In today's candidate-driven market, companies are fiercely competing to attract top talent. To ensure a fast and efficient hiring process, it is crucial to be prepared to commit to a genuine effort that may require more resources and effort. You don't want to lose out on the best candidates to a competitor with a bigger budget.
But what makes candidates walk away from your opportunity?
The answer is the hiring squad and interview process. The level of candidate engagement is measured by the positive impression they receive during the hiring process. If the process requires too much effort, such as multiple testing rounds and discussions, candidates reserve the right to say no and move on to other opportunities.
To combat this, it's essential to review your interviewing process. Take advantage of video calls and online presentations and make interview rounds or requirements clear. Additionally, ensure that your advertising is accessible, tailor it to your market, and break down the information so that it is inclusive and understandable. Highlight key points such as wages, benefits, and responsibilities, and focus on a good mobile experience as 70% of Millennials and Gen Xers search for jobs on mobile devices.
Another crucial aspect of the hiring process is the online application. Candidates want to know how long the application will take before they start. If it takes more than 20 minutes to apply, candidates are likely to drop out of the process. The average candidate will also wait two weeks to hear feedback before losing focus on a role. It's essential to provide honest feedback and keep candidates informed of their progress.
After the interview, it's crucial to support your candidates. Retention can fail when candidates become staff, and details can be missed, especially when working remotely. Line managers need to ensure that their new hires are well supported and integrated into the team. Annual surveys highlight how billions of pounds are wasted due to bad or negative onboarding processes, resulting in poor retention due to new employees not fully understanding their role.
To increase the rate of return, it's important to create a success model and define what the right hires look like. This information will help you direct your recruitment efforts and inform external recruiters about your needs. Additionally, it's crucial to understand the culture of the team and what types of individuals or personalities will support development. Making every hire a data-driven decision will ensure that you find the best possible candidate for the role.
In conclusion, remember that your candidates are looking for the best possible opportunity that isn't solely financially motivated.
They want to know that their next step is the right one. Your preparation and knowledge will impact how your business is represented, so commit to a process, keep it manageable, and communicate with your candidates.
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