There is a lot of friction in the traditional recruitment process. Recruiters often face the challenge of not having an adequate talent pool to fill an opening. On the other hand, there are also highly advertised job openings that attract a lot of applicants who do not really fit the role. Filtering these thousands of applications to find candidates you like can be an uphill task.
In addition to these issues, recruiters also routinely experience friction in the interview process itself or during onboarding and all this can bring down the effectiveness of your recruitment process as a whole. Here are a few tips to make your recruitment process seamless and more effective.
Automate Candidate Sourcing
A recent study found that nearly three-quarters of all recruiters struggle to find relevant talent for their requirements. This is ironic given that nearly 40% of all surveyed employees planned on switching jobs in any given year. The struggle to find quality candidates is thus simply a product of your ineffective candidate sourcing strategy.
One quick way to fix the situation is through automating your candidate sourcing process. For example, with TalentNow, you can easily source candidates from various channels, assign them to various job openings, submit them to clients, and so on. Through automation, you may scale up your sourcing process as much as your business needs without having to worry about not finding adequate candidates in your recruitment pool.
Digitize Vendor/Client Relationship
The study we linked to earlier in this article also found that the most qualified candidates for a job get hired within ten days. This presents recruiters with a challenge since failure to snap them right away could mean losing your candidates to a rival agency.
One of the biggest stumbling blocks in reducing the turnaround time in recruitment is the bureaucracy in vendor-client relationships. It is not uncommon for clients to take several days, if not weeks, to process your list of shortlisted candidates, or for your agency to process similar shortlists made by your vendors.
The friction that exists in this process could delay recruitment by several days. Digitizing the entire process and letting clients approve shortlists based on pre-defined criteria can reduce the turnaround time significantly thus making your process much smoother.
Avoiding Tyre Kickers
Tyre kickers (candidates who appear interested but have no intention to switch) are by far the biggest source of friction in a recruitment process. These candidates slow down the recruitment process and waste the recruiters’ time, and this delay could also potentially cause your organization to lose qualified candidates you are actually interested in.
It is however possible to make small tweaks to your recruitment process and eliminate the tyre kickers. One quick way to do this is by adding interview questions as part of the application process. Requiring applicants to do more than just submit an application ensures that only motivated candidates apply. However, this can also bring down your candidate pool quite significantly.
An efficient middle ground is to split your application process into multiple steps. In the first step, let candidates apply seamlessly with just a click of a button. Follow this up with an additional section for interview questions. This way, you will be able to build a list of dedicated applicants and you can dig deeper into the larger pool of candidates only if you fail to build a proper shortlist from this list.
Work on a sample project
Many workplaces now include a sample project or preliminary task in the later phases of their interview processes. This is one way to see how a candidate thinks and works, without either one having to commit first. It’s best used once you’ve narrowed candidates, so you’re not asking every applicant for extra work.
The best way to do this is to draft a description of a small 2-4 hour project that is a sample of the work they’ll be doing. Use a time tracking app with screenshots or app/URL tracking to see how they would approach the challenge. Plus, you can use that tracked time to pay them for their work.
Paying your prospective hire for this sample work shows you value their expertise and lets them know this project will be implemented once they’re brought on — thus ensuring focus and dedication on their part.
Invest in automated onboarding
Studies show that an overwhelming majority of employees who are poorly onboarded tend to quit the organization within the first six months. Most recruitment agencies offer free replacements for up to six months – and poor onboarding could not only impact revenues, but also increase friction in the process.
One way to make the process smoother is by investing in automated onboarding. Many employers prefer classroom-based onboarding in order to personalize their training sessions. The problem however is that most human beings have short attention spans. Also, the effectiveness of classroom coaching is highly reliant on a specific trainer.
Automated video-based training sessions make sure that your agency invests in effective onboarding session once and this can be reused for each employee you hire. In addition to this, also make sure that the training sessions are not long, and your sessions are produced with helpful visuals and audio that can improve learning efficiency.
An interview process is highly resource-intensive and can involve crucial man-hours from several people from your or your client’s organization. In addition to this, the interview process can also be expensive if the client pays for an applicant’s travel.
Recruiters could potentially save time and money by relegating face-to-face interviews for just the last round. By restricting all the initial screening to Skype or phone-call based interviews or video interviews, recruiters could save a lot of time. This also means the various department heads only spend time interviewing the most qualified candidates and this avoid burnout from the interviewer’s side.
Assembly Line Interview Process
Each candidate is unique. That however does not mean that every interview round has to be unique as well. An unstructured interview process is challenging for several reasons. Firstly, the interviewer may not be able to benchmark the performance of one candidate against the other. Also, in the absence of a structured interview process, interviewers may also evaluate a candidate on the same parameter while failing to assess other equally vital metrics.
To make the process smoother, it is important for an organization to split up the interview process among several interviewers each with very specific objectives. For instance, the tech lead may be responsible for assessing the candidate’s technical specialty while the business head may be in charge of assessing a candidate’s personality fit. This way, each interviewer may assess and benchmark various candidates on very specific criteria. Also, with such a strategy, your organization may be able to train your interviewers for specific skills that they need in an interview process.
Over to you – what strategies have you employed to make the recruitment process smoother and effective? Share your thoughts in the comments.
About the Author
Anand Srinivasan is the founder of Hubbion, a suite of free business apps and resources. Their comparison section has comprehensive feature and price comparison of all the necessary business products and services.