Updating your Hiring Process

Hello! Welcome back to another edition of Evolving Talent.

Just in case you missed it, we posted a blog on quiet quitting ?? – I think you should check it out https://www.oselorecruitment.com/blog/blog/quiet-quitting-what-is-it

Let's dive into this month's topic... hiring processes.

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Now, ask yourself, when was the last time you updated your hiring process?

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As I’m sure you’re aware, the way to interview and hire is constantly evolving, and companies are having to change their processes to keep up with the times and retain top talent. So, if you can’t think of an answer to the question just asked, I think its time.

Here are some signs that will indicate it's time to update:

• High Turnover Rate
• Mismatch of skills
• Lack of Diversity and Inclusion
• Negative Feedback
• Loss of engagement from candidates in the pipeline
• Low applicant rate

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Updating your hiring process might seem easier said than done, so here are Oselo Recruitment ’s top tips for updating your hiring process and recruitment strategy ->

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Start with the basics and analyse your job descriptions.

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Is your job description clear and concise? It is important to use clear and concise language to avoid any confusion and misinterpretation.

A lengthy job description can put people off applying for the role, all that’s needed is:

• About the company
• The role’s responsibilities
• Qualifications
• Expectations
• Company benefits (if any)

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Think about your communication with candidates.

The last thing any candidate wants is poor communication, often poor communication reflects the business as a whole. You should be ensuring you get back to your candidate within a reasonable time frame and in a professional manner.

Branching off of communication, we have Feedback.

Give feedback no matter what. Feedback can provide valuable insights into the talent pool and identify areas for improvement in the hiring process. Feedback is a two-way street, it is imperative for the employer to give the candidates feedback so they can continuously work to improve their skill set and interview skills. However, as an employer, you should welcome feedback about your company, the hiring process and the job itself to ensure the hiring process is as seamless as it can be.

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Is the task you are asking the candidate to complete relevant to their role?

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There have been instances where companies use the same test to assess people for different jobs, even though the skills needed for each job are different. This can be unfair to candidates, as they may not be able to show all their skills for the job they want. It can also make it hard for companies to find the right people, as they may miss out on good candidates because they don't have the skills they're looking for, even if those skills aren't important for the job.

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Use up-to-date technology and systems!

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Now, we’re not saying you need to spend thousands and thousands on the newest technology, but it’s amazing the difference an up-to-date application tracking system (ATS) can make! Not only can it make tracking applications easier, but it can give you access to a much wider candidate pool, a personalised candidate experience, and efficient communication.

Instead of over complicating your hiring process, take a step back and consider what you would look for if you were the one applying for a job at your company. What would make the process enjoyable and informative for you? What kind of experience would leave you feeling valued and respected?

In case you missed it! ???

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