According to a recent study by Glassdoor.com, the time required for the hiring process in the U.S. and abroad has grown exponentially in recent years, averaging almost 23 days from first contact to offer acceptance. Employers and HR departments are struggling, now more than ever, to find and acquire great talent to complement their teams. Let’s take a look at a few common road blocks in the hiring process.
The job market is overflowing with talented, skilled workers seeking a career path. So why does it seem like there is never enough talent to go around? The answer lies in the processes by which HR departments seek and source candidates.
Many employers admit to not having a hiring strategy, and because of this can easily waste valuable time posting job openings on multiple platforms in hopes of catching attention from the right candidates. Without setting clear recruitment objectives, goals and a target audience, the hiring process is really left to chance. Pinpointing your objectives will help clarify your recruitment messaging and engage with the right kinds of talent, without wasting time on candidates who are not the right fit for your team.
The good news in all of this is that you are not alone in your hiring struggles. But that’s also the bad news. While the job market is full of talented workers who may be a great fit for your company, you are not the only person to notice them. Frequently, skilled professionals seeking work are being courted by many companies who are just as eager to fill a position and secure great talent. Many believe that finding great talent is like finding a needle in a haystack. And that is true, if the needle represents the perfect candidate for your team and the haystack represents the overwhelming number of competitors who are also seeking them. A solid hiring strategy and engaging recruitment messaging will help you stand apart from the crowd and attract the right talent.
The Screening Process
The screening process is perhaps the most important step in hiring the right candidate for your team, and unfortunately, it is also the most flawed step for many.
Because the hiring process can be time sensitive, many employers skip some very important steps in the screening stages. When trying to sort through a large pool of applicants, it is easy to get lost in the shuffle and lose control. Communication can sometimes suffer because of this, resulting in the loss of some qualified candidates who need a more personal experience to feel comfortable accepting an offer.
Don’t eliminate valuable screening tools, such as preliminary phone or video interviews, from the process, as they not only help highlight the brightest and best in the applicant pool, but they establish a clear line of communication and connection that great business relationships are built on.
Interviews are often a dreaded experience for both the applicants and the hiring staff. A bad interview experience can have a powerful impact on the likelihood of offer acceptance.
Things that can negatively affect an interview include:
Inconsistent communication, long waits for callbacks
Misunderstanding of job requirements and qualifications
Absence of constructive feedback
No attempt at connecting with staff
Make sure that your interview process is organized and clearly communicated to all candidates to ensure a positive experience for both parties.
Making an Offer
It is not uncommon for employers to complete the screening and interviewing process with an applicant, only to be turned down when an offer is made. Many companies struggle with finding a happy medium between not overspending and creating an offer that will entice the best talent to accept and join the team. If an offer is not accepted, the chances are good that another company has either made a better offer or is more willing to negotiate.
Offers should be based on the applicant’s qualifications and experience, and should take into consideration budgetary requirements and restrictions within the company. But the budget restrictions should not lead the way in making an offer, as an applicant may feel undervalued and walk away.
The best way to ensure a successful, prompt hiring process from start to finish is to focus on communication. In every step of the process, clear and effective communication will lead the way to a positive connection and a perfect fit for your team. iSolved has a brand new feature that will simplify the hiring process and aid in maintaining great communication from start to finish. iSolved Hire, developed exclusively for iSolved, allows users to create job listings, push the listings to multiple job boards, track applicants through each step of the hiring process, and use the information to bring the new hire on board. iSolved Hire is now available; learn more here.