The hiring process is broken. Internal hiring teams are struggling to steamroll through piles of applicants and candidates are frustrated with poor hiring management. Hiring new talent is a complicated art, and if it’s not done properly, you’ll end up with a deterred candidate and a negative Glassdoor review.
Here are some tactics you can implement that will immediately improve your hiring process.
Be flexible in your interview methods
Sometimes the candidate is not going to be available during business hours. Other times, they are not going to be able to do an in-person interview. While you’re waiting to secure the perfect interview, another company is shooting them a job offer after a ZOOM interview. Don’t wait. Pick up the phone and interview them now.
Involve employees in the interviews
Include your current employees in the hiring process. There is no better way to get an idea as to whether or not they are going to fit into the culture. One LinkedIn survey showed that the biggest obstacle for job seekers changing jobs is “not knowing what it’s really like to work at the company.” In addition to providing hiring support, this enables deeper conversations and provides candidates with a glimpse of what it’s like day-to-day.
Create a candidate-focused job description
When you craft a job posting, you need to have an elevator-pitch mindset. In the same way that hiring managers look for resumes that leave an impression within the first 15 seconds, a job posting also needs to follow the 15-second rule. Appeal to the passive.
Do not write listings that are focused on what the company expects and demands of the candidate. When you browse through your competitor’s job descriptions, you’ll notice that this is common practice. What will make you stand out is providing information on what your company can do for them and how the role will benefit them.
Move fast
Some of the best candidates are off the market in 10 days. Once you find talent, you have about a week, sometimes even less, to secure an interview with them. Many hiring managers spend weeks, even months, going through hundreds of candidates. It doesn’t reflect positively on the company.
If you’re missing quality candidates because you’re dealing with a high-volume job posting, you can invest in automation software. Using AI increases the quality of your hires because it reduces the time spent manually screening resumes. If you’re not interested in automating your workflow, outsourcing to a recruitment firm can widen the talent pool and increase your hiring speed. At JDI, we offer quality candidates after just 3 business days.
Connect with former candidates
It’s a waste to open similar job postings and not utilize the talent pool you’ve accumulated from previous postings. If you have candidates that you’ve liked previously, stay in touch! Even if they’re working, you still hold a chance if you have a strong employer brand.
Personalize everything
Most candidates EXPECT a personal email reply to their application. This is especially true if you’ve already hopped on the phone with them.
It’s beneficial to use recruiters. Typically, they take the time to high-touch relationships with qualified candidates to determine their fit. Recruiters are matchmakers, so they’ll find people that fit the company mold. The time they spend relationship-building translates to a personalized experience for the candidate.