7 Outdated Hiring Processes to Get Rid Of: And What to Implement Instead

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Are you wondering why you’re struggling to recruit great talent? The problem might lie in your recruiting process.

Instead of posting job ads in a newspaper, companies now have to post on social media, job boards, or even reach out to top talent directly. The hiring industry is changing rapidly, and companies need to boost their hiring efforts to catch up. With fierce competition for talent due to the Great Resignation, many companies are forced to look at their recruiting process and refresh some of their strategies.

If you feel like you’re falling behind in the war for talent, check out the list of these outdated hiring processes and what you can do to update them.

Requiring In-Person Interviews

Ever since the COVID-19 pandemic, remote work has been rising. With that, remote interviews also became popular, and many people are finding that it’s now easier to find a job through a remote interview. Even after the COVID-19 pandemic, you should keep using a remote interview process.

There are a few benefits of remote interviews over in-person interviews. First, they’ll analyze how proficient the candidate is with technology and how they interact. If you’re running a remote business, this is essential to ensure that your candidate can communicate with the team.

In addition to that, when you interview candidates remotely you will also get access to more talent, show you how people work under pressure, and even give you more talking points to get to know a candidate.

For example, with people interviewing from their homes, you may notice something in their background that could help you make a connection with the candidate and start a conversation.

Not Using Automation

According to some research, 90% of businesses are using automation. If you’re not using it in your recruiting process, you’ll be doing extra work and might fall behind in the race for talent.

There are many aspects of the recruiting process that you could automate, including sourcing. Recruiter.com’s powerful AI sourcing software uses machine learning to source potential candidates and send the list of ideal candidates automated and optimized emails. This way, recruiters can get back to doing what they love: connecting with people.

You may even be able to implement automation into some portions of the onboarding process.

Not Implementing Technology

If you’re not using some technology in your recruiting process, your company will fall behind in hiring talent. Technology has revolutionized hiring and recruiting. Whether using social media platforms, online reviews, SEO, personal branding, or recruiting software, there are so many different ways to reach employees than there were years ago.

Without technology, your hiring process will eventually become ineffective and inefficient. Embracing this technology and change can help your business run faster and more efficiently, and it will ensure that your hiring process doesn’t last longer than it needs to be.

When you have a slower hiring process, candidates may interview with a company that has a faster process and receive a job offer from a different company.

Only Doing One Interview

Some recruiters and hiring managers feel like they have confidence in a candidate to decide in just one interview. However, you should have at least two interviews to make sure.

You should never judge performance based on one data point, and if you’re going to try and predict how they will perform, you’ll need to have a few more interviews. You should make a decision based on as many sources as possible.

For example, check their resume their LinkedIn account, and have a few different people interview them. You may even want to include an interview test or assessment to have more data to ensure that they’re the right fit for your open position.

Asking Irrelevant Questions

If you have multiple interviews, make sure that you ask questions relevant to the job. Many interviewers will come up with hypothetical scenarios to see what a candidate will say about how they would respond in that scenario.

Some people might think that this helps, but it’ll be even better to have a real-world scenario that they can work through.

For example, if you’re hiring an SEO writer, instead of asking them how they would research and write an article, give them an actual test assignment to see how they handle that.

You may even want to invite candidates to your business and have them sit in on some work meetings or while executing a project. Even if they don’t have a lot of background knowledge, you can still assess how they interact with the team and if they seem interested and willing to learn about the process.

Not Prioritizing Skills

Many companies will look at a client’s resume to see which school they went to and what degree they majored in. However, recruiters find that this isn’t a great way to assess how good a candidate’s fit might be.

Now, it’s more about what skills a candidate has and what they did versus where they went to school and who they know.

Because more and more people have a bachelor’s degree, it’s becoming less of an important metric to judge if a candidate is talented or not. You’ll need to change your company’s mindset and figure out what you want from a candidate.

Before posting a job description to a job board, make sure you think about what qualities are necessary for the position. Hiring managers need to think about what skills are required for the work, rather than finding ones they would like to have. When hiring managers cannot decide what skills they need for the role, a laundry list of qualifications will scare candidates away.

Making it Difficult for Job Seekers to Apply

Some companies require job seekers to create an account to apply for a position. However, many job candidates will avoid doing this because other jobs have a more straightforward application process.

When possible, try and make it easier for job seekers to apply. You could do this by posting your job descriptions on social media and allowing them to use them without leaving the social media site. Make sure they can easily find it during their job search.

If you’re going to have people apply on your website and require them to submit their resumes, use a resume parser on your site. This way, they don’t have to fill out all of the information that you can find in their resume.

You may also want to decide if you include a cover letter. Some companies still require it, but if you’re going to require it, make sure you have an actual purpose or reason to include it.

Start Refreshing Your Hiring Processes Today

If you have these outdated hiring practices, you should consider refreshing them to grab new talent. You can refresh your process by implementing new technology or hiring recruiters monthly.

Recruiter.com can help you with either of those solutions. As experts in recruiting, we have the industry knowledge to know what works and find the best talent for your business.

If you’re interested in hearing about our recruiting solutions and how they can fit into your business model, contact us today!


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By Alyssa Harmon