12 Ways to Improve Your Recruitment Process

The success of every employer depends on finding and hiring the right talent. That starts with effective recruitment. Hiring the wrong employees costs organizations valuable time and money.

The Society of Human Resource Management (SHRM) reports the average time to fill an open job position is 36 days. Done right, an effective employee recruitment process reduces this time, streamlines hiring, improves the employee experience, and strengthens the employer brand. It gives companies a strategic advantage in a competitive market.

Here are 12 ideas for improving the recruitment process:

1. Create a Great Careers Page: Your company’s careers page is the first place candidates visit when they’re considering a position. It sets the tone for the employee experience. Use it to showcase your culture, illustrate what sets your company apart, and differentiate your employer brand.


2. Revisit Your Job Descriptions: Details about what a position entails are essential, of course. But adding outcome-based elements helps candidates understand the purpose of the role, the value they will contribute, and a path for growth. All of this is important to attracting new talent. 

3. Streamline the Application & Interview Process: A streamlined application process makes it easier on recruiting teams and helps attract and hire the right candidates. First, create a standardized template for individual roles. Then meet with the hiring team to discuss job-related specifics. The interview process will be more effective and efficient for everyone. In addition, brief applications simplify the hiring process for job candidates and your team. Brainstorm pre-employment screening services — such as background checks — that best suit your company. 

4. Consider Additional Candidate Sources: Consider all sources for your talent pipeline. A multi-channel approach that includes social media and job boards will expand your reach and attract candidates. Be active on social media platforms such as LinkedIn, Twitter, Reddit, and relevant Facebook groups. The growth of these channels is an active and primary source for job searches. 

5. Use Candidate Assessments: Assessments can range from general skills to real-world example assessments. Choose from a variety of online assessments, or create something unique to the specific job role you are trying to fill. Assessments are also helpful in identifying candidates who may have overstated their qualifications on the job application. 

6. Involve Employees in Interviews: Employee involvement enables deeper conversations and provides candidates with a glimpse of what it’s like to work for your organization. Group interviews create an interview structure that incorporates multiple points of view. This approach also makes current employees feel valued and included. 

7. Continued Communication with Candidates: Keep candidates engaged and in the loop. Create calendar reminders or use an application to ensure continuous communication and a sense of connection. Providing candidates with updates will help to retain their interest. Being transparent about your interest in a candidate can go a long way. 

8. Ask for Employee Referrals: Employee referrals are one of the most powerful ways to improve the recruitment process. Implement an employee referral program to expand your reach and involve employees in the process. Communicate with employees about open job postings and encourage them to refer potential candidates.

9. Consider the Benefits Important to Employees: Leverage the benefits that make your company stand out from the competition. Use those that set your company apart to attract candidates. Showcasing and promoting what makes a company a great place to work is a great way to get candidates excited about the organization. 

10. Consider Internal Candidates: Your employees are already familiar with your company values and culture, and they know what is expected of them. Internal candidates reduce the time required for onboarding. This illustrates that you support their advancement and that there are opportunities for growth within your organization. 

11. Survey Candidates About the Hiring Process: Show candidates that you care about their input on how the process went. Candidates chosen for a position are likely to provide positive feedback. That’s why it’s essential to also collect and review feedback from those not hired. Their input will identify where there are opportunities to improve. 

12. Showcase Your Employer Brand and Company Culture: Building a strong, authentic, and credible employer brand is the best way to communicate your culture. Candidates want to know that their company has a solid set of values and core beliefs that align with their own. Use your culture and brand to market yourselves on social media, in job listings, and across your website.

Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is The Washington Post’s survey partner for Top Workplaces.

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