There comes a time when all companies need to step back and review their recruitment process. By looking at it from the candidate’s perspective, you’re able to see what works and what doesn’t; what’s attractive and what’s tedious. Regardless of the salary or your brand and employee culture, a gruelling application process is enough to discourage candidates. For candidates whose experience and talent is in high demand, it’s not worth their time to endure wayward recruitment practices.
The best way to overcome these issues is by using a reputable recruitment agency. And no, that doesn’t mean spending excessive amounts of money. An online recruitment agency will be able to fill your job vacancies with relevant, qualified candidates, all for a one-off, low-cost, flat fee. By finding a fixed-rate recruitment agency, you can be sure to keep track of your cost per hire. Plus, you get unlimited access to their marketplace knowledge, which means targeted job ads and relevant screening methods.
Length of the process
As business owners and recruiters, we understand that hiring the wrong person can be an expensive mistake. However, there should always be a balance. How many things do you insist upon in your screening process? How many rounds of interviews do you put candidates through before deciding who’s best?
Developing a more efficient and attractive recruitment cycle will save everyone time and money. You may have an outstanding job opportunity, but don’t forget, candidates are on the job hunt. Demanding too much of their time and input could push them away.
Needless vetting tools
The tools we use to vet and screen candidates are often at our own discretion. However, getting the input of staff members – ideally those who do the same job – can lead to much improvement. For instance, if you’re asking web developers to do spot tests without access to their references, sample code or help from fellow colleagues, the process isn’t particularly realistic. If you’re going to set tasks, make them relevant and true to life.
Job ads don’t need to be superfluous or full of esoteric language. If applicants who have worked in the industry find it hard to decipher your job description – or worse, the job title – then you’re probably overcomplicating matters. Many potential candidates won’t even read beyond the job title if they don’t recognise it. Be sure to use commonly-known job titles and refrain from using jargon or overcomplicated terms. Always be straightforward and enticing.
Poor application practice
What options do you give applicants to respond to your job ads? The best way is to send a CV to your recruitment agency. However, it’s not rare to see companies ask applicants to input their entire CVs onto web applications, or to post hardcopies via snail-mail. Give candidates a choice; applying for a job should be easy, not time-consuming.
In an age where you can order a takeaway on a phone app and transfer money at the click of a button, candidates don’t want to deal with companies that aren’t savvy to the times. Before posting a job ad, make sure you know the standard practices for your industry. Here’s an idea: apply for a job with your competitor to see what their recruitment process is like. And if you do insist on an application system, make it user friendly and (above all) quick.