With every new year comes new industry trends, and 2018 is no different. The recruitment process is an ever-changing landscape.
With challenges in recruitment, such as sourcing qualified candidates, showing no signs of subsiding, you can expect even more change and innovation to help you streamline your process and improve results. To help you stay on top of all of the latest trends, we’ve compiled a list of five tips that will be game changers for your process.
As you start to build or optimize your recruiting process this year, lean on these five tips to guide you to create a strong strategy that attracts the right candidates, at the right time for the best fit of available positions.
1. Use Data to Make Hiring Decisions
Did you know that 40% of hiring managers decide on the suitability of a candidate within the first 15 minutes of meeting them? A mere one-third of interviewers make a decision after finishing all interviews for the position. This is problematic because quick decisions like this tend to dismiss all the data gathered during the initial screening, wasting time and money for your organization, and creating a confirmation bias. This is further underscored by the fact that two-thirds of HR managers are not confident their hiring decisions are made without prejudice. Luckily, in an ever technological world, we have data to help us make decisions.
In order to negate confirmation bias, try the following:
- Use anonymised resumes as the standard in your hiring process.
- Remove gender, race, education, and candidate name in your applicant tracking software.
- Rely on data in your recruitment software to make a hiring decision to confirm or challenge your candidate decision.
In a study done by the National Bureau of Economic Research, employees selected by algorithm stayed 15% longer in their jobs than those selected by recruitment professionals. Said differently, data is worth including in your recruitment process.
2. Provide Post-Interview Feedback to Boost Employer Brand
According to recent studies, 80% of candidates receive no post-interview feedback from HR departments or recruiters. This lack of response leaves unsuccessful candidates feeling lost, and your team without anyone to pull from when you need a position filled in the future.
Try doing the following to streamline your post-interview feedback process:
- Only spend 10 - 15 minutes per candidate preparing and delivering feedback.
- Deliver the feedback within three working days after your chosen candidate has accepted your offer. If the chosen candidate has not yet accepted, do not decline an offer to your backup candidate.
- Candidates that were top choices, but not chosen should remain in your talent pool to be considered for future positions (with their consent).
- Use HR software to help you automate this process.
Remember: Providing feedback to candidates, post-interview, is one of the best ways to improve your employer brand. With employer brand becoming increasingly imperative to the quality of candidates you are able to recruit, you cannot afford to skip this tactic.
3. Get Your Background Screening in Order
Employers have started substituting official background and criminal record checks, reference verifications, and other forms of applicant verification, with a hasty review of social media profiles or Google search.
This approach leaves your organization at risk of employing an expensive ‘bad hire’. 69% of companies were adversely affected by a bad hire last year, and 41% of companies put the cost of a bad hire over $25,000. This risk can be mitigated by relying on a company, like Triton, to automate and provide a robust approach to background screening.
Additionally, when you leave thorough and professional background screening out of your process, you could fall victim again to confirmation bias (as discussed in point 1). Confirmation bias can cause your company to miss out on a talented individual who is otherwise perfect for the position.
4.Optimize the Mobile Candidate Experience
It is not a surprise that people are using their mobile devices as their primary source of internet access. 10% of Americans use only their smartphone for internet access (no laptop, no desktop, nothing other than a mobile device). For HR, having a mobile experience strategy in place is of vital importance.
Thanks to the habits of digital natives who cannot remember a time before computers, and who have lived the past decade on a smartphone, we can expect the dependency on smartphones for job sourcing and application submissions to expand over time. If you haven’t already, make 2018 the year that you get your mobile candidate experience strategy in order. Not having a plan to implement or optimize your candidates’ mobile experience is and will continue to be, outdated.
5. Prioritize Passive Candidate Sourcing
Have you heard of the skills gap? According to 70% of HR and talent acquisition professionals, the skills gap, or a shortage of skills, is their biggest challenge in the recruitment process. Some industries struggle with this problem so much that companies are willing to pay in the high six-figures to track down, sell and bring talent on board. This type of candidate is considered “passive” and they are everywhere.
Why does the skill gap exist? Logically, talented people that are great hires are typically employed and happily so at organizations other than your own. What this means is that your recruitment team needs to prioritize reaching out to these potential candidates, and selling them on your employer brand and positions available. Follow sales pipeline strategies and mark candidates accordingly.
As there is little evidence to suggest the skills gap will be resolved in 2018, you should consider this type of recruiting a priority to have the highest quality of talent in the pipeline as possible.
What trends are you noticing for 2018, and which do you intend to implement first? Let us know in the comments!