With organisations reporting recruitment challenges as well as a lack of internal talent, employers need to challenge themselves and stop the pain of recruitment.
In the current economic environment, prospective candidates are now facing a challenging recruitment process; it’s more important than ever that organisations find the right candidate for the role. Poor recruitment decisions and processes lead to high attrition, which is very costly. However, the risk of a poor decision should be less likely as more and more companies are extending their recruitment process as they ask candidates to show off their skills and knowledge in a variety of different ways.
A few years ago depending on the job role you may have two or three stages at the most. Nowadays, it’s not unusual to have anywhere from five to eight stages until minds are made up. Add a long and convoluted sign-off process to a recruitment decision and all of a sudden candidates are involved in a process which can take several months.
So, what is the ‘right’ process to ensure that a business can select the best candidate whilst still engaging all candidates in the process and demonstrating all the positives of the company?
The first thing is to ensure the hiring manager can articulate what the role involves and can describe the key responsibilities and skills required. Don’t get lost in the nitty gritty of a role, keep it focused on outputs and not on the day-to-day activity. Clarify whether qualifications or specific credentials are essential or desirable.
Once the details regarding the role have been established then you need to think about how a candidate can demonstrate the skills, knowledge and behaviours and what environment this can take place in. Whilst it’s important to recruit the right person don’t get bogged down with the process, remember that it’s not just about the qualifications or experience: it’s about the people themselves.
Many companies are so focused on needing to recruit for a position, they forget about the actual candidate and their experience. Often organisations have a fixed process, however each recruitment decision deserves to be treated individually and not just a one size fits all. When you consider the costs involved, it’s important that each decision gets the attention it deserves.
Here are some considerations for your recruitment process:
- Has the role been clearly defined, so candidates can understand what would be expected of them?
- Does the candidate really need to have three separate interviews with different managers or can a panel of interviewers be arranged?
- Can an assessment day provide the candidate the opportunity to demonstrate their skills rather than having four separate stages?
- Do you need the candidate to prepare a presentation or will a carefully planned interview work just as well?
- What is the timeframe for the recruitment and when is the role required? Don’t plan a 3-stage interview if you need a candidate in the role in a couple of weeks.
- Who needs to be involved with the hiring process and what is their availability?
- How transparent is your process for the candidates?
- Once you find the ideal candidate, what plans are in place to provide an engaging and transparent Onboarding process?
Many candidates feel let down by companies as they often fail to live up to their promises. Business needs change and sometimes it can be difficult to get final decisions on roles, however keep the candidate informed with the process and never tell them something that you can’t deliver on. It’s important to remember that your candidate will be assessing you as a company and will be making their decisions based on the experience they have during recruitment so make sure its it’s a positive one.
If you’re using an agency, ensure you keep them up to date with the process and that they are giving the right information to the candidates. Get feedback from the candidates throughout the process and afterwards regarding their experience dealing with the agency and use this information to improve the service the agency provides.
Recruitment is about cost vs. effort vs. risk, but organisations need to realise that it is more important than ever to ensure they are also creating an attractive and engaging experience for candidates so that they are excited about potential roles and really want to come and join the company.
So ask yourself: what do the people you would call ‘future talent’ think about your company and the recruitment experience that you offer? Tell us about your approach to creating a positive and engaging recruitment process in the comments below.
At Right Trax Training we can help you to streamline your recruitment process and help your hiring managers to develop the skills to create a positive candidate experience that adds value to your business. Get in touch to find out more.