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The human resources department of a company is in charge of finding suitable candidates for open positions and managing the hiring process. And although companies invest a lot of time, energy, and money into creating an effective strategy that attracts various candidates, the recruitment process has many areas for improvement.
Giving the candidate options in applying and engaging with a company to move through the hiring process not only drives efficiency, it also improves the applicant (and employer) experience.
Reducing or eliminating roadblocks that prevent candidates from successfully navigating the application and onboarding process, and automating processes and optimizing workflows so hiring managers are able to evaluate, identify and interview qualified applicants as quickly as possible, will ultimately see better hiring outcomes.
Ensure Job Descriptions Accurately Reflect Your Hiring Needs
A job description is one of an applicant's first interactions with your organization. Therefore, you should write intellectual and accurate job descriptions reflecting your overall brand and hiring role.
First, you must figure out who your target candidate is and acknowledge what would excite them to apply. Next, hook them with a catchy title using action words to create a sense of urgency and authority.
And finally, tell them about your company and clearly communicate the role's responsibilities and the background you’re looking for.
Advertise and Recruit For the Position
Once you have a detailed job description, the next step is to advertise the role and recruit candidates. You can post the job description in multiple locations, including career pages, job boards, and social media.
As a business, you should analyze your business needs, goals, and objectives and make these known to the candidate. You should also know your long-term plans for expansion or reduction in staff, critical roles in the business, and any specific gaps that need to be filled. Lastly, you should provide a competitive salary and opportunities for personal growth in the company.
Thoroughly Review Resumes, Cover Letters, and Job Applications
Although industry research states that recruiters look at resumes for just six to eight seconds before deciding if someone is suitable for a job, candidates spend a lot of time and effort on their resumes, cover letters, and job applications.
Therefore, companies should prioritize thoroughly reading through applications as they start flowing in. The process could include allocating one or more people to review applications to narrow viable candidates, or utilizing recruiting software like an applicant tracking system (ATS).
An ATS can help recruiters and employers analyze candidates throughout the recruiting and hiring process and find potential flaws. The software then forwards the resumes with the highest matches to the next stage, ensuring quality candidates are not lost in the shuffle.
Leverage AI to Improve Equity & Efficiency
Emerging AI technology makes it possible to evaluate a candidate’s psychology, personality traits and core skills without traditional, time-consuming psychometric assessments.
“Artificial Intelligence allows us to score candidate information … that cannot be faked,” explains Dr. Michael Campion. “This allows us to measure competencies, personality traits and motivation in a manner that is improved over prior systems… and does not require additional assessments on the part of candidates or additional effort on the part of the employer.”
Implementing a platform like Talent Select AI empowers hiring managers to gain an objective, unbiased, and holistic understanding of each candidate – all from your standard job interview.
Curious how AI can improve your hiring processes?
Watch a recent interview with leading Industrial Organizational (IO) Psychologists Michael Campion and Emily Campion, PhD, for a deep dive into The Future of AI in Hiring.
