Evaluate your recruiting strategy before investing in recruiting software

Joshua Siler is CEO of HiringThinga modern recruiting PaaS that enables seamless recruiting with integrated applicant tracking.

Recruiting has always been a challenge, and organizations frequently turn to recruiting software to automate, streamline, and strengthen their strategy. Gartner research found that 90% of organizations investing in HR technology to help solve people-centric challenges. In 2021, spending on HR technology increased by 57%with a strong focus on recruitment and retention.

Since April 2022, 47% of organizations have positions they can’t fill, and 93% of HR professionals say they have “few or no qualified candidates.” While I can certainly sympathize, I challenge these professionals to see if reevaluating their approach can help. How do they define qualified? Must a candidate have the required three to five years of experience? Shouldn’t a candidate with an unorthodox background who is highly adaptable and innovative and with a growth mindset also be considered qualified?

Recruiting software can transform your recruiting, but it can’t work miracles

As the CEO of a company that develops recruiting software, I’m often asked what are the best practices for optimizing the flow of applications. I always say to remember that while software can transform recruiting, it’s people who define the metrics used to screen and screen candidates. People decide the number of steps in the interview process. People create corporate culture.

Recruiting technology can transform the way you hire, but it needs a solid foundation. There’s no point investing in recruiting software without reassessing your hiring strategy. By questioning the way you did things and rethinking how you will do things in the future, savvy organizations can work with recruiting technology to evolve the way they find talent and grow. their flow of applicants.

Below, I’ll answer 10 questions to help you reassess your hiring strategy before you consider investing in recruiting technology that can help take your business to the next level.

Ten questions to ask when reassessing your recruitment strategy

1. Do you have a strong employer brand?

Employer branding is your reputation as a workplace. According to Glassdoor, 75% of active job seekers are likely to apply for positions in an organization with a strong employer brand image. You can start building an employer brand by approaching recruiting with the mindset of a marketer. Who is your ideal candidate, what attracts them, and what channels and mediums can you use to showcase that appeal?

2. What parameters do you use to select candidates?

The harvard business review found that nearly half of the organizations they surveyed chose to have their recruiting technology filter out candidates whose resumes had employment gaps of six months or more – eliminating working mothers, immigrants, caregivers, military spouses, and anyone taking a break from employment for a variety of very valid reasons. This is not the way to build a diverse and quality workforce.

Do you have college degree requirements for positions that do not require a degree? Do your roles need to be able to “carry up to 25 pounds?” Assess your candidates’ requirements and decide if what you’ve defined is essential or arbitrary.

3. Is your language inclusive?

Is the language you use inclusive or exclusive? If applicants do not feel welcome, they will quickly move on. You can find inclusive language guides here and here.

4. Do you practice pay transparency?

Results from Gallup show that money is the main motivating factor in deciding whether or not someone will apply for a job, with 64% of employees citing salary as “a critical factor in accepting a new job”. In the past, applicants were discouraged from asking about salary until they accepted an offer, but that has changed. Companies that do not practice pay transparency risk losing qualified candidates.

5. How many steps does your hiring process have?

According SHRMto research shows that 92% of people will stop filling out a job application if they find obstacles in the online process. The old thinking was that jumping candidates through hoops would weed out those who didn’t want the job, but today’s candidates have more choices than ever. Remember that an application represents what it is like to work for your organization. People want to be able to do their job properly and efficiently. They don’t want to jump through hoops.

6. Do you practice cultural adjustments or cultural additions?

The culturally appropriate interviews had a moment. They may have been well-meaning but maintained the homogeneity of companies that today’s job seekers don’t want. Instead of using fit culture to see if a candidate fits into your organization, reframe culture as a culture add-on. How can a candidate improve your organization?

7. Do you use a strengths-based approach to interviews?

Strengths-based interviews focus on what candidates can do, not their shortcomings. Instead of focusing on, say, a gap in a candidate’s resume, ask them to list their top five soft skills and explain how those will make them a great addition to your crew.

8. How much do you rely on networking?

We rely heavily on referrals in my business. I believe that good people know good people. However, relying too much on networking can limit the type of employees you hire. People often end up networking with people in similar positions and from similar backgrounds, which can result in a very seamless referral cycle. Be sure to go beyond the network of people who look like people they know.

9. How important is diversity to your organization?

According results from Glassdoor, 76% of job seekers want to work in an organization that values ​​diversity, equity and inclusion (DEI). Still Data shows that 76% of organizations do not have DEI goals. If your organization doesn’t have meaningful DEI goals, it’s time to invest resources to address this oversight.

10. Are you an employee-centric organization?

Job seekers have never had so many options as they do today. Are you the kind of organization where people want to work? Are you paying employees what you should? Do you have tangible benefits? Learning and development initiatives? Do you offer the remote or hybrid work options that today’s job seekers need? What about flexible hours? If you’re not a great place to work, no technology will keep workers with you longer than they want.

Once you’ve properly reassessed your current hiring process, you can then begin to consider investing in recruiting technology.

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