The 2018 Global Recruiting Trends Report reveals that a new era of recruitment with new hiring trends is emerging. While 56% of talent professionals surveyed for the report said that new interview tools will be the top new hiring trend, 50% of respondents voted for data to be the most impactful trend. With these upcoming trends demanding adaptability and organizations fighting for top talent, potential problems across hiring and onboarding processes can lead not only to the loss of right fit talent but also escalate hiring costs, significantly impacting the bottom line.
Here are five of the most common mistakes that employers and their hiring managers make during the recruitment process that could potentially drive away skilled talent.
taking too long in the hiring process
Certain companies lose the right candidates simply because their hiring process takes way too long to complete. Company management as well as the hiring managers must remember that top talent usually has more than one offer to choose from. Taking too long in the hiring process or having inconsistent communication and feedback during the process can make the candidates lose their interest in your employer brand. Your recruitment process must depict a healthy sense of urgency as it reflects on the inside working of your organization to the candidate.
neglecting your online presence
A-list candidates tend to do their research before zeroing down on a company offer. Finding a sloppy company website or social media accounts that don’t have any recent activity on them can drive potential candidates away from your employer brand. Such candidates look for futuristic and competitive companies that are in touch with the latest trends. An interesting online presence is a major hook to attract good candidates.
improper compensation benchmarking
Salary benchmarking is a crucial way to hire and retain good talent. Organizations also use it to improve onboarding as well as the performance metrics of candidates. High performance candidates look forward to work for companies that have a reputation of being good-payers the market. Meeting industry standards in compensation while also providing career growth is one of the most essential ways in which companies can hire and retain top talent.
not understanding the new dynamics of ‘cultural fit’
Cultural fit has advanced to its new version called ‘culture add’. The current hiring jargon refers to finding a candidate who not only fits the culture of your organization but also adds to its diversity. Futuristic companies focus on adding more diversity in order to stay competitive during the technological and demographical evolution. Recruiters also need to keep this in mind and remove their personal biases while hiring in the times when a growing number of companies are adopting AI for recruitment.
failing to establish the ‘right’ communication with the candidates
Recruitment is a highly humanized process. Organizations, even in the age of AI, depend on humans to communicate and build relationship with prospective candidates. Starting from the primary stages of recruitment to post on-boarding, a recruiter needs to represent its employer brand well to the applicant. Recruiters need to be consistent in their follow up especially, when a candidate seems to be of high potential. They also need to work on their pitch to make it engaging enough, so that the prospect finds value in the opportunity. Recruiters also need to spell out the requisites of the job to the applicants in the very first conversation. Not finding the job or the company as was explained by the recruiter can be the biggest disappointment for new hires. If a prospect’s conversation with a recruiting manager is terse or robotic, then it less likely for them to form a positive opinion about the recruiting firm.
By avoiding these common mistakes, organizations can turn up the efficiency rates of their recruitment process and find the talent they set out looking for. In fact, forward looking companies consider it important to train their hiring managers to enable them to understand the changing nature of the trade.