Ji-A Min — May 9, 2017 The “hiring is broken” rap is a hard one for recruiters to beat and the hiring process is only predicted to become even harder this year.
To help you maintain your recruiting sanity, I’ve compiled a list of 6 fixes to improve your hiring process summarized in an infographic below.
1. Attract more candidates by promoting your employer brand
A LinkedIn survey found the #1 obstacle for job seekers changing jobs is “not knowing what it’s really like to work at the company.”
This uncertainty is a big reason why recruitment marketing has become so popular. As a central part of recruitment marketing, your employer brand is a reflection of your company’s culture, values, and mission.
Whether it’s through your company’s videos, photos, blogs, and social media statuses or third party review sites like Glassdoor, dramatically improve your hiring process by ensuring your employer brand is searchable, authentic, and compelling.
2. Improve your job posting by adding your employee value proposition
Improving your job posting is a simple but overlooked fix to improve your hiring process. Most job postings seem to be written as an afterthought: long, boring, and technical. Worst of all, they tend to be company- rather than candidate-focused.
Research has found that job postings that emphasize what the job offers to fulfil the candidate’s needs not only attracts more applicants, but a higher quality of applicants too.
One of the best ways to highlight this job-candidate fit is to include your employee value proposition: the rewards or benefits that an employee can expect to receive in return for their performance.
Your employee value proposition should include what differentiates the job and company from whether it’s career progression, autonomy and flexibility, or amazing perks.
3. Reduce time to hire by automating your resume screening
For every 100 applicants a high volume job posting receives, around 65% are ignored.
Automating resume screening using software powered by AI eliminates this resume “ignore problem.”
iCIMS found a resume spends 23% of its time in the screening phase. Using AI to automate your resume screening improves your hiring process because it drastically reduces time to hire without sacrificing quality of hire.
In fact, AI for resume screening has the potential to increase quality of hire because it screens every resume instantly screened which prevents good candidates from falling through the cracks and ignored.
AI for recruiting software analyses your existing resume database to learn what the qualifications of successful employees are and then applies that knowledge instantly screen, grade, and rank new candidates (e.g., from A to D).
4. Reduce candidate acquisition costs by rediscovering candidates
Although the typical large company is sitting on thousands – if not millions – of resumes, most ATS software lack the ability to accurately search an existing resume database to match previous candidates to current reqs.
Talent rediscovery software solves this issue by using AI to analyze your job description and then searching your existing ATS to find candidates who have applied to your company in the past who fit the requirements of a current job opening.
Rediscovering previous candidates improves your hiring process because eliminates the need to come up with Boolean or keyword searches to conduct a resume search manually as well as saves you money on candidate acquisition costs.
5. Improve your candidate experience by personalizing your interactions
A CareerBuilder survey found that the #1 complaint of job seekers about the hiring process is a lack of personalization.
Employer behavior falls short of candidate expectations: while 52% of employers respond to less than half of the candidates who apply, 84% of candidates expect a personal email reply to their application and 52% expect a phone call.
One of the biggest benefits of using technology to improve hiring is reducing the administrative burden and freeing up recruiters’ time to personalize candidate experience.
By automating your resume screening, each and every application can be screened, ranked, and replied to. Recruiters can concentrate on the shortlist of candidates identified as strong matches, e.g., all candidates graded as am A.
Recruiters can use this freed-up time to create more in-depth, high-touch relationships with qualified candidates to uncover their needs, determine fit, and persuade them to consider to opportunity.
6. Show your recruiting value by using business-related metrics
Recruiting metrics are measurements that provide insights into the value and effectiveness of your recruiting process.
They provide information for recruiters to identify where process improvements are needed and justify investment into specific recruiting functions.
Measuring recruiting metrics and linking them to business outcomes, for example, reduced costs related to decreased turnover or increased revenue related to hiring top performers, significantly improves your hiring process because it demonstrates your financial and strategic value to the company.
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