In part 1 of our how to hire the best people series, we focused on how you can attract the top talent. Today, we move on to look at the actual recruitment process itself. What does your process say about your company, what are your candidates expectations and how can you improve your recruitment process.
- A bad recruitment process can cost you good candidates or even result in bad hires
- Consider your candidate journey and ensure you deliver a positive experience
- More clearly defined roles, structured interviews and reducing bias can all help you improve your recruitment process
The Importance of Your Recruitment Process
For many organisations the recruitment process can be cause of stress and frustration. Finding good people is difficult and going through applications, arranging interviews, carrying out assessments and making offers can all be very time consuming. This leads to some companies rushing through stages or not having the time to feedback to candidates throughout.
You should not underestimate the importance of your recruitment process though. Not only will it help you attract and hire the best people, but it can also help candidates go on to be more successful in their role.
Annual employee turnover in the US exceeds 50 million people with as much as 80% resulting from bad hires. A good recruitment process can help you predict job performance, improve employee engagement, productivity and even profitability. A bad process can not only lose you a good candidate, but they might share that negative experience with others which could result in further lost candidates or even lost business.
When looking at your recruitment process it is easy to simply look at it from your internal point of view. You want to create a process that will deliver you the best candidates. However, it is also important to look at your recruitment process from a candidate’s perspective. There are many companies out there will have the attitude that if a candidate really wants to work for them then they will go through the process no matter how bad it is.
No matter how time consuming your process is, it is vital that you don’t forget the candidate experience. How you treat them during the recruitment process will reflect their expectations of how they will be treated as an employee. If they are not hearing back from you and kept up to date, then they might develop concerns about the company’s communication and processes.
How To Improve Your Process
What would make your recruitment process better? Here are some top tips to help you improve.
Clearly Define Your Role
Every role you advertise starts with a job description. This is often underrated in terms of importance as a poorly defined role will begin the process with a major flaw as there will not be clarity on the specific person you are looking for. Rather than just listing specific actions the role will be required to carry out, talk more about why this role exists and how it fits into the overall company picture.
When you have hundreds of candidates, screening becomes an important part of the recruitment process. Typically, hiring managers will breeze through hundreds of applications looking for reasons to rule people out. Evidence shows that the screening process typically favours the privileged with many unconscious biases preventing quality candidates from reaching the later stages.
This can not only stifle diversity in your hiring but can mean you are missing out on great candidates advancing through your process. Hiring managers can often favour candidates from their own background leading to certain demographics finding it harder to get an interview.
Research has shown that CV’s are ineffective at predicting job performance. Structured interviews can be predictive when combined with cognitive assessments whereas unstructured interviews are considered much less predictive. Adding a more structured approach to your interview and overall process means you have a consistent reference point to compare candidates and can make a more accurate prediction on potential job performance.
As mentioned earlier, many of the processes in recruitment do not give you an accurate predictor on job performance. Your hiring process should give you a better understanding of how the candidate would react in situations they are likely to face on the job and provide them with an opportunity to show what they can do. Including skills assessments and having more structured interviews can help you get a better understanding of how they will perform in the role.
Case interviews can be a great way to test a candidate on a hypothetical scenario which allows you to see their problem-solving skills in action and how they would go about fixing it.
Consider Your Candidates
Earlier we looked at candidates’ expectations and so a key part of improving your recruitment process is looking at the candidate journey. Keep them informed throughout the process and set expectations of when the next stage should be happening. The last thing you want is to make an offer to your ideal candidate only to find out they have been frustrated by your process and no longer want to work for you.
Your recruitment process can say a lot about your company, and you need to take steps to ensure you are keeping your candidates engaged. It is also vital that you implement a process that gives you the best indication of job performance so you can hire the right people that will have the biggest impact.
Next week, part 3 of our series will look at ‘How To Onboard & Retain Top Talent’ so once you have attracted the right candidate and gone through your wonderful recruitment process you can ensure you bring them onboard the right way.
From writing optimised job descriptions, listing on the top job boards and managing your applicants, ecruit saves you time and money while recruiting the top candidates across your sector. If you are looking to attract the top talent, then ecruit can help you recruit top performers at a fraction of the cost of traditional agencies.
Book a 5 minute demo with our team to find out more.