Tips to Make Recruiting More Efficient for You and Your Potential New Hires
The new year is upon us. However, little has changed as far as business during a pandemic. Until widespread COVID vaccinations are completed, many people are still working from home. Many children are still in remote school situations, creating childcare issues for many parents.
It appears the remote workplace and remote hiring and onboarding trends of 2020 are here to stay for at least a few more months. Rather than trying to operate in this new business environment with old recruiting techniques, try making a change to make your recruiting and onboarding processes more efficient in all business environments.
1. Analyze Your Recruiting Tactics
When everyone wants to use the internet to find a job and wants to work from home, how do you stand out from the crowd? Using the standard places, such as Monster, Indeed, CareerBuilder, and Zip Recruiter makes you a small fish in an exceptionally large pond. While it is always a good idea to post your listings on these standard sites, you need to expand your horizons.
Begin with a posting on LinkedIn and Facebook. However, instead of making your posting similar to the standard, make it interactive. Ask a question that requires potential applicants to interact with you. Then, break the barrier and interact with them before asking for their resume or application.
Since you cannot participate in in-person recruiting events, speak with a recruiter to fill those hard-to-fill positions. A recruiter has access to candidates that may not look online for a position. The cost to work with a recruiter to find the best candidate may outweigh the typically high turnover rate for filling the position with the wrong person.
2. Review Your Interviewing Techniques
We live in a digital world. It is no longer essential (and may currently be frowned upon) to meet a job candidate in person and shake their hand before they have the job. The start of the new year is a perfect time to review your interviewing techniques and update them.
First, take notes during the initial phone meeting. Calling a person to offer them the opportunity to interview for a job is the first impression. Many employers may send an email asking a person to interview. However, a phone call can be a great opportunity for you to get a surprise first impression of a candidate. Take advantage of this medium and pay attention to how the candidate presents himself when put on the spot.
Make sure you offer online interview options for your job candidate. Even if the job is for an in-person position, such as a store clerk or janitor, avoid putting a person at risk for the first interview. Offer an online interview for the first meeting. You can learn a lot about a person’s ability and personality, even through a computer screen.
Once you narrow your candidates down to only a few final choices, offer an in-person interview if the potential employee cannot do the job from a remote setting.
In addition to analyzing how you interview candidates, you should review the questions you ask. Every year, industries change. Make sure your interview questions are relevant to the needs of the position. Your questions should address changes in your industry as well as some standards that apply to almost any position in almost any company.
3. Streamline Onboarding
Onboarding no longer requires envelopes filled with paper that can easily get misplaced, lost, or stolen. In today’s world, you can easily create online onboarding portals for new employees.
Instead of a tedious, drawn-out process, you can provide new employees a link to the onboarding portal. There, they can view training videos, complete paperwork, and even submit questions to a live person through chat options.
4. Reassess Your Review Process
Most companies require a review or assessment of new employees. It is typically at this review mark that employees become eligible for benefits. Companies typically offer either a 30-, 90-, or 180-day review period.
Take a look at how you conduct your assessment or review process. Begin collecting information from day one that helps highlight a person’s abilities on the job. Keep detailed records, including computerized data relating to any duties that involve a computer or other electronic device.
Technology now allows you to run analytics on all devices based on who used it at what time. Make sure these processes are installed on your systems to streamline the assessment process.
To learn more about analyzing and updating your recruitment and review processes, contact the experts at Workplace HCM at 856.334.9711. Our HR experts can help you update your processes and help you prepare for the post-COVID employment world.
