The number of job openings currently outnumbers the qualified candidates available to fill them. Specifically, there are two jobs available for every unemployed worker. The best candidates have several employment options and organizations are realizing they must act faster to secure top talent. Gem, a talent engagement platform, found that the median time to hire across all company types was 23 days—up from 18 days for the same period last year. It was found that the time to get a candidate to show up for and conduct an interview was shorter when compared to last year, but the time spent in the hiring process was longer.
Candidate focused hiring
Job seekers are flipping the script and asking “Why should I work for your company?” instead of the other way around. Therefore, human resources and talent acquisition teams need to step up their game and provide a candidate-focused hiring process. The 2022 Greenhouse Candidate Experience Report found:
- 58 percent of candidates expect to hear back from companies in one week or less regarding their initial application.
- 70 percent of job seekers want feedback on an interview.
- 43 percent of candidates have had their name mispronounced during an interview.
- 61 percent said even if they do not receive a job offer, receiving feedback during the interview process would make them more inclined to apply to future jobs at that company.
- More than 75 percent of job seekers have been ghosted after an interview.
Streamline your hiring process and provide a positive candidate experience
The same Greenhouse report found that 60 percent of job seekers are “unimpressed by time-consuming recruitment processes and are demanding companies create a more modern recruiting experience.” So how do you streamline your hiring process and create a simple and pleasant candidate experience?
- Examine your current process: Review your current hiring process through the lens of a job applicant. Is your corporate culture effectively portrayed online? Your website, social media channels, and career site should accurately and attractively display your mission, values, social responsibility stance, and employee value proposition.
- Craft a clear job posting: The first step in the hiring process is to create a strong job posting to get the right candidates to apply. A job posting is meant to sell a potential job applicant on your company and all the benefits that make it a great place to work. Choose a title that’s clear, industry-relevant, and universally accepted to enhance the success of your job. Sell candidates on the opportunity, provide an understanding of the responsibilities associated with the position, and detail the job requirements, along with benefits, perks, and compensation. Read our recent E-Book, How to Attract the Attention of Qualified Candidates in Your Job Postings.
- Use mobile-friendly, quick application and scheduling platforms: In 2021, 67 percent of job applications were completed on mobile devices. However, most applications are not designed to be completed on a mobile device. 73 percent of applicants abandon job applications if they take longer than 15 minutes to complete. Given these statistics, it’s important to ensure that you provide job applicants with a mobile-friendly and fast platform on which to apply. Be sure that you are not asking candidates to submit a resume and then requiring them to re-enter the same information in your application portal. Utilize the platforms and tools available on the market to automate interview scheduling—and rescheduling—to eliminate stress and the need for candidates to call in to make date and time changes.
- Determine the decision-maker(s): Before you begin the interview process, make sure you know who makes the final decision on which candidate is chosen. Is the hiring manager the ultimate decision maker or is it a unanimous decision among several people or a hiring committee? This will help ensure you have the right team members involved in the interview process from the start.
- Make the most of each interview: The goal during the hiring process is to eliminate any unnecessary steps and condense them whenever possible. Indeed found that for hiring managers, using between one and three interviews per candidate may prove the most successful. One interview may give enough information to decide on entry-level positions. Two interviews may suffice for mid-level positions. When hiring for a senior level or above role, organizations should conduct three interviews. A fourth interview may be needed to make a final decision between two highly qualified candidates. Put all decision makers on a video interview together or conduct in-person panel interviews. The more steps, people, and departments involved, the increased likelihood of delays and complications. This creates a long drawn-out process and wastes time and resources that are already struggling due to labor shortages.Related:The Effects of the Labor Shortage on Workers
Related: Hiring Manager Interview Guide
- Keep candidates engaged: To decrease the chance of candidate ghosting, build a strong personal relationship, be transparent and communicate at each step of the process, and provide consistent feedback. Give candidates specific instructions and timelines and stay in touch.
Today’s job market is the most competitive it’s been in many years and the name of the game is speed. The traditional pre-pandemic hiring process is frustrating to candidates who have come to expect an intuitive, engaging, and positive experience throughout. Job seekers are no longer willing to jump through the hoops of a five-stage interview process and wait around weeks for feedback. Organizations that efficiently move candidates through the process are going to win out over their competition in the war for talent.
This blog was written by Broadleaf Client Delivery Manager Ricklyn Woods.