In order to keep up in a technological era, it’s important to adapt and assess the current way of doing things. Within hiring, learning to recognise these potential changes within your recruitment process can help contribute to an overall more effective strategy for both employer and candidate.
These are the 5 telltale signs your recruitment process is in need of a desperate revamp.
1. Reviewing CVs takes up the majority of your time
Do you spend a good chunk out of your day reading through pages and pages worth of job applications? If so… it’s probably time for a change.
Automate this process and save valuable time, that you could utilise elsewhere in your job. Such as creating a positive candidate experience, through added communication and interaction to ensure potential candidates are happy and satisfied within your recruitment process.
2. You don’t consider all applications
Has scouring through CVs and job applications to spot the perfect candidate become a near-impossible mundane task?
More often than not your job advert attracts quantity over quality, the pressures of receiving a high volume of applicants can cause inconsistent results for hiring professionals manually reviewing CVs. Causing potentially great hires to slip through the screening process and not receive the same fair treatment other candidates may have gained.
3. Candidate dropout is on the rise
Do you find candidates are dropping out of your recruitment process? Losing out on potentially great hires can be down to multiple different reasons such as; an overly complicated application process, unclear hiring guidelines, or a lengthy job application that causes candidates to become disinterested and look elsewhere for new opportunities.
The key to avoiding this is to ensure that during the early hiring stages, the right applicants are progressing further within the application. This can potentially reduce the risk of a dropout because the role is suited more to their skills and experience. To lessen the probability further, it is important to job seekers that they receive a positive candidate experience. This can be achieved through being well informed throughout the hiring process, in regards to the status of their application and the stages they will need to undertake in order to advance further.
4. Finding top talent has become increasingly difficult
If you don’t utilise innovative methods in talent acquisition to attract and source candidates a consequence of this could be difficulty in finding top talent. Relying on more traditional methods such as; paper-based advertising, internal hiring, referrals etc… are no longer enough to hire top talent in 2018.
Whilst these methods may be sufficient to an extent, harnessing smart technology can help employers discover talent they already have. By searching within their existing talent database they can consider past candidates for a new vacancy. Through automation, job seekers who have previously been told they would be ‘kept on file’ can receive automated job alert emails to inform them of a new potential role. As they are familiar with the employer and the recruitment process they may be more inclined to re-apply for the proposed job role due to an already established employer and candidate relationship.
5. You don’t recognise bias
You may have a set idea about the potential candidate you want to hire before ever meeting them. This may be due to a preconceived idea you have about what makes a ‘great hire’. However, by doing this you are not considering all potential candidates and this type of discrimination only leads to a less diverse workforce that lacks differences in work style, thoughts and opinions.
Hiring managers are often at risk of making unconscious bias in employment decisions due to the nature of their job. However, with the assistance of technology, the likelihood of this happening can be significantly reduced. Recruitment technology has the capability to streamline hiring ensuring job applications are reviewed based on the exact same criteria for every candidate. The appropriate candidates are chosen because of how well their CV fits the job description requirements and not because of other external bias influences.
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