Hiring new workers can be a significant strain on your team. Not only does it take time and effort to find suitable candidates, but it also takes time to onboard and train them. If you make a mistake in the hiring process, you could damage your company in the short and long term. And if the people you hire don’t want to stick around for long, then you’ll be forced to start the process again.
So, what is the solution to poor hires and employee churn? Better hiring processes can help to bolster the intake of new employees and ensure that the people you hire are committed to the role. It can also streamline the recruitment process so that you’re always ready to switch on the recruitment engine at a moment’s notice. Here are 8 ways you can improve your hiring process.
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1. Establish a system
When your recruitment process can run on autopilot, you’ll free up time and energy from those people tasked with finding new employees. They will then be able to focus on choosing the right candidate for the role. A good system will allow you to think less about the smaller details and focus on the bigger picture. This will allow you to streamline and prioritise recruitment in your business.
2. Always accept CVs
If you only accept CVs when you are actively hiring for a new role, you could be missing out on some excellent candidates that have singled out your organisation as one to watch. By always accepting CVs, you’ll be ready to hit the ground running when a new position opens up. While these people might have accepted other roles in the meantime, they might be willing to look elsewhere if you can present a better offer.
3. Write better job descriptions
Quality recruitment starts with writing better job descriptions. A job description needs to be descriptive rather than vague. Vague descriptions will only turn away candidates as they will be concerned they are either over or under-qualified. By being descriptive and precise, you can allow candidates to paint a picture of the role in their minds and see themselves in the role. A good job description will also help candidates to write better applications.
4. Don’t waste time
The best candidates won’t stick around for long, so it’s best to not keep them waiting for information about the next steps. Keep all candidates informed about the process and when they can hear if they have been successful. If you need to pause recruitment at any stage, be prepared to start again from scratch rather than going back to candidates that you have already interviewed.
5. Make it a conversation
All interviews should be a two-way conversation, not a one-sided grilling. Always give candidates the opportunity to ask questions and turn the tables on you during the interview stage. You want them to feel comfortable and confident that the job is the right move for them as this will help to increase the chances they will stick around for the long haul.
6. Be transparent
Being honest about the role available, the salary, and the expectations you have is the best policy when hiring new candidates. There’s little sense in trying to spring a surprise on them further down the recruitment journey. When you are transparent about the job on offer, you’ll be rewarded with transparency from candidates in return. This will make for a more positive interview experience for both parties. You should always try to make the recruitment experience a positive one for all candidates, both successful and unsuccessful, as your reputation rests on it.
7. Offer perks employees want
When creating a benefits package, make sure you are offering perks that individuals actually want. If you aren’t sure what they are looking for, try asking current staff what would be most helpful to them. You could be wasting a lot of money offering lunchtime yoga classes when all your staff really want is the option to work from home a few days a week. Check in with existing employees and find out what perks would make their workday more positive.
8. Work on your careers page
In an ideal world, candidates would flock to you because they know you offer an excellent place to work. So when the time comes to fill a role, you’ll already have a stack of CVs from qualified and motivated candidates. The only way this will happen is if you create a compelling offer, and this often starts with your careers page.
Your careers page is a showcase of all the incredible perks employees will enjoy when working for you. Think about what you offer as an employer and how you can communicate this to website visitors. You should also consider a referral programme to encourage current employees to recommend your company to their friends. This is a great way to generate interest in your company without having to lift a finger.
