We’ve all been through the hiring process at some point. In some instances, it may have been exceptionally efficient. But realistically and, more often than not, it isn’t.
With no structure or even a poor structure in place, it can be frustrating for both the employer and prospective employees.
Are you continuously getting applications from people that don’t meet your requirements? Perhaps you aren’t communicating what you’re looking for effectively. Are you getting few applications? Maybe your application process could be easier.
There are lots of things to consider when it comes to engaging candidates and finding the right candidates.
Why Should Organisations Design A Better Hiring Process?
Save Money
By designing and implementing a cohesive recruitment process, you can save money in the long run.
Having a comprehensive structure in place helps you identify and select the ideal candidates for your company in a time-efficient and cost-effective manner.
Attract The Right People
Recommendations and referrals combined with a reward-based referral scheme can help you attract the best candidates.
Good people know good people. So, offering incentives or rewards to current employees to recommend individuals can speed up the process and help you to find top talent.
How To Design A Better Hiring Process Internally
Put Together A Standardised Interview Format
Regardless of the level you’re recruiting for, it is important that all candidates are given the same amount of attention and consideration. Standardising your interview format and streamlining your overall hiring process ensures that candidates are considered fairly and without bias.
Having a structure in place will allow the interviewer to focus on the important details and questions. Additionally, by having a set interview process, it is far easier to analyse and compare the information and establish the right candidate for the role.
With little to no structure in place, sporadic and varying interview questions can mean it’s difficult to assess which candidate is the most suitable, as you may not have enough information regarding their skills and abilities.
Build A Strong Employer Brand
At Inclusive Consulting, we are big believers in positive workplaces! Building a strong employer brand based on positive culture can have a big impact on your hiring process by attracting more candidates.
You can improve your brand by responding to reviews, updating your company’s profile, and sharing updates on your company’s culture and work environment. This all helps not only to reduce employee turnover, but to increase the number of candidates applying for roles at your organisation.
Use Personality And Ability Tests
Using personality and ability tests during the interview process can help you to better understand your potential candidates and identify those best suited.
Personality questionnaires can offer a great insight into what drives your candidates and their passions. Not only can this can help in your assessments to help determine suitability, but it can also help you understand what motivates them once they’re part of your team.
Communicate With The Candidate Throughout
Communication is key! And poor communication can damage your organisation’s external brand.
You must communicate with every candidate, good or bad, through every step of the process. Don’t assume that your candidates must ‘know’ what you are thinking or what your expectations are.
- Provide user-friendly access to job applications
- Give feedback about the status of the process
- Communicate regularly (and honestly) with the candidate throughout their journey
- Provide accurate and quality information to the candidate throughout the process
- Value each candidate and respect their time and effort
- Ensure the candidate receives closure on their candidacy
Produce A Detailed Job Description
Before any role is advertised, it is imperative that you ensure you have a detailed job description. Posting a vague advert, but not fully understanding the specification for the expected duties and responsibilities, can leave you open to hiring unsuitable candidates through no fault of their own.
Your candidate needs to understand the goals and objectives of the company. A detailed job description can provide guidance, set expectations, and reduce risk.
At Inclusive Consulting, we understand that all roles need to be filled quickly. But without a structure or procedure in place for your hiring and interview process, you could find you are having to constantly repeat the whole journey for the same role continuously.
Tip Of The Day – Get your processes in place before you advertise that role!
