3 key takeaways from this blog:
- You will read about the weaknesses of the traditional hiring process.
- You will get some tips on how to create a good job advertisement.
- You will get some tips on where to find good candidates for the job.
Even though there are numerous unemployed people, finding one with the appropriate skill set is quite challenging. Those who work in recruitment are aware of this problem. The worker shortage is one of the main topics in every industry and throughout the world. It seems that this is a universal problem.
If this is a challenge every recruiter deals with, how can they change their search for qualified candidates? Is there anything they can improve in their approach?
We will give a brief overview of a typical hiring process to understand what can be optimized and changed. You are all quite familiar with this type of hiring process. Even if you do not work in the HR department, you were probably on the other side of this process- as a candidate.
The first step in any hiring process is identifying the need and defining which skills, competencies, and experience are required for the job.
The next step is creating a job advertisement and posting it on the relevant platform. Nowadays, we have various platforms specified for each sector. After publishing the job post, recruiters collect resumes and select candidates for the interview.
Finding the best applicants using this method is not a bad idea. But, it has some weaknesses. First of all, recruiters usually receive a large number of applications. Additionally, it is common for candidates to send applications even though they do not satisfy the requirements listed in the advertisement.
So, a recruiter will end up with lots of CVs, and going through each received application can take a significant amount of time. And to make matters worse, this approach does not guarantee that the ideal candidate will be found.
What can we do to optimize the hiring process?
Let’s start from the beginning – writing a job description. Every job advertisement should contain a couple of sections:
- Job title
- Duties and responsibilities
- Required qualifications– education, skills, experience, etc.
- About company
Writing a job title can be tricky. In a couple of words, you need to summarize the complete position. So, make sure that your title is accurate.
If you are looking for an Assistant, have that word in the title. Or if you are looking for someone who will lead the team, it should be said in the title. Sometimes, job titles can be misleading and confusing. Be sure to prevent that.
Following are duties and responsibilities and required qualifications where you present the requirements for the candidate. Here, you outline the day-to-day tasks and obligations of the designated role.
You have to be precise and straightforward so that candidates may grasp the position. Furthermore, be careful not to overlook crucial elements of the job.
While talking about the company, be truthful. The idea is to present your company as it is, not to sugarcoat it. Be open about the goals, culture, and values of the company. You can post some pictures of your team, office, etc. You can also include employee reviews.
Lastly, mention the benefits of the company. Your job ad should include benefits the company offers besides the pay, such as remote work, flexible working hours, etc. If a company provides development opportunities, healthcare programs, or monetary benefits, list them in your job ad.
After creating a job description, your next step is selecting appropriate platforms to post a job ad. Finding the right platform will help you target the desirable people and attract the ideal candidate.
While waiting for candidates to apply to the job ad, you can also look for them. Here are other sources where you can find your perfect candidate:
- Internal hiring. It is likely the source that is least used to find candidates. Often we overlook the people inside the company, and perhaps that is where the best candidate for the role is hiding. We suggest starting by focusing on your company’s employees. Assess their skills, knowledge, and potential. Maybe they do not fulfill all the required qualifications, but they have the right motivation and mindset to learn. You can assist employees in advancing or changing positions with the appropriate support.
- Ask for recommendations. If you are a recruiter or a hiring manager, be free to ask your colleagues for a referral. They probably know someone who would be a fit for the open position. For their potential coworkers, they will recommend responsible, efficient, and trustworthy people. On the other hand, who is a better brand ambassador than your coworkers? They are familiar with organizational culture, values, and vision. They are aware of the benefits, conditions, and company needs. Your colleagues can present the firm in the best light to potential candidates.
- Outreach. With social networks like LinkedIn, recruiters or hiring managers can contact people who fit the job description. This way, they take control of the hiring process and actively search for the right candidate. The best advantage of this approach is that you can reach out to passive candidates. Passive candidates do not actively look for a new job, but because of their skills and experience, they are desirable to employers. Since they do not actively apply for available positions, they can be overlooked.
Author: Ivana Burić