You’re looking to get the most out of your recruiting process. You want to find the best candidate in the cheapest, quickest, most efficient way possible.
This makes sense. Most things companies do during the hiring process are meant to help the company make the best decision, while simultaneously limiting waste. From resume gathering to the structure of the application to the scheduling of interviews to the timeline of the eventual hiring decision, you dictate every part of the process in order to optimize the results for your company.
However, sometimes it leaves out an important factor: the humanity of the applicants.
When you treat candidates like cattle getting herded through a slaughterhouse, you don’t create the most appealing basis for a long-term relationship. A kinder, gentler approach can pay dividends later on, as you make a good impression on the people you eventually hire … and build your overall employer brand.
With that in mind, here are three ways to improve the experience for your job candidates:
Keep Their Perspective in Mind
A multistage online job application can elicit a lot of important information. You can stuff the process with requests for intelligence tests, custom work samples, detailed employment histories, and personality tests. Each additional item brings more data, making each one seem like a great idea in a vacuum.
But remember how it looks to the candidates. A job application that takes two hours to complete will turn away good candidates. The people with the most prospects are the ones most likely to have something else to do. Meanwhile, you can stack up so much data that you can’t really process it effectively.
Keep your candidates in mind as you structure your recruitment process. Don’t waste their time with unnecessary steps and treat them with the same respect you’d hope they would treat you.
Have a Plan
Creating a structure with too many steps and too much algorithm-dictated anonymity can cost you, both by turning away applicants and diminishing your overall employer brand. But, the other side of the spectrum has dangers as well. A hiring process without enough structure can frustrate applicants and send up a red flag.
Once a candidate applies for a position, you become their guide through the process. If an applicant doesn’t know what’s going on (if they never even received confirmation that their application was received), it can poison the relationship early on.
Again, candidates with better prospects will move on. Others might stick with it but could develop worries about the organization’s competence.
Plot your hiring process in advance. Have a schedule and stick with it. Meanwhile, communicate with the applicants every step of the way.
We mentioned communication … we’re going to bring it up again. It’s a big enough topic to deserve some additional details.
Candidates understand you receive hundreds of applications for each job posting. They are used to automated responses and computer-driven processes, especially early in a recruitment scenario.
However, they should at least receive automatic responses. Make sure they are updated at each stage in the process, so they aren’t left wondering about their status. Also, provide as much information as possible. Outline expected timelines and provide updates and reminders as you can.
Meanwhile, later in the game, when you’ve whittled the field down to a handful of the most promising candidates, each applicant should be assigned a contact. Things should get more personalized.
This communication should extend to the post-hiring timeframe. Be polite and courteous to those you turned down and keep up ongoing communication with those candidates. You may want to bring them in again at a later date.
Running a recruitment process involves subtle management and an efficient process. It gets easier when trained professionals can guide you through the situation.
By teaming with a strong staffing partner, like PrideStaff, you maximize your ability to draw in the best talent available.