The hiring and recruitment process has shifted dramatically in recent years as a result of several factors, including new technologies, development of niche positions and changing millennial workplace expectations. As the hiring landscape continues to transform, it’s important for employers to adapt and adjust their hiring and onboarding processes as necessary.
With websites such as Glassdoor and LinkedIn driving internal reviews and millennials setting a new standard for job permanence, recruitment methods are shifting considerably. Studies show the process is becoming lengthier and more challenging, with 45% of hiring managers and recruiters saying the time to fill open positions grew longer compared to the year before.
In fact, 53% cite an inability to find qualified professionals as the main reason, which can be attributed to the fact that more jobs require specific skill sets while convenient, tech-enabled application processes make it easy for many people to submit resumes. It has become more difficult to sift through applications and find experienced candidates that are a good fit.
To combat these statistics, employers need to regain control of the hiring process by attracting the right talent while still cutting down on time invested in the process and associated costs. Integrating the following practices into the recruitment process can help employers attract the right talent to quickly fill open positions.
Clearly define the expectations
A specific job description is the first step in finding someone well-suited to both the company and the role. Prospective candidates should be able to determine from the job description whether or not they are a good fit. The complete description should include everything from job responsibilities and relevant work experience to necessary hard and soft skills, along with a description of a successful applicant’s accomplishments. Including anything less can result in unqualified applicants, unnecessary interviews and, ultimately, time wasted on both sides.
Be prepared for the interview process
Scheduling and conducting on time and efficient interviews will help create an easy and amicable process, during which applicants feel respected and companies reduce time spent. Interviews should be conducted on time (don’t leave applicants waiting) and all parties should have background information on those with whom they are meeting.
Interviewers should have the applicant’s resume to help frame the right questions and ensure they’re not asking questions to which they already have the answers, such as where a candidate went to school or what they did at her previous position. Interviewers should also coordinate in advance so the same questions aren’t asked at each step in the process.
Make interviews efficient and constructive
Interviewers should ask questions that help determine whether a candidate can fulfill the job duties and will fit the company’s culture. Questions should relate directly to the applicant’s work experience, job-related skills, interpersonal skills, growth opportunities and situational questions. Asking direct, relevant questions can help a hiring manager determine quickly if a candidate understands the expectations and is qualified for the position.
Verify their skills
Unfortunately, it’s fairly common for candidates to exaggerate qualifications on resumes. To avoid surprises after hiring, put candidates to the test with a formalized assessment of their skills and experience. A standardized evaluation allows employers to fairly compare candidates’ abilities against the role’s responsibilities and other competing candidates. Another way to judge an applicant’s proficiency is by asking questions tailored specifically to the position. Posing hypothetical and circumstantial questions allows candidates to showcase their experience and expertise.
Include others in the decision
Making the interview process a team activity gives current employees the opportunity to meet and assess potential team members and provide additional perspective. Having existing team members involved is also a good opportunity to see if the candidate will work well with employees, which increases the odds of a successful hire. A company’s employees are its best asset, so trust them to help make a sound final decision.
A lengthy and disorganized interview process can be discouraging to potential employees, reflect poorly on a company’s internal workings and cost businesses money. By rethinking and overhauling the hiring process, employers can eliminate miscommunication and unrealistic expectations, resulting in more efficient and successful hires, and improve the business’ bottom line.
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