A simple recruiting mistake, like a poorly crafted job description, can hamper your chances of attracting the right talent. However, having the proper hiring process allows you to recruit the best candidates to help your organizations grow. Here are eight expert tips on how to make your hiring processes more efficient!
Did You Know?
When a role opens in your company, it takes an average of 36 days and $4,425 to fill it, which is why having a recruitment process improvement plan is vital.
Hiring is an ongoing & and inevitable part of every business. This process is more challenging and complex than it may seem.
All businesses recruit employees, but only some do it the right way. And what are those ways? We would get to that. But first, start with the basics.
What is a Hiring process?
Hiring or recruitment processes are the steps companies take to find and hire qualified candidates.
While hiring procedures vary depending on a company’s size, goals, and hiring requirements, most businesses use identical methods to locate the best applicants for available positions. Large organizations frequently have departments dedicated to the recruiting process, although smaller companies may manage to hire internally.
The recruiting process is often divided into seven stages:
Finding quality candidates: This is the first stage in the recruiting process. The platforms that organizations use to market their job postings impact who applies.
Attracting: The second stage of the hiring process involves attracting people to the position and is often accomplished by writing an intriguing job description or giving a competitive wage package.
Screening: After receiving applications, employers review resumes and professional profiles to determine which individuals are qualified and whom they want to learn more about. You can deploy an Application tracking system here to ensure that you are tracking all the right applicants.
Interviewing: The interviewing part of the process allows hiring managers to learn more about qualified applicants’ abilities, experience, and personality. Companies may conduct many interviews to discover the best candidate for their position.
Narrowing: Typically, organizations choose their favorite candidates after conducting interviews. They may work many rounds of interviews in order to obtain more detailed perspectives on the short-listed individuals in order to select the best one.
Selecting: Employers pick a candidate after the recruiting process who they believe is the best match for the job.
Hiring: The final stage is to extend an offer letter to the individual they have chosen for the position. If the candidate accepts the offer, the post is filled, and the company’s search is over.
So, these were the seven processes of an efficient recruitment platform. Let’s move forward and what are the expert tips to ensure that hiring is done correctly:
8 Tips to provide an efficient recruitment process
1. Deploy an applicant tracking system:
An applicant tracking system is the most critical component of an effective recruitment strategy. An ATS allows recruiters to follow applicants throughout the entire recruiting process — from application to offer letters — and streamline conversations so that exceptional prospects do not fall through the gaps.
An applicant monitoring system may assist you in determining where the majority of your eligible candidates are coming from through your careers page, social media, or job boards. This data helps recruiters determine which pathways are most effective and should be avoided.
This hiring platform can improve your hiring process if you aren’t already utilizing an ATS.
2. Build a strong brand:
According to Officevibe, more than 75% of individuals are passive applicants, meaning they are not actively seeking employment but are open to new options. Building a great employer brand not only decreases employee turnover by 28% but also attracts potential applicants over others.
According to a Glassdoor poll, 69% of respondents are more willing to apply for a job if the business actively manages its brand by responding to reviews, updating the company’s profile, and providing information about its culture and work environment.
You won’t need to engage in as much active recruitment when you concentrate on creating a strong employer brand. You’ll attract many candidates since you’ll be a highly desirable company.
3. Answer the FAQs asked by candidates:
Making a page or area on your webpage that addresses issues prospects frequently ask is another fantastic recruitment tactic. Many applicants could be hesitant to submit applications because they still want clarifications on specific issues.
Ask your current employees what inquiries they had before being employed, or take specific questions that fresh prospects had asked you. This will assist you in putting together a page that addresses candidates’ worries, saving you and your competitors time and letting them know what the position requires.
4. Write clear job descriptions:
According to The Wall Street Journal, many businesses include lists of duties and criteria in their job descriptions, but research revealed that this might turn off competent candidates.
In this research, the U.S and Canada-based researchers rewrote 56 job advertisements focusing on two different approaches: The Needs-Supplies strategy, which focuses on what the firm can do for the applicant, and the Demands-Abilities approach, which focuses on what the employer requires from the candidate. Of the 991 answers, job seekers who answered job postings with a Needs-Supplies focus were judged more favorably compared to those who responded to postings with a Demands-Abilities focus.
So, it would help if you considered what your job could do.
5. Embrace digital trends and social media
Most individuals prefer to work for organizations that stay current with technological advancements. Utilizing publicly accessible social media accounts for candidate research is part of accepting the digital era.
As most employers do, you’ll likely run a conventional pre-employment criminal record check on applicants. Still, candidates’ social media profiles might reveal additional information about them as people and potential employees, for better or worse.
6. Monitor your reviews
Potential workers frequently look for insider knowledge about the organizations they want to work for, including wage expectations, interview advice, and testimonials from current and past employees on websites like Glassdoor.
According to studies, 86% of Glassdoor users check business reviews and ratings before choosing to apply for a position. If they don’t like what they see, top applicants could not even apply for the first place: Even for a wage raise, 50% of job searchers stated they would not accept a position with a firm with a poor reputation.
Being active on review platforms and presenting correct information are two acts that attract prospects. You will need to work on your organizational culture if past workers have given you unfavorable feedback.
7. Offer quality employee benefits
A wide range of employee perks and bonuses can help you draw in a talented and varied candidate pool. Companies that provide work-life balance and comprehensive insurance packages appeal to a broad spectrum of individuals and offer competitive compensation and a positive workplace culture.
Traditional workplace perks are plentiful and effective at luring top personnel, and there is also no shortage of innovative and unconventional perks.
Since the start of the epidemic, employees have grown to love flexible work arrangements like the opportunity to telecommute. FlexJobs reports that 58% of employees desire entirely remote work, 39% prefer a hybrid setup, and only 3% want to go back to in-person employment altogether.
8. Match the job to the candidate’s personality
The truth is that while having the correct skill set may appear to be the most crucial aspect of determining whether a candidate will fit in, personalities cannot be learned.
Examine a candidate’s personality attributes about the position’s duties as you choose. A trait like empathy, for example, would be considerably more crucial for a nurse or social worker than for a tax lawyer or computer programmer.
So, these were the eight great tried and tested tips to help you attract the right talent and hire the best candidates for your project.