Improve the Hiring Process: Why You Should Put the Candidate First

Dec 12, 2017

Improve Hiring Process

When you are looking for a method to transform your business, consider improving your hiring process. That requires understanding why and how you should serve candidates who are interested in your job openings.

First, consider that the current workforce environment is a candidate market. Candidates are more sophisticated than ever, evaluating the hiring process to get an idea of your company culture, and making a first impression about your brand before they ever set foot in your office.

Additionally, today's workforce is more capable of finding sources of income than ever before. They are no longer exclusively dependent on a traditional employee/employer relationship to find their main source of income.

This picture of the modern workforce means companies need to update their thinking to focus on candidates first, which will allow you to become an employer of choice in your market.

Key Statistics on the Hiring Process You Need to Know

Consider the following statistics from JobBoard.com that highlight the need to improve the candidate experience to transform your company.

  • 83% of talent say a negative interview experience can change their mind about a role or company they once liked.
  • 87% of talent say a positive interview experience can change their mind about a role or company they once disliked.
  • 60% of job seekers have quit an application due to its length or complexity.

The following statistics highlight a discrepancy between what employers believe about their application process compared to what prospective employees are seeing.

  • 72% of hiring managers say they provide clear job descriptions.
  • 36% of candidates say employers provide clear job descriptions.

The old way of thinking is to stick to a traditional hiring process to filter out candidates who are not truly interested in your company or position. However, these stats and the sophistication of the workforce indicate that you will miss top talent if you do not adapt.

The potential result of not adapting to serve candidates is a decline in revenue, increased turnover costs from hiring lesser candidates, and lost market share due to top employees joining competitors. Consider the following ways to improve your hiring process to ensure you are capable of transforming your business.

Read What Current or Former Employees are Saying

In addition to candidates being more sophisticated, job boards are more sophisticated. Websites such as Glassdoor.com allow candidates to look inside your company to evaluate whether they want to work for you before they ever apply for a position.

Your team should regularly monitor Glassdoor and other similar job board websites to see what candidates, current employees, and former employees are saying about your company. Embracing this feedback will help you improve, which will produce compounding results:

  • Read your feedback
  • Implement changes in the hiring process
  • Implement changes in your workplace
  • See more positive reviews
  • Become an employer of choice
  • Attract top-tier talent
  • See an increase in productivity
  • Grow your company's revenue and market share

The first step is typically the most difficult. Many companies do not want to embrace their feedback because they think of it as a restaurant review site where consumers typically leave extremely negative or positive reviews that are not a true reflection of the establishment.

In actuality, job reviews are very helpful to companies. Why? According to the JobBoard.com statistics, 72 percent of job seekers share their interview experience on an employer review site. That is a large sample size to receive feedback that you can implement in your company, especially adjusting your approach to communicating with these individuals during the hiring process.

Don't Forget to Communicate with Job Candidates

One of the fundamental issues that companies overlook in the hiring process is communicating with candidates.

The traditional thinking is that companies are doing candidates a service by considering them for a job opening, so candidates should expect to wait to hear back. However, your company is not a sweepstakes where individuals apply to win a prize and hope to get called back.

To improve your reputation and ability to attract top candidates, you should make it a priority to communicate with candidates throughout the hiring process. Consider the following additional stats from JobBoard:

  • 80% of job seekers say they would be discouraged to consider another relevant job at the same company if they failed to notify them of their application status.
  • Conversely, a candidate is 3.5 times more likely to re-apply for a different position if they were notified of their status.

Regularly communicating with candidates shows a high level of respect for the individual, signals that your company is organized and thoughtful, and conveys that you are actively seeking top candidates, not just settling for whichever person makes it through a long, drawn-out hiring process.

It is important to form these good habits now so that you can grow into an employer of choice. Why? There are future hiring trends that will make the hiring process even more personal that will help you transform your business.

What are the Future Trends that Will Impact Hiring?

Consider these future trends that will impact the candidate hiring experience that your company needs to be aware of.

1. Recruiting will get hyper-personal. Technology is being developed where your company's applicant tracking system and CRM system will be able to customize messages to candidates using AI (artificial intelligence).

The emerging technology will also allow you to create a personalized application and interview process. What can you do now? Form good communication habits in your hiring process now to take advantage of advanced technology in the future.

2. The hiring cycle will be more efficient and much faster. Technological advancements will allow companies to make faster hiring decisions. This means candidates' expectations will change in future years, requiring your company to adjust to keep quality candidates engaged in the hiring process.

Using advanced technology will ensure that your company does not lose quality candidates due to a cumbersome or lengthy process. What can you do now? Have a clearly-defined hiring process that allows you to stay up to speed with current candidate expectations so that you can adapt in the future.

3. Candidates will know more about your company. In the future, information about your company will become increasingly more accessible. Your company needs to adapt by posting more detailed job descriptions that capture what success looks like in their potential role.

Today's sophisticated candidates are not just looking for a detailed list of duties and responsibilities in a job posting; they are looking for success factors. What can you do now? Managers in your company need to define and quantify success in each role. Then, you can share this information with candidates to attract top-tier individuals who are prepared to walk into your company and produce on Day 1.

Does your company need support to better serve candidates? Consider the ZERORISK HR Behavioral Interview Training. This course is a proven guide to understanding and implementing effective techniques to identify top talent, improve your hiring ROI, and increase your competitive edge when hiring.

ZERORISK helps organizations build great cultures by identifying, developing, and retaining top talent. The ZERORISK Hiring System blends a revolutionary behavioral science with state-of-the-art technology to reduce unwanted turnover and improve employee performance. For more information contact us at (800) 827-5991.

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