Maximum employers and recruiters lament the shortage of skills in the hiring market. They are further aggravated when there is an increase in competition for talent, especially in software technology. Considering the fierce competition, it is imperative that hiring managers and recruiters optimize their recruitment process and not lose out on the best talents. A recruitment process is exhaustive, and strategies are changing from searching for the right candidate to the onboarding stage.
Here are some of the best practices applied to overhaul the recruitment process.
- Monitor your Job posting performance
Most job seekers search for relevant job positions on Google and click on top results only, and most do not go beyond the first page of Google. A recruiter needs to have a good SEO strategy so that their job postings appear on the top of Page One. Using an applicant tracking system will help to know how the SEO strategies work. If the views are low, it means competition is getting the candidate leads.
- Make the job look attractive
Job seekers have become choosy nowadays. They are clear in their mind about what they want in their careers and what type of employers can help them fulfil their dreams. If they see a job description but do not apply, it means the best talents do not find it attractive or lucrative enough. Recruiters should change the job description and be more specific; for example, there is a difference between Software engineer and Software Developer job profiles.
- The application process should be simple
The biggest turn away by job seekers from job positing is the lengthy application process. Abandonment rates are as high as 95%. Very few hiring managers pay attention to it. Applications should be a medium to reach out faster to the employer rather than be an obstacle. Hiring teams must review where the application process drop-off takes place. This particular point should either be discarded or made simple.
- The interview is two-way traffic
Today, candidates are not the only ones vetted during the interviews. Best talents also use the interview to question the employer about what the organization offers them in work culture, career growth, and compensation packages. Many candidates have multiple job offers and evaluate which company is the right one for them. Hiring Managers must create the right impression about the organization and make the interview worthwhile for both. Hiring managers, interviewing candidates should have a fair idea about their experience and expectations, and they must be ready with answers so that the hiring process is closed in the first interview.
- Make the onboarding process efficient
Many organizations do not have a structured onboarding process, which gives a wrong impression to a promising talent who joins the company. The HR team needs to invest in an onboarding technology to help new joiners complete the onboarding process fast and start early in their job roles.
Conclusion
In the world of specialization and growing demand, organizations need to have precise parameters for shortlisting suitable candidates, close the hiring fast and make the candidate feel they have joined the right company. It is not long before employees look for new opportunities if something is amiss.
