How do you create a positive recruitment journey?

This is the foundation of every successful hiring process. If done wrongly, the other process might be broken. Your WHO determines your WHAT, WHERE & HOW. ?? This helps everyone to be on the same page too by avoiding recruiters searching for A while hiring managers want B.

We should implement a positive recruitment journey that includes several key steps to ensure a seamless, engaging, and respectful experience for candidates. Explain the stages of the recruitment process, including timelines and what candidates can expect at each stage. Keep candidates updated regularly on their status. It is important to be transparent when describing the role, responsibilities. Describe company culture, values and benefits in order to attract candidates. Provide candidates with opportunities to ask questions, respect, and listen actively. Enhance your employer brand and reputation by focusing on these aspects to create a recruitment journey that attracts top talent as well as leaves a positive impression on all candidates.

Be clear and transparent. From the moment candidates start applying to your jobs, be clear and transparent about what they can expect. Make it easy to apply. Your application process should be easy to navigate and complete. Follow up promptly. Respond to candidates' inquiries promptly and keep them updated on their status throughout the recruitment process. Provide feedback. Whether a candidate is selected or not, provide them with feedback on their application and interview performance. Showcase your company culture. Throughout the recruitment process, give candidates a glimpse into your company culture.

This step is critical and usually over looked. I call it Talent Mapping. The purpose is to identify who you are looking for with more detail. ? "Who are they?" ? "Where can I find them?" ? "How do I reach them?" ? "Why would they want to speak with me? Talent maps are great for both passive and active candidates because it will help you pitch the opportunity and probe for alignment with a candidates motivators.

In order to create a positive recruitment journey, recruiter needs create a good hiring process, from the job description to the interview process to follow-up communications. 1. Make it easy for candidates to learn about your company. 2. Write clear and enticing job descriptions. 3. Make the application process easy and accessible 4. Make your job application process mobile friendly 5. Welcome new hires with a smooth onboarding experience

Job ads are a thing of the past. With new opportunities to earn income remotely through affiliated marketing and influencing, it is all about leveraging your professional network when searching for a new opportunity and/or filling an available role at your organization. Everyone should be regularly updating your resume, even if you are not "actively seeking" a career change. Simply put, no one needs to click "apply" when they are in high demand. In addition, there is an increased focus for available candidates on organizational culture and work/life balance post pandemic. A job ad is just a formality to click "apply" and move forward in the interview process after a connection has been made.

Crafting the perfect job advertisement is key to attracting the right talent; here are four essential elements to make your ad stand out: Sure, here's a concise version in English: 1. Emphasize Diversity: Showcase your commitment to diversity and inclusion in the workplace. 2. Include Employee Voices: Use quotes from team members to authentically represent your company culture. 3. Highlight Development Opportunities: Inform about career progression and training opportunities. 4. Use Visuals: Employ images or videos to vividly depict the work environment.

True one! Job ads should reveal clarity - About organization - USP about the workplace ethics - About role - About education and desired skill sets - Gender preference to essential work etiquettes including shift timings, dress codes, working days. work mode - Call to action - Brief about the details to submit for evaluation Overall to be keywords optimized for the Ad to be displayed on the top of the results for candidates search -

Según mi experiencia, debemos enfocar el anucio laboral de acuerdo a los candidatos que queremos reclutar y la fuente de reclutamiento que vayamos a utilizar. Encontrar al candidato ideal también depende de donde los busquemos y de que forma lo busquemos.

Effective communication is the backbone of every successful hiring process. Be open to questions and feedback. Lead them through the hiring process. Doing this will help candidates get the right information they need to excel.

From the get go, clear outlines should be set. Don't just send a candidate a JD and then hope that they read it. Invite them to events, invite them to Podcasts, meet ups. What I tend to do is get the hiring manager on and invite the candidates on as well. What this does is build a relationship with the hiring manager also they get to ask questions they would only at interview. Most Techies are introverts, so it's building that level of confidence up first but also hear the real challenges.

Good recruitment relies on clear communication. Get involved, listen to expectations, motivations, and offer the necessary support throughout the process.

In my experience, overt transparency leads to better retention, specifically in recruitment process. It is important to let your candidates know the great things your employer is doing...but also be transparent about where your employer needs to work on or what could be improved. This shows the candidate that the company is self-aware and that there may be some gaps that need to be fixed. Often times these admissions can help the candidate see themselves as a positive contributor and may draw them to your open position.

I will repeatedly make sure that I am providing all the information necessary and that things are okay. I'll finish calls by asking is everything clear? Is there anything I can do to help? Are you missing anything? I'll often times ask similar questions in my emails. I realize that we all communicate differently and what may seem clear or obvious for me isn't always for my candidates.

Um eine positive Candidate Experience zu schaffen, solltest du sicherstellen, dass die Kandidaten direkt mit Personen sprechen, die fachlich auf Augenh?he sind (bei uns sind es meistens die potenziellen Vorgesetzten). So fühlen sich die Kandidaten ernst genommen und k?nnen einen authentischen Einblick in ihre m?gliche zukünftige Arbeitsumgebung und -kultur erhalten. Dies f?rdert Vertrauen und Respekt und st?rkt das Image deines Unternehmens als attraktiver Arbeitgeber.

On streamlining the process, use AI yes, but research carefully: - While most ATS’s claim AI processing, it’s merely keyword matching. Most of them only process PDF’s or Word Docs. Anything else is skipped in the parsing process. Meaning you miss out. - A demand for resumes will be a thing of the past at some point. Most people that changed jobs last year, weren’t looking. Do you have your resume ready to go? Plus most of the work population does not use LinkedIn. Assessments or automated pre screening are a better way and make the process much more enjoyable for applicants. - Biased search: AI still needs input to perform actions. How you train it will determine the output. Think about how the system learns and act accordingly.

You're absolutely right; the screening and selection process in recruitment is a crucial and complex task. Employing objective criteria, utilizing technology, involving various stakeholders, and maintaining efficiency while respecting candidates' time and privacy are all key factors in creating a successful and fair process. Achieving consistency and diversity in your selection approach is equally important for finding the best talent while promoting inclusivity.

AI can be a great asset here. AI can streamline the screening and selection process in several ways: Resume Screening Skill Matching Predictive Analytics Bias Reduction: AI can help reduce unconscious bias by focusing on objective data and eliminating subjective judgments in the selection process. Candidate Ranking: AI can rank candidates based on various criteria, making it easier to identify top prospects. By leveraging these AI-driven tools and techniques, recruiters can save time, reduce human bias, and improve the efficiency and effectiveness of their hiring processes. More time on interviews.

Undoubtedly, the screening and selection phase stands out as the most intricate yet pivotal step in the recruitment journey. While AI plays a significant role in optimizing candidate matching, it's crucial to infuse a human touch into the process. As talent acquisition professionals, we must prioritize fairness, aligning candidates with suitable roles while acknowledging each applicant's unique value. Above all else, the hallmarks of success lie in our ability to maintain timely responses, treat candidates with the utmost respect, and foster an environment that cherishes diversity.

The onboarding experience is not just a formality, but a chance to make a lasting impression on your new hires. After a stellar recruitment process, you don’t want to lose their enthusiasm and trust with a lacklustre onboarding journey. You should maintain regular and attentive communication with your new hires, just as you did when they were prospective candidates.

Important to note here that onboarding is not the same as orientation. Onboarding is a process to establish and confirm a sense of belonging for the new hire. Orientation is an event.

Once a candidate is hired, ensure a smooth onboarding process. Provide them with the necessary resources, introduce them to their team, and set clear expectations for their first few weeks.

It’s good to keep the candidate warm as they are nervous about the new role, and this can be a time when they may get a counter offer so worth ensuring that they are fully onboard the concept of the new job.

As TA professionals, our responsibilities don't end at interview level, it goes all the way to candidate onboarding. Remembering vividly, I once hired a Senior Manager with a lower budget, bcos that was what the management has approved. I know the organization needed his skills, I negotiated with candidate and management to meet the salary in the middle. Experiences are hard-earned accumulated process, we need to respect that from candidates. I have also incorporated 6 months onboarding plan. 1st meal as compulsory to the team lead. To me, onboarding doesn't end on Day 1; it takes 3 to 6 months for a person, to be engaged, find buddies at work, and to find himself sipping into the organization's culture.

I think this is a big gap in the recruiting process, I have personally been disappointed when dropped after a failed role attempt. It’s as if you are the recruiters best friend when you are in the running, then it goes quiet. I think as it’s a small market and many of us travel in the same circles a follow up call and chat about how it went with feedback is a great way to leave the door open for the next role. Talent is talent so keeping people on the radar of your company is always a good way to start the next relevant search.

Ghosting is the buzz word now in this part. Most recruiters would just move forward without looking back to inform rejected candidates, for the reason, they don't know how to word it nicely. Well, the truth hurts, no doubt, but we still need to face it; but give them a comfortable message informing them to stay in touch.

Recruitment process surveys are a great tool that can gives us valuable information about what we need to improve in our process. Do not be afraid to ask for this feedback, candidates usually are grateful for this.

I feel personal touch puts the positive experience above and beyond. Often in screenings candidates and I will connect over something little and I am sure to include it in my notes so that it isn't forgotten. Weave that personal touch and connection into your reach outs and updates. AI can't do that for you. If you rely on automated messaging you'll get caught up in the noise of a job seeker's inbox and never stand out from the crowd of applications and interviews they are going through.

Ensure a smooth transition from the recruitment process to the onboarding phase. Provide new hires with the necessary information, resources, and support to integrate seamlessly into the organization. Maintain open communication with candidates, even after they have accepted an offer. Keep them informed about any changes or updates related to their onboarding and the company.

Add a personal touch to your interactions. Personalized emails, thank-you notes, and genuine interest in the candidates’ experiences and aspirations can make a big difference.

Creating a positive recruitment journey is about more than just filling positions—it’s about building relationships and strengthening your brand. Remember, every interaction is an opportunity to leave a lasting impact.