Practice makes perfect. Or so the saying goes. While familiarity has an upside, running on autopilot can make you miss out on great opportunities both in your personal and professional life. Nowhere is this more evident than in the life of a recruiter. While “post a job, find applicants, schedule interviews, hire and repeat” might get the position filled, you could be missing out on some really great candidates. If your hiring process is starting to resemble Bill Murray’s life in the 1993 movie, Groundhog Day, it’s time to rethink your strategy. In this movie, Murray plays cynical weatherman Phil Conners who’s living the same boring day over and over again. If this sounds all too familiar, here are five tips to give your hiring process the refresh that it needs.
1. Hire for soft skills: Candidates are too often selected based on where they used to work or what school they went to. Recruiters should utilize tools for candidate relationship management which will help identify those candidates who have the specific skills you are searching for that can’t always be listed on a resume. According to a survey from CareerBuilder, 77 percent of employers said they were seeking candidates with soft skills — and 16 percent of the respondents considered such qualities more crucial than hard skills. By looking for candidates by skill, hiring managers are automatically eliminating hiring bias and complying with hiring regulations.
2. Empower your decisions: On a whole, HR leaders want to make better decisions to yield better outcomes. Predictive analytics can provide the insight needed for recruiters to select candidates and make recommendations to the hiring manager. Bersin by Deloitte recently found that 73 percent of HR organizations want integrated data and analytics. By having a wealth of data available, recruiters will be empowered to make predictions on the time it should take to fill a given position and on what sources will produce the most quality candidates, whether that be a career fair or job board.
3. Fill your talent pipeline: According to iCIMS research, 40 percent of hiring managers wish recruiters would build a pool of talent for positions, so the company doesn’t always need to start from scratch and rush to fill vacancies. Employers can create a healthy pipeline of passive candidates by employing recruitment marketing strategies. Send tailored, relevant communication about new job openings as well as what’s happening at your company. Press releases, awards, and photos of employee events keep those candidates who may not yet be ready to apply for a job warm and engaged with your company.
4. Build your employment brand: Companies can build a strong employment brand by placing just as much focus as they do on their overall company brand. Develop content that will attract employees to your site. Post information about what your company values in its employees, departmental overviews, information on the executive team, and a look into programs around career advancement. The idea is to give candidates everything they need to picture themselves working at your company. Ninety-four percent of job seekers are likely to apply to a job if the employer actively manages their employer brand online.
5. Optimize for mobile: Your career sites and application process need to be mobile optimized. iCIMS research shows that 70 percent of job seekers have tried to search for a job on their mobile device but only 60 percent of employers said their career site was mobile optimized. The adoption of mobile technology has shifted how job seekers search for and apply to jobs. Once mobile job seekers decide to apply for a position, offer a simplified application process and allow for resume uploads from cloud-based services like Google Drive in order to reduce candidate drop-off.
Technology and the world of talent acquisition have changed drastically over the past few years and they will continue to change. Now is the perfect time to reflect on your current process and embrace the power of this change. By the end of the movie, Groundhog Day, Conners turns his life around by educating himself and improving his attitude, finally making it to “tomorrow”. The lesson learned here is that no one should live the same day over and over again with life on repeat. If you’re not seeing the results you’re looking for in your hiring process, use this as the motivating factor to revamp your strategy. Get out from behind your own shadow and go.