A much needed change in recruitment methods is long overdue – that’s according to LinkedIn’s latest Global Recruiting Trends survey which describes today’s hiring processes as ‘transactional’ and ‘repetitive’.
Does your hiring process need to change? These five signs suggest it might:
1. A surge in applicant quantity, not quality
The annual job application surge has arrived. A combination of New Year resolutions and ‘Blue Monday’ prompted a significant rise in online job applications in the first two weeks of 2018. That’s great news for employers in search of elusive talent to meet their business goals but not so good news if an increase in your job applicants isn’t accompanied by a corresponding rise in quality. A lack of qualified candidates suggests a number of issues. Avoid gimmicky, un-scannable job titles and vague job descriptions. Stick with gender neutral wording to promote inclusivity, offer flexible working and focus on the sources that produce the highest source of quality hires for your business. Support your job application process with recruitment software that offers mobile friendly recruitment and a branded careers site to engage talent.
2. Applying the ‘same old’ screening criteria
LinkedIn’s report revealed that diversity will be the number one hiring trend during 2018, an issue which is currently preoccupying over 80% of recruiters. Problems with attracting a diverse talent pool can be alleviated by adjusting the criteria used during candidate screening through your ATS . The use of anonymized CVs, the introduction of pre-hire screening tools and removing filters related to factors including educational background can help to alleviate any unconscious bias. Our previous article explores how to identify potential areas of bias in your hiring strategy.
3. A tired interview process
That bias extends to the interview process as the majority of managers rely on the interview to make crucial decisions relating to candidate selection. Half of hiring managers now believe that changes to the interview process are ‘very’ or ‘extremely’ important to the future of recruiting. To avoid interviewer bias, support your hiring decisions with the data in your recruitment analytics and include innovation in screening. Gamification, virtual reality and augmented reality have been utilized by companies like Jaguar Land Rover and the Royal Bank of Scotland to improve engagement and candidate selection in graduate recruitment. These additional screening tools can be incorporated within your ATS. ‘Interview auditions’ and interviews which take place in a more casual setting have also been suggested to improve the overall experience for candidates.
4. What background checks?
Carrying out background checks remains one of the most overlooked aspects in recruitment. Concern over misleading or inaccurate information on CVs is not new but the latest research suggests an emerging problem with the provision of fake degree certificates. Exaggerated claims relating to work experience, specific technical skills and previous job roles are also among the most common issues but the problem is exacerbated by employers who neglect to carry out formal screening. One in four candidates aren’t asked for references and of those that provide contact details, a quarter aren’t pursued by HR. Background checks should not be regarded as either a ‘tick box’ exercise or a nod to compliance. Automating administrative tasks, including reference requests and DBS checks, through your ATS frees up HR’s time to continue engaging with their new hire and minimize the chances of a rejected job offer or a bad hire.
5. Ignoring the data
While AI is regarded as another major recruitment trend this year, data is described as ‘the new corporate superpower’. Half of employers regard it as critical but two thirds of hiring managers only use it ‘sometimes’. To create a consistent talent acquisition strategy, your usage of data should be consistent and apply to all of your hiring decisions. An ATS can help to create consistency and streamline your hiring process by providing live data reports on the current state of your vacancies. The most sophisticated organizations use data to create a ‘talent intelligence’ strategy, prioritizing areas such as employee retention, skills gaps and understanding what candidates want. Don’t ignore the data. Support your hiring process with an ATS.
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