By Umme Sutarwala - April 15, 2021 4 Mins Read
It is no secret that the longer the hiring process takes, the more it costs. It can be difficult to recruit employees online without utilizing complicated and costly tools. Therefore, a proper recruitment process can help employers pull and retain exceptional employees.
Having the right skill set is usually considered as one of the most important factors in determining a candidate’s potential, however, the reality is that skills can be easily obtained but personality is something that cannot be acquired.
According to Sanjoe Tom Jose, CEO of Talview, “It’s a new challenge in front of the recruitment fraternity to ensure that in an environment where remote work and flexible work is more acceptable and, in many ways, celebrated, how they enable enterprises to find the right talent irrespective of their location, time and all of those aspects. That’s probably the newest challenge added to the kitty of a large set of challenges for the recruitment fraternity.”
Listen to the Podcast: Interview With Sanjoe, CEO of Talview
As per a research done by Bullhorn, 91% of staffing pros have embraced and increased usage of video interviewing/ video conferencing solutions since the beginning of the COVID-19 crisis.
Powerful recruiting strategies are essential in a strong job market. Here’s how employers are failing at hiring and how they can improve their recruitment process.
When it comes to language, an automated candidate sourcing tool may prevent businesses from connecting to their high-level candidates. These tools are usually used by recruiters to sort through resumes and look for appropriate keywords.
Technology has taken the recruitment industry to the next level. However, the tech being a time-saver can have negative impacts on the results. Businesses must consider upgrading to more modern natural language processing systems that can help organizations search several key idioms and that self-train as language practice evolves.
It is too stereotypical that females apply for a job only if the employer has listed all the required skills whereas males tend to apply if they only have some. So, businesses can start implementing new ways like changing the title of this list from ‘skills needed’ to ‘recommended skills include’ as a part of the recruitment process. Also, experts say that gender-neutral listings can go an extreme distance in the recruitment world.
Every minute detail in the job description including the number of bullet points makes a huge difference. It has been observed that if half of the job description contains bullet points, females tend to back out of the job while males stop applying if they go below a quarter. Therefore, one-third bulleted content works best for every employee applying for a job.
The recruitment process is arduous and tedious right from looking out for applicants, interviewing them to verifying references. Therefore, many businesses end up outsourcing the entire recruitment process. However, an unreliable third-party recruiter could hamper the reputation of the brand.
Recruiters really don’t care about the happiness of the brand. In simple terms, external recruitment firms are more focused on filling the vacant positions as quickly as possible so they can then move on to the next client. These firms generally don’t work for the company hence they are unable to correctly represent whether an organization genuinely cares about its employees or not.
There are high possibilities that candidates who don’t get hired today can be the ones a company desperately wants tomorrow. Hence, businesses must ensure that the external recruitment agency should consider how their actions affect their candidate pool in the long term. Also, it is advised that businesses must have an in-house hiring team so the recruiter’s tone and communication style will reflect the company culture more accurately. This will help improve retention as well as new employees will have better-aligned work ecosystem expectations before they accept the job offer.
Umme Sutarwala is a Global News Correspondent with OnDot Media. She is a media graduate with 2+ years of experience in content creation and management. Previously, she has worked with MNCs in the E-commerce and Finance domain
A Peer Knowledge Resource – By the CXO, For the CXO.
Expert inputs on challenges, triumphs and innovative solutions from corporate Movers and Shakers in global Leadership space to add value to business decision making.Media@EnterpriseTalk.com