- 1 What is the hiring process?
- 2 Steps of the hiring process
- 3 Benefits of getting your hiring process right
- 4 Improve your hiring process with the best design
- 5 Start with the product
- 6 Use social media
- 7 Ask your staff
- 8 Create an excellent job ad
- 9 Make application easy
- 10 ATS: no applicant is left behind
- 11 Make your conversations complete, and fair
What is the hiring process?
This is a step-by-step process of finding, selecting, and hiring the best new staff. Every company will have different features in its process, but in general, the hiring measures will be the same in all the same industries.
Steps of the hiring process
There are usually three key stages when hiring. These are:
- Staffing: This is an internal process where leaders decide how many employees to hire, and what qualifications and skills they should have. It is important to align these needs with the number of qualified people found in the labor market.
- Hiring: The company reaches out to people who are available in a variety of ways – internal recommendations and referrals, job boards, forums, skills pipeline, advertisements, and hiring shows. Respondents are then assessed for eligibility, successful candidates are interviewed and evaluated, and indicators are assessed.
- Selection: After the examination and interview, the most qualified person is offered a job.
You must provide the right candidate experience throughout your hiring process. Along with the aspect of feeling happy, it enhances your employer type and creates a healthy pipeline of talent for people who want to work for your company when opportunities arise.
Benefits of getting your hiring process right
Ideally, your hiring process should provide skilled workers who are in line with your company’s culture and adhere to the development and rise of your organization. Other benefits include:
- Saving money: It is expensive to hire a new employee (about $ 4000), and you do not want to double the cost by choosing the wrong person and then having to hire again.
- Retention: It takes approximately 24 days to work for managers to hire a new employee; time that could have been better spent on productive work instead of hiring.
- Injury limit: Improper employment, at best, will not be good for colleagues, or will not be very good at work; worst of all may be a security risk or cause financial damage or reputation to your product. Hire well, and good people will improve your business, not pollute it.
- Catching the best people: You will not feel sorry for letting the best candidate reap what you did not win – because you hired the best ones.
- Training performance: It is expensive and time-consuming to train young people. It is money and effort well spent when the right employees stay with you, but it is disappointing when the wrong employment goes after training and you have to start all over again with new hires.
- Security: Employees need a certain amount of access to confidential information, systems, data, copyrights, accounting, passwords, etc. to perform their duties effectively. If the wrong appointment goes unnoticed, they may take all this information with them.
Improve your hiring process with the best design
Historically, the hiring process was as follows: the person who applied for the job; accepted/rejected on request; accepted/rejected for the interview, and was given a job (or not). The unsuccessful ones write down the employer, and the employer forgets about the recruiter.
The modern recruitment process is circular: you want candidates to come back, thinking, ‘I want to apply for another job here. The way you do this is to design your candidate’s self-awareness as best you can.
Start with the product
But the best knowledge of a candidate does not start with hiring. It starts with the product. Think of the likes of Bain & Company, NVIDIA, In-N-Out Burger, Hubspot, McKinsey & Co, Google… who would not want to work there, their reputation for good employee experience? So adjust your product balance, and good people will come knocking on your door to get jobs – over and over again.
A good brand will usually have active communication channels. These are great hiring tools, enriching your collection of free talents as fans see job postings they can apply for, or share with friends. Make full use of social media to find job opportunities there, and you can also look at the profiles of candidates.
Ask your staff
‘Good people know good people, so before you embark on expensive hiring campaigns, ask for recommendations and suggestions from employees. You can set up a referral system to reward employees who bring in the right candidates, even though people usually enjoy doing this with goodwill.
Create an excellent job ad
Leading job advertisements feature specific job titles (no ‘ninjas’ or ‘rock stars’), compellingly promote your company, and use clear and compelling language. Include no more than six ‘must-have’ features in the role and reduce the ‘fun to have: indeed, women will usually apply for jobs only if they meet 100% of the criteria, and men will only apply if they meet 60. %.
Make application easy
The easy-to-fill, short forms that allow for a fresh start and attachment of the cover letters let your nominees know you are a well-organized, modern company.
ATS: no applicant is left behind
The applicant tracking system (ATS) is important. You can track your applicants at all stages of their hiring process from job advertisements to offer, and see which channels they have gone through. Use your ATS to send automatic progress messages to every applicant, and at all stages of the hiring process.
Make your conversations complete, and fair
You want to bring out the best in your candidates, not just stop and emphasize them. Modern interviews tell candidates early on what to expect from the election process and provide questions so they can prepare. These questions should be the same and given points to give everyone an equal chance. And about the kind of question, ‘if you were an animal, what would you be and why?’ – don’t just do it.