In 2016, the U.S. Census data stated that millennials were the largest generation in today’s workforce i.e. about an average of 35% of the total labour pool. Although this generation is a great asset to the business, they are also a great challenge for the recruiters. They are changing jobs much more often than their previous generations.
Therefore, a hiring manager’s recruitment goals and demands have changed vastly. The demand for talent has exceeded the supply causing talent shortages. Creating an efficient hiring process is all the more important to maintain the company’s profitability. The longer a position is vacant, the higher cost is borne by the company in terms of money, straining current resources, and overloading existing staff. The managers must adapt by acquiring new skills, metrics and tools to minimize mis-hires.
Let us look at how to streamline the hiring process to get competent hires, all the while providing a good candidate experience also.
Tip:- If you are an HR and not on LinkedIn, then you are missing out on valuable networking opportunities, and access to the HR industry & trends, Therefore, it's important for HR professionals to have a strong presence on LinkedIn in order to stay competitive and relevant in the industry.
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Use social networking to attract, and hire top talent. LinkedIn is one of the most highly trafficked sites when users look for a vacancy. With such a big number of the population using social media, leveraging social media would mean that it is going to be no shortage of job seekers.
This is an effective strategy if you’re looking to hire passive candidates. So, work on creating brand awareness through posts and interactions about your company culture, and accomplishments.
Social media also gives an insight into a candidate’s behaviour and weed out unqualified individuals. Apart from sharing relevant content about your business, you can redirect posts to the company’s career page to build a database of relevant candidates.
Besides social media, job sites are also an efficient method to access remote talent and hire the right candidates.
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Sense
Today, a resume is not the only source that reveals everything about a candidate. Social media, Internet, algorithms, and AI can deliver a lot of information about candidates. With a number of solution providers in the HR marketplace, recruiters rely on data to make hiring decisions.
Using data for leveraging predictive analysis can improve TA(Talent Acquisition) function, and drive productivity and efficiency.
Assess
With data-based decisions, the recruiters get an opportunity to sharpen their skills and hire better, faster, and hire talented people who can grow with the organization. To succeed, TA managers would need to know what kinds of questions to ask to tie the efforts to business outcomes.
Make use of information like a candidate’s work history, technical and personal skills. Give them assignments and see how they perform under pressure to weed out individuals who are a misfit.
Execute
Demonstrate how you will connect insight to strategy. Incorporate more data points into your workflow and create arrangements that produce concrete outcomes. Align your efforts with the organization’s business strategy. Chalk out a hiring plan that ultimately helps business managers understand and deliver the potential value.
Hiring is complicated and requires months of effort in scanning resumes, scheduling interviews and negotiating various terms with the candidates. Most of the team’s energy gets consumed by these mundane and repetitive tasks with no room for their innovation. Investing in an applicant tracking system (ATS) to streamline and take over these mundane tasks, therefore, will have a lot of advantages. Let's examine a few of them:
Businesses are using AI to automate most of their processes. Because HR managers lose about 14 hours a week if they use a manual recruitment process, many recruiters are now using HR automation tools. The results are actually phenomenal, in view of the developing skills gaps and difficulty in searching for talent.
Working on strong employer branding showcases that your company is an ideal place to work with. Even passive candidates try to connect with reputed companies. With a good brand reputation, one may not need to spend much on job advertisements and still be able to attract talented individuals. Instead of just creating a company page, build a supportive community because your team is the best brand ambassador of your company.
Schedule Video Interviews wherever possible. Video interviews offer many significant benefits like saving time and money. The initial screening gets faster and you also get access to a wider pool of talent located even in remote places.
Now that it is known that the number of smartphone users continues to grow, leverage a mobile-friendly hiring process to let the candidates apply via text. Make your job applications mobile-friendly and integrate them with tools like auto-scheduling calendars and AI chatbots for easy manageability.
A high-quality work standard can be established by implementing best practices. Best practices help team members by setting a baseline for competency, reliability, and efficiency and essentially streamline the work processes. Follow through a few of these practices to design an efficient hiring process.
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If you have a small talent pool, start thinking out of the box to seek ideal talent. Indeed, Snagajob and Adzuna are among a few popular job boards. As discussed above, social media can build a great candidate pipeline through platforms like Instagram, Facebook, Twitter, and TikTok. Think like a candidate and you may want to post your jobs at such places where your ideal candidates visit.
Internal candidates and referrals are always a good idea to look for candidates. Current staff may be more willing to take up a new role in the organization for career progression. In fact, they are also a powerful resource to source high-quality, trustworthy candidates through referrals. Plan incentives and bonuses to encourage employees to referral programs.
Also, try to reconnect with past applicants and check if they are still interested in your open positions. They may have declined an offer earlier they might change their opinion now.
Making positive hiring decisions depends on a strong recruitment process. By using the right tools, and planning your recruitment process thoroughly, you can attract and retain the best talent in your field. With these seven steps, you'll be able to maintain a streamlined hiring process that's enjoyable for both your candidates and your colleagues.
