Employers should know that it is a tough labor market, and attracting, hiring, and retaining talent is a challenge. The Corporate world has nowadays become two-way traffic. Though it is significant for talent to add to an employer’s value, it is crucial that the organizations do not just hire to fill the vacancies.

An organization not only needs to look at how only talent can impress them but also how they can appeal to the job seekers. Job seekers have become choosy when applying to the organizations they want to work for. So, what can be improved and what can be eliminated in the hiring process?

Here are some of the outdated recruitment practices employers should avoid.

Not providing insights into the employee experience Companies need to promote themselves in the job market to hire top talents. The employees must get an excellent work environment, team structure, perks, and learning and growth opportunities to attract the best talents. Recruiters generally are not transparent about themselves to the candidates. The result is that after joining, the individuals start looking for something better somewhere else.

In short, instead of asking the candidates why they consider themselves fit for the position, employers should share about their work culture, the free breakfasts, and coffee provided on special days. All in all, it means what makes the company stand out, whether there are happy hours on Friday, and so on. Employers flaunting their company is a good hiring process in the cutthroat competition for talent.

• Not disclosing compensation offered in the job description

Many employers mention salary offered in general terms in the job description, such as salary offered the best in the industry, commensuration with experience or negotiable, etc. This information will lead to underqualified and overqualified applicants applying for the opening. However, at the interview stage, it is found that the applicants do not fit into the compensation offered. There is also a risk that promising talents with the right fit do not apply if they think that salary is a question mark.

Completing job applications is time-consuming, and if the salary information is unavailable, not many will bother. The market is challenging, and industries like software have more demand for the best talents, so serious applicants do not want to waste their time.

• Not hiring from internal resources 

Hiring employees at the entry or junior level is easy. It does not require years of experience. But for seniors or skilled positions, it would be a bad idea to ignore internal applicants.

Replacements are time-consuming though it is easy to focus on rehiring and forgetting about internal talent. Studies have shown that most employees wish to stick around their present company and are ready for upskilling. They feel confident in adapting to new roles and responsibilities.

Takeaway 

It is time to review the hiring process by evaluating the wrong hires, high attritions, and extended time consumed for the recruitment process. It will give an insight into where employers are going wrong and make a switch to the new recruiting practices.