Is Your Hiring Process Too Hard?

Published on 6/2/2020 by David Webb

Categories: CandidatesHiringRecruiting

We’re in an unprecedented time for businesses, recruiters, and candidates. While there are seemingly more candidates than ever before -- a stark change from just a few short months ago -- those candidates still hold employers to the highest of expectations. Although the current may have shifted, the expectations from a talent-driven market still largely remain.

And these expectations aren’t outlandish or exceedingly demanding. In fact, they ushered in a dramatic shift in the recruiting and hiring experience for talent and organizations. Let’s not move backward, but move forward toward an increasingly successful process for both businesses and talent.

To that end, many organizations are still bogged down by a hiring process that is...well, it’s just too hard! Candidates shouldn’t have to jump through hoops or lose months of their lives in order to land a job. Not only does it turn off top talent (and competition for truly exceptional talent will always be fierce, regardless of the overall job market), it means there is more time between when you need talent and when you land talent. 

So, is your hiring process too hard? Here are just a few of the warning signs:

1. Requiring candidates to interview with every potential person who will ever interact with that employee.

Reading that bullet was exhausting in and of itself, right? Imagine then how exhausting it is for candidates to go through that many interviews! It’s understandable that you want to be sure you’re making the best possible hires. But, when you add so many names to the list it takes weeks just to schedule all the interviews, you know you’ve gone too far. Factor in Zoom fatigue (which is very real) and you open up the possibility of turning off (at best) or even angering talent who simply want to put their best foot forward. 

For each opening, think about who truly needs to interview this candidate and eliminate those who don’t fit the bill. Set clear criteria to be evaluated during the interviews, and set the understanding that it’s likely people will disagree in some key areas, and even on the ultimate decision, but that everyone’s input will be considered. It’s not always possible to get universal agreement on a hire, so be sure everyone is comfortable with the process in advance. 

Coordinate schedules to make interviewing a priority so that candidates can complete all the interviews necessary in just a few days. 

2. Turning another year older while STILL in the thick of your hiring process.

How can we forget, 🕐 = 💵? Now more than ever, that old adage rings true. Interviewing with multiple people is exhausting, but it also takes forreevvver. We’re talking weeks and sometimes MONTHS. This is bad for talent, bad for recruiting, and bad for business!

And remember, top talent is still in demand, regardless of the unemployment numbers. If you’re interviewing an exceptional candidate, it’s highly likely that someone else is interviewing that candidate too. Take too long, and that candidate heads to the competition. Depending on your candidate pool, that could mean a slight sidestep, sacrificing on the quality of candidate preferred or even starting over entirely. 

NONE of that is good for business. 

3. Jumping through those hoops and STILL not hearing back from you.

“Can you send your references?”

“Do you have some examples you can send?”

“Can you also meet with so and so?” 

“Can you take this skills assessment?”

Candidates are jumping through your hoops. They’re giving you every indication they want to work with you. What you need to do to keep them interested, excited, and engaged is simple -- communicate! 

This one’s not complicated, but so many businesses are still falling short. The impact on your recruiting efforts is massive. At worst, you lose out on top talent. At best, you land the hire, who starts unenthused, unimpressed, and exhausted. And if your onboarding process is similarly lackluster, you are way more likely to lose that talent down the road. 

Engagement is critical. And the best part is, it’s really not difficult to improve. At BrightMove, our ATS platform was built to easily communicate with candidates via email or phone. It integrates with popular texting platforms. It helps you get better results. 

But you have to make a commitment in order to get results. With any of these challenges, it requires a concerted effort by your organization to improve, refine, and create better, more positive candidate experiences. You’ll be well on your way toward improved recruiting ROI (and yes, even retention).

About the Author, David Webb

David is the CEO of BrightMove and is a seasoned technology executive & entrepreneur noted for creating successful businesses. Over his 25+ year career, David has developed multi-platform expertise in the domains of computer science, data analytics & business transformation. Starting in 1995, David worked with his best friend, Jimmy Hurff, to develop one of the world's first Internet job board and resume bank applications. David is the primary architect of BrightMove and has an active role in the product's evolution to this day. From then to now, David has been consistently helping his customers to build great teams, using best practices and world-class technology.

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