It isn’t uncommon for companies to rely on the same hiring process for decades. While this may not seem like an issue at first, failing to adjust based on the expectations of today’s candidates could be problematic. If your approach is antiquated, you might not connect with top talent, particularly from younger generations.
Luckily, updating your hiring process isn’t as daunting as it may seem. By making the right adjustments, you can make sure that your methods feel current, potentially increasing the effectiveness of your recruitment efforts. If you aren’t sure where to begin, here are some changes that are worth considering.
Branch Out When Recruiting
If you rely on a specific set of job boards when hiring, you are missing out on top talent. Not all professionals rely on the same resources, so you won’t connect with everyone by sticking with one approach.
Before you begin advertising a vacancy, take a moment to consider where your ideal candidate might look. Would they use a major job board, or would they turn to a niche one? Are they job searching on social media, and, if so, which platform is their favorite?
Different candidates exist in different places. As a result, you might need to branch out when you’re recruiting if you want to find the best and brightest.
Make the Candidate Experience a Priority
Throughout 2019, the candidate experience became increasingly important. This trend will continue into the new year, particularly if unemployment remains low and job seekers have choices.
Review your hiring process but do so from the eyes of top talent. Consider how they may feel as they move through it and identify any pain points that need to be addressed.
For example, most job seekers despise having to submit a resume and fill out your application. The application information is typically redundant in these scenarios, so candidates feel like they are wasting time. Similarly, answering several essay questions is time-consuming, and many job seekers will abandon their application instead of writing multiple essays, especially if they are in demand.
Essentially, you need to determine whether your ideal candidate will enjoy your process. If the answer is no at any point, then consider how you can smooth or streamline the experience.
Don’t Overlook the Power of a Speedy Process
While you should never sacrifice quality in the name of speed, making your hiring process as quick as possible is wise. Often, top talent isn’t on the market long, so they won’t wait for weeks to see if you have made a decision if another offer comes their way.
Look for opportunities to make your process faster. If part of the hiring process involves a committee, coordinate these portions as early as possible. Perform due diligence checks (like background and references) as soon as you are able, ensuring they don’t cause unreasonable delays, or while other portions of the process are in progress. Incorporate phone screenings to identify top contenders fast. Consider using video interviews if a candidate is working elsewhere or offer after-hours interview times to get them in quickly.
Ultimately, reviewing your hiring process to make sure it is efficient is essential. Otherwise, you may miss out on the talent your company needs to thrive.
If you’d like to learn more about effective hiring, the staff at Apogee Managed Solutions can help. Contact us to speak with a member of our skilled recruitment team today and see how our expertise can benefit you.