The latest figures from online jobs search site Adzuna suggests that the number of job vacancies is now exceeding applicants. Advertised vacancies increased by 3.5% from January to reach 1.23 million last month. With the added uncertainty over Brexit, a candidate shortfall seems inevitable. To avoid a skills shortage in your business, your hiring process must be streamlined and responsive but for many candidates that isn’t their experience.
Are these the missing links in your hiring process?
Rapid online application : One third of your prospective candidates won’t spend more than 15 minutes completing an online job application. The more you ask job seekers to repeat the same information, the less likely they are to hit ‘apply’. Netflix offers the fastest job application with a total of a one minute application time and five screening questions. Facebook, Amazon and Google also rank highly in rapid job submissions. While you may not be able to match their standards, streamline your application process to ensure you attract the attention of qualified candidates and offer a ‘one click’ apply option too.
Engagement with candidates : Candidate no-shows and ‘job-hoarders’ are on the rise putting the pressure on hiring teams. New research from CV Library shows that some candidates fail to show up for interview because the employer isn’t making enough of an effort to stay engaged during the hiring process. A simple way to reduce your no-shows for many candidates is by e-mailing or texting interview confirmation the day before the interview.
Post-interview feedback : Nearly half (45%) of the candidates surveyed by CV Library suggested employers should offer constructive feedback. Feedback is essential to provide a positive experience for unsuccessful candidates and promotes a positive brand message. Unhappy candidates take to social media to vent their frustration at the recruitment process. Over half of all businesses have had negative online reviews and a study in the Harvard Business Review suggests that a poor online reputation can increase your hiring costs by 10%.
Candidate feedback : Don't assume your interview process is flawless. Asking for feedback from all applicants attending interview will enable you to improve the candidate experience.. Research from Alexander Mann found that 83% of job seekers state the interview is a key part of the overall candidate experience but 41% of hiring managers are not good interviewers and 42% have had no formal interview training. Review feedback from all of your candidates to understand what you could do better.
A faster hiring time : Research from Robert Half found that it’s taking HR an average of 28 days per hire. The talent your business needs to meet its goals will only briefly make an appearance on the jobs market. Reducing your time to hire is probably the most important step you can take to improve your hiring success as candidates with key skills become harder to source. A delay in making your final candidate selection will also reflect poorly on your brand and your ability to make decisions. Liaise with all stakeholders and communicate your decision to your preferred candidate ideally with 24 hours after your interview.
A personal touch : Most candidates submit a job application believing that their carefully prepared CV is being thrown into the black hole of your ATS. While technology is vital for employers to effectively manage the hiring process, it is the personal touch from hiring managers and recruiters that will make the difference in the candidate experience and present a positive impression of your employer brand.
Understanding key metrics : Technology will reveal the roadblocks in your talent acquisition, including key metrics such as time to hire, cost of hire, the rate at which candidates are leaving your recruitment funnel and most importantly quality of hire. While most organisations understand the importance of technology, Deloitte’s 2017 Global Capital Trends Survey found that only 9% of businesses believe they have a good understanding of which talent dimensions drive performance in their organisation. If you don’t know or understand your basic hiring metrics, your business will struggle to attract qualified candidates.
Sit through your own hiring process : Don’t assume your hiring process is flawless. Most could be improved in some way. The ‘mystery shopper’ approach will tell you all you need to know about how effective, accessible and user friendly your hiring process is and allow you to make the changes needed to attract talent.
Kate Smedley offers a range of talent solutions including advice on your hiring process and content to boost your employer brand.
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With 18 years of experience in in recruitment, Kate Smedley offers a range of talent solutions for employers and careers advice for professionals.