6 Ways to Improve Your Recruiting Process
Recruiting new hires to join your company can be a huge time and monetary investment. With a push to find top talent right now, the competition is more fierce than ever and it's more important than ever to focus your efforts where they matter most. A seamless recruiting process can increase your hiring ROI, create a more enjoyable experience for candidates, and boost the quality of talent in your hiring pool. Here are 6 ways to improve your recruiting process:
1. Review the Current Process
Take a step back to evaluate your current hiring process. Meet with your team and thoroughly discuss:
- What aspects of your recruiting process are working? What aspects aren't working?
- Are any of your tasks too time consuming? What should you be spending more time on? Where are you finding the most qualified candidates?
- What are your team's biggest pain points? How can be addressed and resolved?
Use the answers to these questions to create an action plan so that you can set clear goals of what you want to achieve with your recruiting process and what needs to be done to get there.
2. Let the Job Posts Do the Talking
When it comes to specific positions, it's important to craft clear and compelling job descriptions that help sell the job to the right candidates. Job postings should highlight your company's unique culture and other perks to entice the candidate on why they want to work there. They should also include a detailed yet precise description of the job responsibilities and requirements. Writing well thought out job postings can help your business vet out candidates who might not be the right fit.
3. Ensure Legally Compliant Practices
Building hiring practices that are legally compliant from the start can help save you time and money in the long run. Additionally, setting these processes in place early on can provide your company the infrastructure it needs to scales as your team grows. To get started, your company must make sure to use an FCRA-compliant employment screening tool like GoodHire. Next, we recommend reviewing and remaining up to date with all HR laws and policies. Conduct periodic audits of your recruiting process to make sure your practices always compliant. Check out The Ultimate FCRA Compliance Factsheet to start your review.
4. Advertise Opportunities on the Right Networks
With the number of job boards and advertising channels out there, it can be hard to determine where to start marketing open job positions. If you've been advertising for awhile, compile your numbers and do a quick analysis to find out which channels are giving you the highest return on investment. If you haven't done much advertising in the past, do some research to see what sites have an audience made up of your target candidates and start there. Consider testing out a few options for a short period of times as a test to see what you can learn. Be sure to only focus on those channels where you're finding the right candidates.
5. Involve Existing Employees
Your employees may be one of the most untapped resources for recruiting candidates. Incentivize employees to refer applicants from their extended networks. Establish a referral program, train employees on how to interview, and host information sessions on how to use social networks to refer candidates. By giving your employees insight into the recruiting process, they'll have a better understanding of how their professional networks can benefit the company.
6. Choose the Right Technology
Take the stress and hassle out of the recruiting process for both you and your candidates by choosing the right applicant tracking system (ATS). Use a platform that is intuitive to integrate into your team's routine, increases efficiency, and saves you time by eliminating any unneeded manual processes. We recommend, Kinetics, a tool that lets you collaborate with other team members, navigate through resumes, and communicate with candidates, all through a single interface.