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3 Steps To Take Your Recruitment Process From Average To Great

Posted by Kate Smedley on 28 Sep 2017

As qualified candidates become harder to source, efficient HR teams are making the necessary changes to transform their recruitment process.

These three steps will help to take yours from average to great:-

Create an effective employee referral programme

In mature talent acquisition functions, employee referrals provide the highest quality talent source, offering better retention rates (42%) over three years than candidates sourced through job boards and career sites.

For an effective employee referral programme:-

  • Keep your process simple. Set expectations for your employees so they understand the qualities you are looking for in a potential hire.
  • Tag and fast track employee referrals through your applicant tracking software
  • Implement a request for referrals from all of your new hires during onboarding as standard.
  • Provide feedback on all referred candidates to encourage employees to participate in your programme.
  • Continue to work on your culture. A low take-up on referral requests can indicate a potential problem with engagement in your workforce.

Don’t make hiring decisions based exclusively on the interview

Repeatedly returning to a talent pool you feel ‘comfortable’ with perpetuates unconscious bias and in time undermines your hiring process.

Confirmation bias often manifests during in the interview where the data gathered during screening is often disregarded in favour of ‘intuition’. One in five hiring managers makes a snap decision on candidates within one minute of meeting them. A further 40% decide within 15 minutes. Just one third wait until all interviews have been completed. 

Minimise the potential for unconscious bias in your hiring process:-

  • Introduce anonymised CVs that remove screening filters relating to factors such as gender, race and education.
  • Choose gender neutral language for your job posts.
  • Carry out extensive pre-hire screening through your recruitment software including psychometric tests and video screening to minimise the potential for discrimination.

Final candidate selection should be supported by your recruitment analytics to minimise the potential for a bad hire.

Learn to measure your quality of hire

Over three quarters of UK employers lack confidence in their ability to measure their quality of hire. Learn to measure yours by taking the following actions:-

  • Review the retention rates of your most recent employees to gain an indication of the quality of your hires. 
  • Check your key metrics to understand the weak areas in your hiring process and candidate experience. Start with your time to hire. Unnecessary delays will result in talent abandoning their job application.
  • Carry out exit interviews to understand the candidate’s view of your hiring process. What you believe to be a flawless experience may be jeopardised by poor communication or missed interview deadlines. Adjust your strategy in response to the resulting data.
  • Don’t rely on manual recruitment systems. Improving your quality of hire requires real time access to the critical data in your hiring process, available through recruitment software.

Take your recruitment process from average to great with our world class recruitment software. Contact us today to begin your 30 day free trial.

You might also like to read:-

5 Reasons For Your Candidate No-Shows

Your AI Recruitment Glossary For Beginners

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Topics: HR software

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When recruitment gets serious, we're here to provide information on reducing cost of and time to hire, while maintaining the quality of your candidates. This blog aims to provide information, expert help and discussions across the entire talent recruitment life-cycle.

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