This is Part 2 to the series on improving the hiring process.
The hiring process is the steps a company needs to take in order to recruit talented individuals to fill open positions. Every company’s hiring process is unique and depends on the type of candidates you want to hire and the position you want to fill. You can read more about the hiring process at our other blogs. But to put it simply, there are seven steps to the hiring process:
- Detect hiring needs
- Write job descriptions
- Design a recruitment strategy
- Screen candidates
- Conduct interviews
- Evaluate and extend job offer
- Hire and onboard the new employee
What are Some Tips to Improve Your Hiring Process?
Even if you already have an amazing hiring process, there is always room for improvement. Below are 5 tips to help you improve your hiring.
Have a Strong Employer Brand
A reason why your company isn’t attracting as many candidates could be that candidates aren’t really sure what working at your company would look like. What’s the culture like? How does the company treat its employees? This uncertainty prevents many qualified employees from applying for job openings. To mitigate these problems, the employer brand is an essential part of the solution. The company’s brand reflects the company’s mission, values, and culture and is a great way for job seekers to find the answer to their questions about fit.
To solidify the company’s brand, employers can actively respond to reviews, share any major updates that may be happening in the company, and update the company’s profiles on various social media such as LinkedIn, Instagram, or Facebook. It would be even better if the company’s brand can be seen through blogs, videos, etc. and is authentic.
Exercise Effective and Timely Communication
It’s important to communicate with the hiring teams and the human resources team to make sure that everything is being done according to the procedure. Sometimes there will be miscommunications, but with effective communication, these problems would reduce and allow you to focus more on the qualified candidates.
The best candidates will often receive offers from other companies other than your own, so reach out to the candidate in a timely manner and update them on the process so that they know you’re interested in them and so that they keep you in mind.
A great way to answer candidates’ questions throughout the process is to create a Q&A section on your company website specifically tailored to questions that candidates will ask during the waiting process. This saves time for both you and the candidate and ensures a fair response for every candidate that is seeking an answer.
Automate Resume and Video Interview Screening
Many companies are still manually sifting through 100s of resumes before moving the desired candidates to the first round interview process. More than half of these resumes submitted will not be seen and are lost in the pile. And then there’s the struggle of securing time slots that would work for both the candidate and the interviewer, and possibly even a struggle to physically arrive at the interview location.
Try changing your initial screening methods to more efficiently shortlist candidates without spending long hours. One great way is to use services from companies such as Interviewer. AI. Interviewer.AI uses artificial intelligence to screen candidates and help you sift out a pool of talented candidates. The AI goes through each candidate’s resume and matches the words within the resume to the job description to see their fit. Then, candidates are invited to take an AVI and are ranked based on a score. This ranking is completely transparent, and hiring managers can see exactly how and why candidates are ranked the way they are. In this way, hiring managers can spend their time focusing on the candidates at the top of the rankings. This is a great way to ensure that all candidates are considered and that their applications aren’t lost.
Personalize Candidate Experience
A personalization in the hiring process will make your company stand out in the midst of all the other companies. One thing you can do is ask candidates about their hobbies and values, which can help you assess their culture fit. Some other examples of simple personalizations is to respond to candidates’ applications, whether it be through an email reply of congratulations or an email stating next steps.
Again, using technology to automate screening will help hiring managers have more time to develop a more in-touch relationship with top candidates so that they can help answer any questions or considerations they may have. They could even have a more personal talk with the candidate to convince top candidates to consider the offer.
Improve Recruiting Practices
If you’re only posting job openings on job boards such as Indeed or Glassdoor and are not utilizing social media to its full potential, think again! Many generations are now often on social media, and if they are interested in your company, they will most likely follow you. Remember to post updates and job openings on social media to attract candidates and allow your company brand to be searchable. You can even post about some of the work your employees have done so that candidates have more of an idea of the company culture and work environment.
Another great way to find talented candidates is through referrals. Whether the referrals are from people in your network or from current employees, referrals are an important way to be more certain about candidates’ work ethics, culture fit, and can help hiring managers find candidates who can do good work.
Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle. Learn more about how Interviewer.AI can help your business.
Increase your hiring team’s efficiency using a combination of resume scoring, skill assessment, and asynchronous video interviews.
Hannah Ng is a Junior at Boston College studying Finance and Business Analytics. She is currently an intern at Singapore for Interviewer.AI during the summer of 2022.
Besides work, she is also very interested in hair styling and is responsible for her family’s hairstyles as a hobby.
