The hiring process determines a company’s ability to access the best-fitting talent for its business’s challenges. It is a delicate balance. Oversimplified methods attract more candidates, which does not always translate into quality hires. Contrastingly, complex hiring processes, although sometimes more assertive, will discourage even the most qualified talent.
The latest post in this blog, “The great resignation: what employers must do to retain talent,” provides a brief understanding of the intricate phenomenon motivating employees to rethink their relationship with work. But as the great resignation expands, the time calls for an honest review of the hiring process. According to the Harvard Business Review, job seekers expect more from employers than just the minimum work-life balance. They want a fairer return on their invested time which includes, but doesn’t end in: a better work-life balance, more equitable wages, and improved benefits. They are also growing impatient with repetitive and burdensome hiring processes that lead nowhere.
Decision-makers already know the high costs of hiring a technical and behavioral misfit. Yet, from a candidate’s perspective, little attention has been given to the length and overall quality of the hiring methods. In a time when companies worldwide invest heavily in user experience to improve sales, the efforts to charm candidates still fall short. Job seekers go to great lengths to prove their fitness: technical tests, behavioral analysis, and back-to-back interviews with managers and other stakeholders. Companies commonly demand case studies and IQ tests depending on the industry. Not to mention that candidates must have jaw-dropping resumes, vibrant cover letters, and an optimized professional profile online. The demand list is immense. Meanwhile, managers confidently await talent to drop into their offices without fostering an amicable relationship from the start.
1. Create value from the beginning
The great resignation echoes a long-term dissatisfaction with current working models. Companies hold all the decision power while employees are subjected to their mercy. Reasonably, the workforce grew impatient. But most importantly, they woke up to the reality that businesses don’t grow without qualified employees. They understood their value.
If companies want to stop losing talent to the competition, they need to take accountability and start creating a positive hiring experience for candidates. They must indicate how they value the workforce at the first contact with potential candidates: the hiring process. An outdated, unnecessary, and lengthy selection approach signals that the company is only protecting its own interests. It completely disregards the candidate’s invested time, especially when a significant number of job seekers initiate a search while still employed. Imagine how many times candidates need to answer the “tell me about yourself” question before effectively landing a job. A copy-and-paste hiring process serves two purposes: to demotivate potential candidates and showcase the lack of innovation within companies.
Employees aren’t quitting jobs. They are quitting outdated models. Prove your company is different. Add purpose to every aspect of the business, and talent will come. A genuine conversation about professional goals, aligned with data intelligence, is proven more effective in the long run than an overwhelming hiring process. Employer branding doesn’t start after the candidate signs the contract. It begins when they consider applying for the job.
2. Eliminate time waste
Finding placement for strategic positions takes time. A slower pace, however, could lead good candidates straight into the hands of companies with a faster hiring process. To mitigate the risks of losing talent, companies must perform a complete audit of their recruitment strategies. Analyze what is crucial for an efficient process and what is just dead weight. The goal is to eliminate time waste, replacing inefficient steps with purposeful hiring stages. From consideration to onboarding, an average hiring process can last 43 days. Whereas, in 2021, a survey revealed that 62% of professionals lose interest when companies fail to follow up within two weeks after the first interview.
Eliminating time waste will make the hiring process run smoothly while providing candidates with a clear vision of the next steps. Employees grow frustrated when they don’t know what to expect. Aim to integrate all elements necessary to consider an application as much as possible. Nothing is more discouraging than having an easy to apply button on LinkedIn, then having recruiters endlessly asking for additional information. Set your expectations as an employer early on and look for strategies to speed up the hiring process without compromising its quality.
3. Introduce your company’s culture
Forward-thinking managers comprehend that companies are also under evaluation during the hiring process. It is a two-way street, and job seekers search for value beyond the paycheck. Employees spend most of their available time at work, and in exchange for the dedicated time, they expect companies to provide an environment where the workforce can thrive. Ensure the company’s culture is openly presented in the early stages of the recruitment funnels. That will prevent future misunderstandings and save everyone’s time. Organizations genuinely invested in their employees’ development have career programs and a positive feedback philosophy. They provide a welcoming work environment. Whereas businesses overstating their company’s culture to inflate employer branding will easily flunk out under the scrutiny of well-seasoned professionals.
Candidates who received feedback during the hiring process are 52% more likely to engage in other selections within the same company. Inversely, prospects that never obtain a return on their candidacy will likely develop a bad relationship with the company. The damage steadily affects employer branding, compromising the ability to attract talent.
Providing feedback and following up is an easy way to establish a long-term connection with candidates who invested time applying for the job. Show job seekers that the company values their candidacy. A quick email of appreciation or constructive feedback before deciding to move forward with another candidate will significantly impact how the professionals evaluate the hiring process.
In a nutshell
A positive hiring experience can sometimes win more talent than a paycheck in the long run. To improve the candidate experience, consider the length of the recruitment process and whether or not it makes sense for the reality of the role. An optimized recruitment approach must present intentional stages. Although each company should develop its own processes, a great hiring experience typically shares some things in common:
✔️ It’s easy to apply
✔️ It has a short but intentional recruitment process
✔️ Includes prompt feedback and follow up
✔️ Provides information about corporate culture
As today’s employment market grows more complex, scouting the right talent becomes challenging. Find out how you can optimize your hiring process with Combine. Click here to have access to hiring experts.