Recruiting is vital for all businesses and mistakes during the hiring process can be terribly costly.
Fortunately, there are some telltale signs that can help you detect when you are doing something wrong. If you are still collecting applications over the counter, creating complex spreadsheets to store data, struggling to manage tight scheduling, something isn’t right in your hiring process.
In this article, we will cover 5 essential indicators that might be suggesting you should be changing your hiring process.
Too many unqualified candidates
Do you find yourself continually sifting through hundreds of unqualified CVs? It’s true that resume screening platforms such as RecruitMe can help you cut down on time when parsing resumes. But shouldn’t you be getting more qualified candidates in the first place?
Usually, mediocre applications are the result of poor job descriptions. From your organization’s perspective, the job description is vital in ensuring that the applications received for the position closely match the needs of the role itself.
A clear and concise job description will help you greatly down the road as it will the employee with the expectations that are required of them in the role. Moreover, if it provides enough detail to help the candidate assess if they are suitable for the position, the number of unqualified candidates should shrink dramatically.
Top candidates are hired elsewhere
Today’s job market is extremely competitive. It is not easy to attract real talent or to impress people seeking new employment opportunities. Moreover, it can be severely disheartening to see the most talented candidates go to the competition after you’ve done all the hard work in the hiring process.
This can be a sign that you aren’t working enough at your employer branding.
Similar to the way a corporate brand works, an employer brand includes the market’s perception of your company as an employer. It describes your promise to employees in exchange for their experience, talents, contacts, or skills. Make sure you assess where you stand as an employer on the market and start working on that first.
Another reason for losing candidates to the competition is that your hiring process is too slow. Use automated recruitment platforms such as RecruitMe to speed it up and increase candidate experience.
A spike in turnover rates
Multiple factors can lead to high a turnover rate, such as low employee engagement or bad culture fit in the workplace.
However, if turnover is constantly increasing, it might mean that your problem is most probably at the source, meaning your hiring process.
A slow, disjointed recruitment process drives top talent away. If you are still stuck with your traditional recruitment tools and techniques, you are practically pushing your potential employees away and then wondering why the top talent is turning you down time and again.
This means that you are never hiring the best people for the job, resulting in a bad fit for the position where neither the employer nor the employee is happy in the long run.
You spend way too much time in interviews
If you want to hire the best employees, you need to speed up your interview process – it’s as simple as that.
That’s because while it takes 40 days for the average company to fill an opening, top talent is only on the market for 10 days. This makes sense because candidates with the highest talent potential are going to be eaten up by competitors the longer an organization waits to extend an offer.
Once you’ve identified the best candidates on the market, schedule interviews with them as soon as you possibly can.
That being said, hiring managers often fall into the “interview template” trap of following a generic questionnaire, irrelevant to the candidates or the employer. This time-consuming and unproductive method is one of the worst culprits of the long and tedious hiring process.
This is mainly because interviewers do not have enough time preparing for the interview, as most of their time is wasted gathering CVs and parsing them. With a resume screening platform, they will be able to cut on tedious tasks and focus on the interviews themselves.
Recruiters can then tailor their questions to each candidate, allowing for a better experience and ultimately, a good hire.
No way to fall on reliable data
Unless you are using a dedicated recruitment platform, it will be very difficult for you to actually analyze your hiring process. Without having a clear picture of the costs and time you need to fill a specific position, your hiring process will be stuck in the stone age.
Recruiting KPIs (Key Performance Indicators) are specific metrics that help you measure the effectiveness of your hiring process and your recruiting team. KPIs use data to provide insights into how close (or far) you are from reaching your recruiting goals and helps you make more strategic decisions about where to allocate your time and money.
While on the surface many KPIs just look like numbers, when analyzed in the context of your organization, you can better understand how you’re connecting with your candidates and make the necessary adjustments to achieve your goals more efficiently.
Dashboards like RecruitMe are increasingly important in today’s HR departments. They help visualize key information to manage the workforce the best way possible, and understand potential weak points, in order to resolve them as soon as they are spotted. The smart use of recruitment analytics saves a lot of time and money in helping managers make better-informed talent decisions or track employees’ performance.
The hiring process is rapidly evolving. You must stay on top of all recruitment evolutions on the job market in order to hire the best and most fitting talent for your organization.
By now, you should be convinced by the endless benefits of an automated recruitment platform. It does everything from resume screening to hiring, onboarding, and data tracking and it will become an essential tool towards a cost-effective and successful hiring process.