5 critical hiring process steps you might be missing

The global talent shortage is at a 12 year high as 45% of employers report difficulty in recruiting talent. For some organizations, the barrier to attracting talent may lie in your hiring process steps.

Is your team missing one (or all) of these five essential steps?

A compelling careers page

Creating a positive employer brand is a crucial recruitment tool and your careers site is key to achieving this. First impressions count. Candidates arriving on your careers page should be able to expect a site that provides essential information about what it’s like to work for your company. But the reality is often different. Your careers site should be easy to navigate and include:

  • Your brand’s core values.
  • Your vision and culture.
  • All of your vacancies and clear instructions on how to apply. Arrange your jobs with tags to make them easier to find.
  • What it’s like to work for your company. Your employees are your best ambassadors. Include real stories and videos of what it’s like to work for your organization.

Integrate your careers site with your company website to provide a seamless transition – and ensure your entire hiring process is mobile friendly. In 2016, 45% of job seekers started their job search on a mobile device.

A ‘one-click apply’ option

Nearly a third of employers can’t fill jobs due to a lack of suitable applicants. A lengthy application process contributes to this problem by increasing the number of your candidate drop-offs. Time-consuming application forms risk the loss of up to 90% of the qualified candidates exploring your open jobs.

Global brands such as Netflix can boast an application time of under a minute with five questions in total. While that may seem like a stretch for your business, remember that the top 10% of talent is only on the market for ten days. Support your hiring process with HR technology to attract candidates and offer them the opportunity to apply using their LinkedIn or Indeed profile via a ‘one click apply’ option.

Data-driven hiring decisions

Research suggests that gut feeling remains the dominant factor in making a final decision on candidate hire, despite the focus on people analytics in successful talent acquisition. Relying on intuition increases the risk of a bad hire. Build checkpoints throughout your hiring process to evaluate your candidates against the requirements of the job, rather than your instinct. These may include the use of anonymized resumes and customized screening questions to ensure the candidates you see are the most appropriate for the job.

Structured interviews can also prevent confirmation bias and ensure that final hiring decisions are supported by data. Recruitee’s Evaluation tool enables hiring managers to create a structured and objective interview process. Final decisions should also be collaborative and supported by the data in your applicant tracking software.

Post-interview feedback

The number one pain point for candidates during the hiring process is the wait for post-interview feedback. CareerBuilder’s 2017 Candidate Experience survey found that 80% of candidates receive no feedback after an interview. Providing feedback offers two key benefits:

  • It helps to build relationships with ‘close match’ candidates who can be transferred into your talent pool through your applicant tracking system and contacted for suitable job openings that arise in the future.
  • Providing feedback promotes a better employer brand. Candidates take to social media to vocalize their frustration with a poor hiring process. Consistently poor reviews will deter future talent from applying to your jobs.

One extra tip – don’t ‘ghost’ your candidates during the hiring process (‘ghosting’ is the process of abruptly ending all contact with your applicants and often after an interview).

Effective onboarding

Onboarding is the final stage of your hiring process. It also marks the final stage of the candidate experience as your new hires transition to their new role. But it’s not the time to lose your focus. An accepted offer no longer guarantees that your new hire will join your company. Multiple job offers and job-hoarding are common trends in today’s labor market.

The way in which you onboard talent plays a critical role in influencing your new hire’s decision to show up on the first day of employment with your organization:

  • 60% of candidates continue to explore open jobs and attend interviews with other employers while they wait for background screening to be completed.
  • 40% of candidates experience a lack of communication after accepting a job offer and prior to their formal start date.

Staying in touch with your new recruit throughout this stage can prevent a no-show on their first day at work. Tracking talent throughout your pipeline and monitoring key metrics (like time to hire) can help final stage of the process run smoothly.

No hiring process is flawless, but the good news is they can always be improved. Start by understanding your own process. Start by evaluating your hiring experience from a candidate’s perspective. Submit an application to one of your open jobs – then identify the missing steps.

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