By KES THYGSEN
Companies spend more time than ever before finding
talent and making good hires. Glassdoor’s 2015 Why is Hiring Taking
Longer? report revealed that between 2010 and 2014, the average time it
took to hire an employee in the US increased from 12.6 days to 22.9
days. How can companies compete for talent as the time to hire continues
to rise?
Employers need to maintain a human element during the hiring process. Just as important, they must provide a positive candidate experience that moves quickly enough to keep top talent engaged.
Employers need to maintain a human element during the hiring process. Just as important, they must provide a positive candidate experience that moves quickly enough to keep top talent engaged.
Robert Half’s Time to Hire survey found that nearly one-quarter of workers lose interest within one week of the first interview.
Here’s a look at how employers can move forward on a compressed timetable while maintaining a more personal approach.
Start an employee referral programme
Employee referral programmes are an effective tool to reduce hiring time, but that’s just one of their many benefits.
Of the 107 HR professionals surveyed for the iCIMS Impact of a Successful Employee Referral Programme study, 63 per cent reported their companies have a documented referral programme. Most HR specialists know the advantages that referrals bring: More than half said referred employees are better cultural fits, stay longer and are more satisfied. A robust social-recruiting strategy is part of any successful employee referral programme. Posting photos and content that communicate your workplace culture can emphasise the human element behind the company and your employer brand. Encourage employees to make the most of their social-media networks.
Of the 107 HR professionals surveyed for the iCIMS Impact of a Successful Employee Referral Programme study, 63 per cent reported their companies have a documented referral programme. Most HR specialists know the advantages that referrals bring: More than half said referred employees are better cultural fits, stay longer and are more satisfied. A robust social-recruiting strategy is part of any successful employee referral programme. Posting photos and content that communicate your workplace culture can emphasise the human element behind the company and your employer brand. Encourage employees to make the most of their social-media networks.
Get talent moving
Create a talent-mobility programme that provides
employees opportunities to grow and advance within the organisation.
When companies invest in professional development for staff, they’re
prepped to hire from within.
How human element in your hiring sets you up for success
This has the added perk of making succession
planning a lot easier. Scrambling to fill positions takes resources away
from what’s needed to maintain daily operations. When an executive or
manager leaves the company, employers need a pipeline of qualified
workers who are ready to move up the ladder.
This is precisely where talent-mobility programmes
shine: They prepare top talent to advance when the opportunity presents
itself. HR saves time and money by bypassing external job postings.
Plus, the HR department’s hiring professionals know
which internal candidates are the best fits to embody and convey the
company’s culture.
Applicant tracking system
An applicant tracking system (ATS) can be your best
tool for managing a fast-moving and intelligent recruitment process. If
you have an ATS in place, consult your software provider to learn how
the system can coordinate communications scheduling. It’s crucial you
maintain communications with all job seekers — even passive ones.
Schedule follow-ups to target previous candidates
who showed talent but perhaps were underqualified for past
opportunities. The same is true for applicants who fit your company
culture but might not have been right for a particular role during
earlier hiring processes.
Keep a database of these contacts so it’s easy to
reconnect. When you have a need that matches their skill sets,
personalise your messaging. It’s important for recipients to know
they’re hearing from someone in their network and not a bot within an
automated system.
Use interactive screening techniques
Technology has enabled companies to cut down on screening
time without sacrificing a human touch. Consider interactive screening
procedures that engage job seekers. Phone interviews are fine, but video
interviewing adds another dimension.
It’s best to provide candidates with a sampling of
company information before setting up a video interview. Include an
introduction clip that briefs them on the company’s founding and current
position, its most influential core values and its employee and brand
culture. These cues help them see beyond the surface of your
organisation’s website or social media posts and learn enough to
determine if they might fit in well.
Video interviews provide flexibility for candidates
and hiring teams alike. Because applicants can respond and record at
their own convenience, they’re primed to project their best selves. This
eliminates some stressfulness and relieves nerves.
Thygesen is the co-founder and head of product at RolePoint.
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