It's no secret that Millennials, now the largest class of working Americans, are accelerating change in today's workforce. From working conditions to cultural changes, companies looking to attract and retain new talent are evolving their practices for the better. This doesn’t end with company's daily operations, it trickles down to the hiring process. Hiring and retaining top talent continues to be a top challenge for employers so why not take the time to review your current process?
When it comes to job hunting, today's talent is smart. They know the right questions to ask and can tell when a company isn't being completely open. Job seekers also hold more cards than in the past. For the first time in the past 20 years there are more job openings than there are people looking for work. This means timing is a key aspect of hiring, or you run the risk of missing out on talent.
The nature of hiring successfully comes down two things: transparency and timing. Run through this check-list on your current process to make some quick adjustments and improve your practices.
Check #1: The Job Description
Your job descriptions should clearly articulate what will be expected for each position. Focus on developing descriptions that clearly outline the primary tasks, the experience required, and desired behavioral characteristics. The way your job description looks is equally important, as job seekers are more likely to review a visually appealing ad. However, don't allow flowery copy to cloud the true message of the position.
Check: How many responsibilities are listed?
You should have 5-10 responsibilities listed that cover the job, where this person would fall in the organizational structure, and cultural requirements.
Check: How accessible is your company information?
If interested in applying for a position, today's talent will dig deeper to see inside your work culture. They'll review social media profiles, such as LinkedIn and Glassdoor, and may even reach out to a current employee. The best policy is to prompt candidates to discover as much about you as possible. Make it easy for them to learn about your company on multiple channels, including your own website. The more you tell them, the less likely they’ll be to look elsewhere.
Check #2: Communication
Did you know that 77% of job applicants receive no communication from companies after submitting their resume? Communication is key in all areas of the hiring process, from the application to submitting on-boarding paperwork. Communicating every step of the way will increase candidate engagement, as well as the applicant’s sense of respect for your company. Whether the candidate is on an initial phone screen, or their third face-to-face interview, reiterate your hiring process the whole way.
Check: Are you collecting feedback on your interview experience?
Candidates put a forth a lot of time and effort when going through your interview process, and the same effort should be matched by the employer with follow-up correspondence and the chance to collect feedback. Doing so will also reduce the risk of being slandered on social media.
Check #3: Timing
As with many things in life, timing is a powerful influence and determining factor during the hiring process. Successful companies are looking to grow at a steady pace, without sacrificing the talent they employ. The problem in today's environment is: job seekers aren't as predictable as they used to be. People with skill sets in high demand, such as engineers and technical analyzers, know that companies want to hire them. They are likely to make quick decisions or jump ship if a different company makes an offer sooner.
Check: Does your hiring process have any bottlenecks?
Hiring is an important decision, and you certainly want to ensure each candidate is the right fit for your company, but don't allow unnecessary barriers hold back a decision to make an offer. Waiting too long could cost you losing out on a great candidate to a competitor.
Worrying about your hiring process can be an overwhelming thought when you have your own daily responsibilities to tend. Taking on a partner to help facilitate the process is just one way to alleviate some of the pain.
Interested in partnering with one of our specialists? Email info@persegroup.com