Previously in this series, we have seen the following steps in the revamping strategy:
- Build a catchy brand
- To the point candidate profiles
- Find the right paces for candidate sourcing
We also saw how to find out whether there are blockers in our current hiring strategy by checking whether it is taking too long to hire or whether the structure in place is proper or not.
Now, let us look at the remaining pointers.
Use your network
Programs that ask for employee recommendations are thought to be among the best ways to find candidates. This is due to the fact that candidates who have been recommended by others are more likely to be employed, perform better, and hold a position for a longer amount of time. Employing employee referrals lessens the work and saves time for recruiters.
Harness the power of social media
Many organizations have yet to utilize social media recruiting, and those that have typically lacked a coordinated plan. This is despite the opportunity to communicate with and acquire millions of people, as seen by 71% of employers.
Although it takes some practice to use social media for recruitment, if done well, it could give a big competitive edge. Some of the things that prove to be effective are using LinkedIn to find suitable applicants, reaching out to them on Facebook, etc.
Automate the process
One of the most important steps in the hiring process is candidate screening, which enables recruiters to weed out candidates who are unsuitable for a position and concentrate on those who most closely fit the requirements.
Automation of the screening procedure with AI is the best option. Based on the job specifications that your recruiting team has specified, the appropriate application tracking system can provide you with an automated selection of candidates. This function speeds up the recruiting process while preserving the caliber of the background check.
Create a systematic application process
Making the applications as brief as feasible will simplify the approach. Try to remove any pointless form fields. You can let users link to their portfolios or LinkedIn profiles, or you can give one-click application options.
The portals and forms can easily be made mobile-friendly. Make sure they can submit resumes and cover letters from their phones and that they don’t have to scroll through lengthy forms.
Establish clear communication
Comprehensive feedback gives context to the analytical data that applicant tracking systems provide. Candidates are 38% more likely to accept a job offer if they are happy with the entire interview process. You can find out the candidate’s reasoning for quitting the application process and whether they would suggest your company as a place to work.
It’s essential to collect candidate feedback to identify the merits and shortcomings of your hiring procedures. You may improve the hiring process by taking advice from folks on the other side of the hiring table. To better appreciate their time, consider their experience, the reasons they quit the process, and how you may improve the recruitment and selection process.
Utilize mobile application
Mobile recruiting offers two important benefits. To begin with, it makes it possible for recruiting teams and recruiters to manage the process from any location where they have access to a mobile device.
Schedule interviews, provide internal comments, communicate with candidates, and other tasks can all be done remotely rather than in-person. Second, it allows the hiring staff to connect with candidates over the internet and through mobile devices, which candidates are becoming more reliant on.
There are many people looking for jobs, which means there are many chances to identify the right applicant. This checklist will help in expediting the process and increase the quality of new hires.