Streamlining Your Hiring Process: Part Two
by Ryan Kohler
In last week’s post, I managed to go on a blog-speak tirade about the importance of adopting a hiring process that is entirely automated because it makes you a more efficient and valuable HR Professional. Today, I’d like to paint a more strategic picture for you by providing an outline of what I personally value when it comes to a productive employment approach.
As the CEO, I have the final say in all of my company’s hiring decisions which carries both positives and negatives because, while I prefer to be involved in the process, I don’t necessarily have a lot of time to dedicate to interviews. I rely heavily upon the pre-employment screening process to do the majority of that work for me. Not only will it weed out people that aren’t a good fit for my workforce, but it helps to rate each of my candidates based on whatever experience I covet for that position. It allows me to see who my top three qualifiers are so that come interview time, I’m not wasting any time interviewing those that wouldn’t be right for the position.
Know Current Workforce Trends:
This is becoming more and more important to employers especially as the current generation of workers tend to be more focused on work/life balance and fulfilling a career purpose than previous generations so employer branding is important. You have to sell the working environment of your company.
They’re also far more apt to participate in social media, and use their mobile phone to apply for jobs so you want to ensure that your job application is not only available online, but that it’s mobile compatible and can be completed using a smart device.
Job Ad Optimization:
When it comes to job searches, the Internet is King. It’s estimated that 85-90% of applicants begin their job search online which means that if you don’t have an online career presence, you’re likely to miss out on the majority of qualified hires for your positions. You’ll need a Career Site for starters. You also need to advertise your positions on multiple online job boards and aggregators (Monster.com, Indeed.com, Careerbuilder.com, Craigslist, etc.). Not only that, but each medium has a different approach to managing how their ads are seen, so you want to cater your job ad content to suit your platform. For example; if it’s a search based ad system, you want to inject your job ad with the keywords that are most likely to be searched for by your applicants.
Of course, the easiest way to streamline your hiring process is to use a system specifically built to do all of this for you like ApplicantPro. It’s helped over 2500 companies to become efficient hirers, why not you?
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