How to simplify (and shorten) your hiring process
Employees are the backbone of any strong business model. Their performance and overall productivity are indicative of how successful organizations are in virtually any industry. As a result, unfilled positions at a company may be costly to the business as a whole.
Instead of letting a desk stay unoccupied, hiring managers, human resource professionals and business leaders should turn more of their attention to the recruitment and hiring strategies of the company. Here are three tips to simplify and speed up your hiring process and shorten the hiring timeframe:
1. Simplify the application process
If you want to attract the best talent to your organization, you should make your application process an appealing one. One of the best ways to do this is to simplify the experience for candidates. If individuals have to spend too much time filling out an application or even researching the role, they may give up on the position entirely. Don’t miss out on high-quality candidates as a result of a convoluted job application.
2. Give them the info they want to know
“Your company is competing with others.”
Job applicants often want to learn more about the companies they’re interested in. Just as there are a number of candidates competing for one position at your company, you may find that your company is competing with others eager to hire the same potential employee. Do your best to make your organization the most attractive option, starting with the advertisement for the job. When browsing for new jobs, candidates will want to know what makes a company unique as well as what makes it a great place to work. Employment ads are excellent opportunities for employers to get candidates excited about professional opportunities. Write a clear and concise job description that highlights the best details of the company.
In the same vein, make sure the job description informs candidates on what exactly the postition entails. It does your company (and candidates) no good to use vague or general job descriptions, because it will only increase the chances of making the wrong hiring decision. In fact, 67 percent of business leaders agreed they would see lower turnover rates if candidates’ expectations about the company were clear from the start, according to Glassdoor. Lower the risk of a high employee turnover rate by being specific as possible when it comes to advertising open positions at your company.
3. Shorten the application and then make it mobile-friendly
Once people make the decision to apply for a job, it’s likely they’ll want to get their applications in hiring managers’ hands as quickly as possible. The longer the process, the less interested candidates become in those positions. Save long and detail-oriented questions for the interview process. Job applications should be used alongside resumes to see who has the necessary education and professional experience for the job. Once you’ve picked the best of the group, you can move forward and select the individuals you want to bring in for interviews.
It’s also a good idea to make sure candidates can access and complete job applications from mobile devices. According to research by Glassdoor, nearly 60 percent of applicants maintain that it’s important to view job applications from their mobile devices so that they can save and fill them out later from a desktop. The study also found that roughly 45 percent of job seekers use mobile devices to look for jobs at least once a day.
After carefully sifting through resumes and using pre-employment assessments to narrow your field down to qualified applicants, make your application process is a straightforward one to shorten the hiring time.