Strategies to Improve Your Hiring Process
This is part one of a three part series on 'Strategies to Improve Your Hiring Process'. People hate hearing it, but what if I reminded you that improving your hiring process will increase efficiency and success rates?
Part one of a three part series.
As a Recruiter you can extract maximum value by drip feeding this to your audience.
Break it up over emails, social media posts and even across LinkedIn and Substack articles.
Whether you use it as standalone content or in a series, make sure you keep your audience engaged with an easy Call To Action (CTA).
Something as simple as 'click follow for parts 2 & 3' or 'subscribe and get solutions every week' to build your database and keep people engaged.
The important thing is to be disciplined and consistent.
Share something every week in the knowledge that you are adding value.
Your emails/articles/posts can serve as reminders for experienced clients or news for inexperienced ones.
If you need any ideas on how to use this content check out:
Any questions, don't hesitate to contact our team at info@topbiller.club as we'd love to help.
Cheers to your success,
The Top Biller Team
Part two (below the dividing line) is content for you to share with your network.
Remember this is part one of a three part series. You can find parts 2 & 3 here:
Strategies to Improve Your Hiring Process
People hate hearing it, but what if I reminded you that improving your hiring process will increase efficiency and success rates?
In the interests of Top Biller improvement let's go over some key strategies to transform your hiring process so it's smoother and more effective.
The Hiring Challenge
Recruitment is actually really, really simple.
Unfortunately, as with most things in our lives, we tend to overcomplicate it.
It’s easy to see how this happens, though.
Ever changing job markets, increasing competition for top talent and the constant pressure to quickly fill roles create a never ending struggle for internal recruitment teams.
How can the process be streamlined so we’re not just filling positions, but creating long term benefits for your business?
What's the solution?
Here are some strategies to (re)consider.
1. Write Better Job Descriptions
This has to be one of the most overlooked and underestimated aspects of the entire process - the job description.
How many times have you seen the consequences of a poorly written JD?
Created by someone with a cursory understanding of the role, written in a pressure cooker environment and needed yesterday.
The difference between the hiring manager's expectations and real world reality can be huge.
The result?
A massive oversubscription of applicants, the vast majority of whom were never going to be shortlisted.
It’s staggering the amount of time and effort it takes candidates to submit their application, and then for your team to triage, sift, shortlist and respond.
The productivity and efficiency costs, not to mention damage to your business brand, mounts up quickly.
This painful experience is felt whether the candidate is successful or otherwise.
It's even more damaging when internals have applied for the role.
Instead, invest early by crafting a well-defined job description that sets the tone for the entire hiring process.
Remember it’s not just about listing qualifications and responsibilities; it’s about clearly communicating the expectations and the company culture.
For many, this could be their first touchpoint with your business so make it count:
- Be Specific: Avoid vague language. Clearly outline the skills, experience, and qualifications required. Ambiguity isn’t necessary; in fact, it’s just unhelpful.
- Highlight Unique Selling Points: What makes your company or this role attractive? Is it the innovative projects, the collaborative team environment, or the growth opportunities?
- Include Soft Skills: Technical skills are important, but don’t forget to include soft skills that align with your company’s values and culture. Who the person is, is as important as what the person can do.
2. Utilize Technology and Automation
Relationships are key, but technology can be a game-changer in recruitment.
Leveraging the right tools can save time, reduce human error and enhance the overall candidate experience.
- Applicant Tracking Systems (ATS): An ATS can help manage applications, track candidate progress, and streamline communication.
- AI and Machine Learning: These technologies can screen resumes, match candidates to roles and even predict a candidate’s potential fit based on historical data. Tools like Synthesia allow you to turn text to video in a matter of minutes. My advice is to pick a couple and start experimenting.
If your business isn’t using AI already, then I’m afraid to say you are fighting for top talent with one hand tied behind your back.
- Video Interviews: Tools like Zoom or Teams allow for initial screening interviews, saving time and resources for both parties.
This should be a no-brainer post-COVID, but I still see internal talent teams struggle with this.
Conclusion
Improving your hiring process is not just about filling vacancies more quickly; it’s about building a robust system that attracts, engages and retains top talent.
No one likes going back to market because you can't fill the role with the talent you need.
Better job descriptions, utilizing technology, enhancing candidate experience, standardizing interviews, focusing on employer branding and leveraging data - each of these will make your hiring process more efficient and effective.
The benefits may take time to reveal themselves however any investment in this space can massively improve your outcomes.
Make sure you check out the rest of this 3 part series to upgrade your recruitment hiring strategies.
For more insights or to discuss how we can help streamline your hiring process, feel free to get in touch.
For a downloadable version of this article, please click here.