The Top 7 Tips to Improve your Recruitment Process
Finding people to fill open positions can’t be that tough, right? After all, colleges and universities churn out thousands of potential candidates each year. But, that statement is far from the truth.
76% of recruiters face a challenge in attracting the right quality of candidates. 41% content that entry-level positions are the toughest to fill. On average, it takes about 36 days to fill an open position.
But, with the right recruitment processes, HR can overcome some obstacles. Read on to find out how.
1. Use ATS Recruitment Technologies
Modern recruiters have one advantage that those before them did not have. And that is the use of technology. An ATS recruitment platform provides so many benefits. These include:
- Ability to generate and distribute job postings
- Applicant management software provides advanced search capabilities for the right candidates
- Data analytics that generate valuable insights for reporting purposes
- Intuitive onboarding of new employees with ATS recruitment
- Seamless CRM integration plugins
- Proactive account and customer management, to name a few
The applicant tracking system gives HR important insights over the entire recruitment. Further, it can show places to get qualified applicants.
Managing candidates can be challenging if you don’t have an applicant tracking system. The reality is that HR may not have time to create an internal database.
So, every time a job opens up, they go through the process of posting all over again. An applicant tracking system provides a pool of ready candidates.
Technology will cut down the time that goes into candidate sourcing and onboarding. Processes that would have taken days are now achievable in hours or minutes.
2. Candidate Sourcing on Mobile and Social Media
Recruiters need to go right where the candidates are. Blanket posting on job sites may no longer work. The same applies to analogue media by print or electronic advertisements.
Optimizing job advertisements for mobile is a good solution. The information becomes accessible on devices that recruits use all the time. Optimizing for mobile requires paying attention to things like font size and loading speed.
Keep the job adverts simple and scannable with bullet points or lists. Finally, avoid heavy images. They will slow down the responsiveness of the company website on mobile. Hire a web development company that has expertise in mobile optimization to help.
You can also not ignore the reach of social media platforms. A company that has an active presence has the advantage of online visibility.
3. Be Mindful of Job Postings
The wording on a job posting can bring you the right candidates. The can, for example, introduce bias. Some masculine words include aggressive, ambitious, adventurous and independent.
Female-coded words include nurturing, empathetic, compassionate and sensitive. The use of such can create an invisible mental barrier to qualified candidates.
The right ATS system can help improve the quality of job postings. The AI technologies in the software use algorithms to identify and filter out such words.
In writing the job description, simplicity and accuracy are key. Avoid ambiguous or technical language that can create confusion.
Also, have the right objectives and key results (OKR) frameworks in place. It becomes easy to outline goals or expectations to potential employees.
4. Keep Up Communication With Candidates
A major gripe for many job seekers is the lack of feedback. The communication seems to fall off at a point. No one from the company bothers to get back to them at all. It can lead to resentment, anger, or frustration.
Some may become irate keyboard warriors and paint the organization in a bad light. In their research of the company, potential candidates could come across such.
Once again, the right applicant tracking system can help. HR can automate communication at specific intervals.
That way, the candidate is always up-to-date with what is happening. And it frees HR from having to remember to update the candidates when they should.
In the end, candidates get a positive experience with the company. Even if they do not get the job offer, they will not feel bad about how HR treated them.
5. Take Advantage of Candidate Assessments
An AI-powered ATS recruitment system will sieve candidates for the right one. The algorithms use job qualification, educational background, and experience to determine the best.
But, HR should take it a step further to assess potential recruits. The company can develop its own template and questions for such purposes. The other option is to turn to online resources for ready-to-use assessment tests.
Remember, AI algorithms will only analyze based on what the candidate has on their resume. It is not uncommon for job seekers to overstate their qualifications. The assessment provides an opportunity for HR to get more in-depth insights.
6. Look For Candidates From Within
Sometimes the best candidate could be right within the organization. HR should provide the opportunity to existing staff before looking outside.
What if the resource does not exist in-house? Well, roping in employees with referral programs can work.
A Harvard Business Review reports that better quality applicants come from such referrals. Such people will stay longer in the company.
The advantages of taking such a step are many. HR can cut down the hiring time. Further, there is an opportunity for career growth amongst employees.
7. Collect Feedback From Candidates
We talked about continuous engagement with candidates in the point above. Other than generating goodwill, there is another benefit. HR can reach out to such candidates for feedback on the recruitment process.
The best insights come from those who have gone through the process. We reiterate the point of treating candidates well.
Indeed this process of collecting feedback can be an eye-opener. You may be under the impression that you’re doing the right thing. But, those on the receiving end may think otherwise. As such, you can finetune the process accordingly.
The recruitment process can be tedious and time-consuming. But, better processes can streamline the workflow, resulting in less stress for HR. There is also the vital role of technology.
Tools like ATS recruitment software have changed things. The innovations help with candidate sourcing, onboarding, and management.
Yet, that’s not all, as we have shared in our article, communication, internal candidate sourcing, and better job postings can also help.
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