How to improve your recruitment process
- February 15, 2023
8 simple steps to improving your recruitment process
An efficient and streamlined recruitment process is more enjoyable for both candidates and the hiring teams. Improving your recruitment process will also make your company more appealing to candidates.
So, follow these eight steps to make your hiring process more successful.
Step one: make your job ads clear, accurate & exciting
In order to attract the right people, you need to ensure your job ad clearly summarises what the role entails. Adding unnecessary and irrelevant information will only confuse your desired candidates, and will likely prevent them from applying.
So, here are a few things to consider for your job ads:
- Provide specific details about the role
- Choose simple and concise job titles
- Use clear and inclusive language
- Include a salary bracket, even if you have to make it broad
Step two: diversify your candidate sourcing
Expanding your talent sourcing is important if you want to capture the best candidates. Just because they’re not actively looking, or aren’t “open” to recruiters on LinkedIn, it doesn’t mean they won’t be interested in the job opportunities you’re recruiting for.
Here are some ways to boost your sourcing:
- Make the most of social media by exploring conversations across social platforms and looking for people with expertise in the areas you’re recruiting for.
- Attend industry events and conferences relevant to your job roles.
- Implement a referral program with incentives to find high-quality hires.
- Invest in sourcing tools to help you find qualified candidates
Step three: build talent pipelines
A talent pipeline is a group or “pool” of potential candidates who are ready to fill a position. Building these pipelines is a great way to ensure you always have candidates ready when a new job opportunity comes up, saving you valuable time and resources. In order to build a successful talent pipeline, you’ll need to create a framework that develops and nurtures long-term relationships with potential hires. Your framework should be unique to your business and align with your long term goals.
Step four: shorten your application process
If your application process is long and tedious, candidates are likely to abandon it, or they could receive another offer in the time it takes you to decide whether you want them or not. That’s why making the hiring process more efficient is vital if you want to secure the best talent. It’s obviously important to make sure you're correctly assessing each candidate as hiring too fast has its consequences. But, ensuring each part of the process is efficient and effective will help you remove any unnecessary steps.
Step five: use candidate assessments
One effective way to find out if your candidates are the right match for your team is to run assessments. There are many forms of assessments you can use to find out more about your candidates, such as a general skills test, an online assessment, or an in-person activity. You could even create something unique to the job role you’re hiring for. NB - Do not ask candidates to do any kind of assessment before meeting them, why should they? They might not even be interested in the job/company. Get the buy-in first.
Step six: involve current employees in interviews
Involving other members of your team in the interview stage is a great way to better assess the candidate. Having multiple people in an interview will ensure all questions are covered and allows for different perspectives to feedback on whether the candidate will be right for the role. In addition to this, involving current employees provides an opportunity for them to showcase why your company is a great business to work for.
Step seven: showcase your company culture
Your company culture, if done properly, could be your competitive advantage for attracting the best talent in the industry. So, during the recruitment process, it’s important to showcase your values and highlight your people-first approach.
It’s not enough to simply claim you have a great company culture. You need to think about how you’re communicating your intentions and beliefs to potential candidates. Across your social platforms, job ads, and website, make sure you’re highlighting your brand values consistently.
Step eight: consider using a recruitment agency, of course!
From sourcing and screening candidates to organising interviews and negotiating salaries, recruitment takes time and resources, making it a long, stressful, and expensive process. Partnering with a recruitment agency to support your hiring process is a great way to reduce the pressure on internal teams and often save you time & money.
At Stonor, we’re experts in recruitment. With specialist consultants across Marketing & PR, Creative, Digital & Tech, Data & Insight, Sales, and Legal, we can help support your recruitment drive.
Get in contact today to find out more about our services.