to ask specific questions and evaluate the candidates’ skills efficiently. Additionally, they are so caught up with other tasks that they are left with little time to provide detailed feedback about the candidates. Most often, their feedback is superficial, leaving hiring managers with half-baked insights.
- Complex interview scheduling process
Simple as it might sound, scheduling interviews is a nightmare for recruiters. Most often, recruiters have little to no visibility of the interviewer and hiring managers’ schedules. A significant amount of back-and-forth coordination is involved in scheduling, rescheduling, and canceling interviews. Getting everybody onboard at the same time becomes challenging. This not only overwhelms the recruiters but also creates a poor experience for the candidate. Recruiters spend more time on administrative tasks than on strategic ones.
The lack of standardized workflows, coupled with time-consuming and resource-intensive processes, renders the hiring process ineffective. Given the pace at which GCCs are growing, enterprises must reimagine their existing hiring processes to select the right candidates. To do that, they need to replace traditional, unstructured interviews with structured ones.
That’s where an intelligent recruitment evaluation platform like InterviewNinja comes to the rescue.
What Is InterviewNinja And How It’s Helping Enterprises Fix The Hiring Bottleneck?
InterviewNinja is an intelligent interview recruitment platform that helps enterprises eliminate hiring bias and make faster and efficient hiring decisions.
It provides expert-designed interview templates, pre-defined question sets, standardized evaluation reports, and many more features that help enterprises with:
- Improving time-to-hire
To attract top-notch talent, enterprises must be ahead of their competitors. This means eliminating the frustrating back-and-forth interview scheduling processes and the waiting period for candidates. InterviewNinja automates scheduling, reduces wait time, and enables enterprises to recruit top talent more quickly. The platform can help enterprises reduce time-to-hire by 30%.
- Increasing recruitment scalability
Administrative tasks take up the majority of the recruiters’ time. With InterviewNinja, recruiters can save 30-60% of the time they spend coordinating with stakeholders and scheduling interviews. Its Smart scheduling feature allows enterprises to manage high-volume recruitments efficiently. This makes mass-hiring easy. It reduces burnout among recruiters, allowing them to focus more on strategic tasks.
- Enhancing the interviewer’s productivity
InterviewNinja provides a predefined question set curated by domain specialists, interviewers can save 50% of their time on preparing interview questions and spend more time on the evaluation process.
- Saving costs
Typically, enterprises spend over $4,700 per hire. This includes 40% in hard costs (such as advertising, background checks, tests, and assessments) and 60% in soft costs (including spending time on hiring candidates, lost opportunities, and the consequences of hiring a bad employee). There are also administrative costs and time-to-hire costs that increase the overall hiring costs. InterviewNinja can help enterprises schedule interviews and assess candidates faster, streamline hiring operations, and reduce administrative overhead by 12-15%. It can minimize the headcount required for talent acquisition by 20% and reduce hiring time by 30%.
How InterviewNinja Works?
InterviewNinja follows a three-step process:
- The interviewer enters the candidate’s experience and skills on the platform to initiate the hiring process. Interviewers can select questions tailored to their specific domain.
- Next, the platform displays a set of questions created by various experts within the enterprise to gauge the candidate’s proficiency.
- Finally, the platform enables the interviewer to record and share observations with other stakeholders for evaluation. It generates a comprehensive report incorporating feedback from all stakeholders. This allows the enterprise to eliminate hiring bias and maintain objectivity.
Conclusion
As the demand for skilled talent grows among GCCs, getting the right candidate has become a challenge.
It takes an average of 44 days for an enterprise to fill a role. Niche and complex roles take much longer to fill. Add to it issues like bias and unstructured interviews, and the problem compounds further.
The only way to address this problem is by using solutions like InterviewNinja.
InterviewNinja simplifies the interview process, enabling enterprises to attract the right candidate before their competitors do.
To know more about InterviewNinja and how it can fix your hiring bottlenecks, contact us.
FAQs
Q. Why do enterprises need smart solutions to acquire talent?
With GCCs growing at a rapid pace, hiring the right talent has become challenging. From scheduling interviews to conducting interviews and providing detailed feedback, talent acquisition is a complex process. it becomes even more complicated when high-volume recruitment is involved. With smart recruitment technology solutions, enterprises can automate certain hiring processes and select the right candidate more efficiently.
Q. What hiring challenges do enterprises face?
Manual interview scheduling, complex interview processes, and a lack of standardized interview workflows pose challenges during the hiring process.
Q. How can InterviewNinja fix the hiring challenges?
InterviewNinja is an intelligent recruitment platform that automates the interviewing process. It helps enterprises schedule and conduct interviews without hassles. More importantly, it reduces the administrative overload, allowing enterprises to focus more on acquiring the top talent.
