A blog from our partner Aliro.
2020 has certainly made us rethink the way we do business and the way we operate. With many now working remotely, resources tightened, and a spotlight on the importance of DE&I across all workplaces, the hiring process needs to be optimized as a result. Here are the top ways to make your hiring process more effective, while also reducing your time to hire.
Recommendation #1: Optimize your employer brand for prospective candidates.
As described in this LinkedIn article, employer brand is “the market’s perception of your company as an employer, but also describes your promise (or employee value proposition) to employees in exchange for their experience, talents, contacts, or skills.” In order to hire and retain the best employees, a company must have a positive employer brand in order to stay competitive.
Candidates have different needs right now. If you don’t know where to start, consider the following as you optimize your employer brand:
- Who is your audience, and what are their needs? The Gen X demographic looks for role models who are easily approachable, engaging, and concerned with their employees’ financial stability. The millennial demographic often expects technology to be a focal point for prospective employers. Like millennials, the Gen Z demographic wants a responsive and rewarding employer, but they are more money and experience driven over all else. Don’t just consider generational needs though; take a look at all of the varying facets of your candidate audience.
- How does your company culture translate virtually? What may be a given for you could be difficult for a candidate to discern virtually. Take a critical look at the way you answer “How do you describe your company culture?” Make sure that you’re informing your candidates’ needs as holistically and in-depth as possible.
- What benefits do you offer, and how can you effectively communicate them to your audience? Take a look at both your traditional and non-traditional benefits. Are they meeting your employees’ needs? Collect input from current employees about what would provide the most value in this moment. These benefits are becoming increasingly competitive and, when delivered well, companies that show they can quickly adapt to changing needs reap the benefits.
Recommendation #2: Revive your referral program.
Referrals are the leading source of superior candidates for 88% of employers. Referred candidates are not only likely to fit your culture and are easier and less costly to hire, but they also increase retention rates. Unfortunately, a lot of referral programs are outdated, underfunded, and under-resourced.
- Make sure your employees have access to an easy system for referring a friend. 70% of referral hires stay longer than a non-referral.
- Bring your current employees into the process. An inclusive referral program shows your employees you prioritize their networks, so much so that you’re willing to incentivize them! In doing so, you’re increasing both employee engagement and community during a stressful time.
With software such as Aliro, your company gets its own unique platform, where employees can refer network connections to open positions and get rewarded for it.
Recommendation #3: Automate your reference-checking process.
One of the biggest complaints recruiters and HR teams have is dealing with resume inaccuracies and understanding their job candidates’ soft skills. Is your company doing enough reference-checking to ensure the highest quality candidates are being hired?
A reference-checking process is a great way to sift through what’s real and what’s not, but it can be time-consuming and difficult to get the right information that is needed. An effective reference check should verify a candidate’s employment history, give insight into strengths and weaknesses, and confirm fit.
With SkillSurvey Reference, you can reach more references faster (4-5 in about a day) and gain the candidate insights that are proven to reduce turnover rates while boosting performance. You can enhance your referrals and talent pipeline growth by adding SkillSurvey Source.
Recommendation #4: Make retention a key part of your hiring process AND your onboarding strategy.
Referred candidates increase the likelihood of retention while increasing employee engagement, but how a new hire is onboarded could make or break how long they stay.
To put this into perspective, 69% of employees are more likely to stay with a company for three years if they experienced great onboarding while organizations with a standard onboarding process experience only 50% greater new hire retention. Are you doing everything you can to ensure new hires are excited to get to work and comfortable?
Make sure your onboarding process doesn’t just focus on the job itself, but professional development, communication norms, and wellness. As the new hire settles in, implement processes that ensure the employee is still actively engaged.
Recommendation #5: Mine your existing ATS data for potential hires.
Did you know you can mine your existing ATS data and ecosystem for potential hires? It is even possible to utilize previous candidates’ networks (including their references) to find new candidates with similar skillsets – it’s called candidate rediscovery. Candidate rediscovery is the practice of mining your existing resume database to find talent for open positions, and it’s one of recruiting’s best secret weapons.
With candidate rediscovery, less time is spent on initial screening and interviewing, and more time and money are saved on outside recruiters and searches. With the future looking like we’re all going to be working from home, mining your existing ATS data and ecosystem for future hires will make the hiring process faster and more seamless.
Recommendation #6: Ensure your data is safe, secure and compliant.
With more technology comes more risk. Data privacy and security is a major concern right now, especially with the huge uptick in technology and software use. Is your company doing everything they can to ensure your data is secure and private? And, are you or your vendors monitoring your data to validate that it does not show bias?
As you implement new processes and systems, it’s important to ensure they are secure and compliant by staying up to date with new data and privacy laws and regulations.
Recommendation #7: Optimize your team for maximum collaboration and communication.
While technology can save time and automate processes for your team, it can be easy for it to reduce face time with each other. Pair this with even less time together due to being virtual, and suddenly your team is no longer a team. Make sure you’re working well together while not physically together.
- Update company policies. Adjust policies to the new working from home or remote norm.
- Maintain culture and employee engagement in new and creative ways. If you haven’t already, schedule Zoom happy hours, try wellness challenges, and regularly focus on team wins. Either way, ensure you’re getting input from the full team.
- Boost team engagement. Host weekly brainstorming meetings, create message channels for sharing news and trends, and improve access to resources.
Recommendation #8: In a virtual hiring environment, prioritize human connection.
Virtual hiring is here to stay, and the implementation of new technology, while often time saving, can lead to a lack of customization and connection, if not done with care. Employers should stay ahead of the learning curve by striving to balance both human connection and your company’s personality, while utilizing technology to save time and money.
Don’t just set up new systems for your hiring process. Set them up to collect data to ensure technology effectiveness and employee productivity. As an employer, ask yourself, “How can I work feedback into the hiring process so that it can continue to get better? How am I constantly keeping track of my audience, to understand if I’m effectively catering to them?”
COVID-19 has forced companies to rethink how they operate their businesses. HR tech is quickly growing and changing the way the industry works, which has become even more important for hiring processes during the COVID-19 global pandemic. SHRM says, “The HR tech industry will experience continuing growth and evolution in 2020 as new players enter the market, organizations turn to technology for further efficiency and productivity gains, and venture capitalists remain enticed by the promise of HR tech firms.”
Employers and their HR departments need to stay in front of these tips and trends to lessen the chances of falling behind as a company and getting lost in the noise.
The partnership between HR tech leaders, Aliro and SkillSurvey, solves for some of HR’s biggest challenges previously mentioned. Learn more about how SkillSurvey and Aliro are working together to solve these challenges here.