A long, drawn-out recruitment process is a turn-off for candidates and makes your company look bad. Streamlining your recruitment process is vital to the success of your HR department and your business in general, and it will save you both time and money. Try these tips to get your recruitment automated and under control today.
Assess and Promote from Within First
Before you hire from outside of your organization, assess the talent pool that you already have, and see if someone within the organization has the skillset you need. According to Entrepreneur, when you promote an employee from within, they adapt to their new role faster. They already have the advantage of understanding your company culture and processes. You already have the advantage of knowing your employee. If you’d like to see how your employee may fit within a different team or see what skills and potential you may be missing, have them take our assessment and read their PIC report to get detailed information to help you in your search for the right fit employee.
Analyze Your Current Process
Take stock of your current recruitment process and see what is working and what isn’t. Make a note of the people involved – managers, HR, and outside parties. List the budget that you’re spending on each position. Create a document that lays out all of the sites that you use to post jobs, and make notes as to which parts of your process are automated. Once you have a deep understanding of your current processes and the tools that you’re using, you can make decisions that will further streamline your process. Are there people involved in the process that you can cut out? Is there automation that you can implement, such as an Applicant Tracking System?
Automate What You Can
Automating the processes involved in your recruitment will help you streamline the entire process. Using an Applicant Tracking System gives you more control over your job ads so that you can monitor responses in real-time. If an ad isn’t getting views and applications, you can change the wording to adjust the ad. You can also utilize an ATS to see if candidates are fully completing their applications – if they’re not, it may mean that your application process is too tedious and needs to be adjusted for candidate ease of use.
Make it Easy to Apply
When you’re automating your recruitment processes and tracking applicants with an ATS, you can tell if an applicant stops the application halfway through. When this happens, you’ve created a process that makes it too difficult for applicants to apply. While this may weed out some applicants (which may be your goal), it may also deter talented candidates as well. Analyze the type of job that you’re hiring for and the application process. Then, determine if the process is too complicated for the candidates. Candidates that get frustrated during application are unlikely to continue with the recruitment process, and you may miss out on valuable talent.
Go Beyond the Resume When You Interview
Use a workflow to keep your interviews consistent between candidates by asking them the same types of questions so that you can fairly assess them against each other. Have each candidate take our assessment and review their PIC report in conjunction with their resume. Our report gives you insights beyond their resume into their skills and potential. You can highlight this information during the interview.
Follow Up and Streamline Your Onboarding
Follow up with candidates after their interviews and complete the offer process. When your recruitment process is streamlined, work on streamlining your onboarding processes next.
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