How can you improve your recruitment process?
To give insight towards how you could elevate your recruitment process towards the next level, to not only reduce your time and financial resources spend but also attract the right candidate, we have drafted up a six solutions for you.
In the search for the right candidate, some companies turn to fishing for talent. Meaning that they post positions on their own website, which are advertised and get picked up by job boards, that do not really exist. But if someone arises out of the applicants that seems to be interesting, they create a role for this person. Furthermore, to keep collecting more interesting resumes and to seem as if there is ongoing growth, companies keep running these advertisements. Transparency should instead be the standard practice. Therefore, be honest about how and why you are seeking new talent and do not run ads on jobs that are not real.
Testing your candidates is another great way to select the right candidate. Basic IQ and other skill orientated tests point out to have a positive result in selecting the right candidate. However, some recruiters neglect the benefit that can be gained from testing not on skills, but on personality. Tests like Management Drives evaluates if the candidate is the right fit within the organization’s environment, which ensures even greater recruitment success.
Narrow the funnel
Narrowing the applicant funnel is another way to ensure greater selection success. Be as realistic as you can when describing the open position to ensure that only the right candidate applies, because in the end having a lot of applicants only costs you more time and money. Moreover, it has a negative effect towards selecting the right candidate because the wrong applicant might do something like exaggerate their skills during an interview, leaving you with false assumptions.
Attract active seekers
Passive candidates are the most desirable candidates for a company as pointed out in research from LinkedIn, with a survey done by talent professionals, that said that 86% of their search was either “very much so” or “to some extent” focused on passive candidates. Active job seekers, however, are being overlooked. For one, it is more financially draining to look for passive candidates, considering money spent on advertising and upscaling their current salary due to a better negotiation position. Plus, research points out that the top incentive for active job seekers is improving their skills and experience while that of passive candidates is less focused on development and more on increasing salary.
Measuring your effectiveness with recruitment techniques is also a vital step towards selecting the best practices. ‘Imagine if the CEO asked how an advertising campaign had gone, and the response was “We have a good idea how long it took to roll out and what it cost, but we haven’t looked to see whether we’re selling more.”’ Recognizing the most desirable job board, internal strategy, or external recruitment firm will determine how effective and financially draining your search will be.
Most hiring is done through employee referrals, about 48% according to research by LinkedIn. Of course, this holds multiple benefits: there are little costs involved, there is a good chance the referral performs well, and the referral feels quickly at home with their peer as a colleague. However, it also has the effect of creating a homogeneous workforce, which is all but desirable in the world’s efforts to stimulate diversity. Therefore, select candidates that complement each other, which ensures higher effectiveness.