As you build your business, the people you choose to bring along on the journey will have an outsize impact on your success. So, it’s important that hiring is always an organizational priority.
At my company Amerisleep, we are selective about the candidates we recruit and retain. With the help of the right staff, we’ve been able to multiply our sales year-over-year and establish ourselves as one of the most reliable brands within the sleep category.
Of course, finding the perfect new hires isn’t always easy. To enhance your recruiting process, I recommend the three steps below.
1. Use technology to sort through candidate lists but invest in having initial conversations.
There are several ways new technology and automated procedures have vastly improved the hiring process. For instance, advanced analytics and candidate management tools have helped organizations increase their recruiting efficiency and engage with highly-qualified candidates across a variety of touchpoints.
However, there are some parts of the process where companies have begun to rely too heavily on automation. When digital resumes and cover letters started flooding recruiters’ inboxes, it seemed like keyword scanning would be an efficient solution to handle the influx. Of course, keywords in a resume or cover letter don’t tell you much about a person.
That’s why you should move as quickly as possible to start a real conversation with the applicants who interest you, even if it’s only a preliminary one. Structured chats are the best way to identify job seekers whose values and personality are a good fit for the position and your company.
2. Develop an exceptional end-to-end recruitment experience.
If you want your hiring to stand out you need to treat it like marketing, sales and customer support. That’s because it involves the same components as those functions, only the candidates are your prospective customers and the position is your product.
View the hiring process as a series of interconnected activities and create a holistic strategy that covers everything from initial awareness to onboarding that mimics the customer sales funnel. Establish a reputation as a business that builds and propels careers. Show applicants what they can learn on the job and why their best professional choice is to join your team. Invest in a seamless and welcoming onboarding experience too.
By taking these steps, you will be able to present unified messaging and deliver a cohesive recruitment experience for all applicants.
3. Measure the bottlenecks at each stage of the recruiting funnel.
To consistently improve the way you identify, engage and hire new team members, gather and analyze data from each stage of the recruiting funnel. Some of the things you’ll discover are the best outlets for sourcing quality candidates, the most effective processes, the length of time it takes to establish an opening and fill it, what percentage of applicants drop out in each stage of the hiring pipeline, and so on. Each of these and more represent an important data point that can help you improve incrementally and make hiring one of the strengths of your organization.
By adding data to your arsenal, you empower your human resources team to generate better results from your recruiting investment.