How to Adapt to Changing Recruitment Processes?
When it comes to the hiring process, you do not need to reinvent the wheel. But you do need to adapt and change it when necessary. When you are a manager, you should adapt quickly to changing circumstances. The same goes for your recruitment process. Now is the time to review and improve your recruiting process. It is still not too late to discover how to adapt to evolving methods.
Find the Right Way to Find the Right Candidate
Your recruitment journey begins before you complete your recruitment research. Before you start the research, you should be able to get a clear definition of the right candidate for you. Also, most importantly, are you the right company for these right candidates, and if so, you must determine how you will present your company to your candidate.
It is good to ask yourself a few questions.
- What factors make your company the best place for the right candidates?
- What social benefits does your company offer to your candidate?
- What policy does your company follow to streamline an employee's daily operations? Are you integrated into modern technologies to make their working process smoother?
- Do you have an attractive company culture that will attract young talent?
- Are you willing to invest in the development of your employees?
In short, why should your candidates choose you? Remember, a recruitment process is not just a process where you evaluate candidates, it is also a process where candidates evaluate you. You should show the dedication you expect from your candidates to them and be well-prepared for interviews.
How to Identify the Right Candidate
If you are looking for a new candidate for your company, it is probably a replacement for a coworker who has left. In such cases, you usually compare new candidates with your former colleague. It is common and normal. But it may prevent you from making an objective assessment.
When evaluating your candidates, it is much more significant to evaluate their suitability to your company's culture and the contributions they can offer to the relevant position, rather than comparing them with your other employees. Your new candidates may not be like any of your employees, which is quite possible. But that does not mean they cannot be a helpful candidate for your company. Do not limit your perspective.
Another case is resumes. It is easy to evaluate a candidate with an excellent resume, even on paper. CVs like this always start interviews a few steps ahead. But besides CVs, try to get to know your candidates with their human side and social skills. Also, remember that the interview process can be exciting for them. In an exciting condition, people may find it hard to reflect their real personalities, if you really want to get to know them well in a short time, it's your duty to make the interview process as smooth and comfortable as possible for them. You should give the impression that this is not a one-sided evaluation.
Prepare Your Onboarding Checklist
The onboarding process of your employees may differ for each department. Some departments require a more detailed training process, while others require a faster onboarding process. This process may also vary depending on your candidate's learning pace and past experiences.
To be ready for all these variable factors, creating a set of rules and checklists for your onboarding processes will make things much easier for you. In summary, you should determine the most specific and efficient path for your candidates. It will also help your future recruitments.
Let's summarize some general rules that you should add to your onboarding checklist, no matter who your employee is;
- What is the technology needs of your new hire, and which ones will your company meet?
- What exactly are the role and responsibilities of the new hire?
- Who will your new hire work with, and to whom will s/he report and from whom will s/he receive reports?
- Did you assign a buddy to support your new hire during the onboarding process?
- Did you inform your new hire about employee rights, company culture and company activities?
- Did you inform your hire about your communication channels? Also, did you include s/he in your communication channels?
- Did you communicate with your new hire about the non-work elements? (Family, hobbies, etc.)
- Have you determined the frequency of 1o1 meetings with the new hire?
Long-Term Employee Acquisition
We know that the hiring process is not as easy as it sounds. In fact, it continues even after your new employee is hired. The key purpose of human resources departments is to find the right candidate and place in the most proper position for long-term work. At this point, the aim is not only to recruit talented employees and place them in the most proper positions but also to find the right candidate who will enable your company to achieve its long-term goals.
Candidates who experienced a well-planned recruitment process are much more likely to work for the company for a long time. Remember that the first impression is always incredibly significant in every part of life.
In the modern age, digitalization in all sectors leads to fundamental changes in many areas, from working processes to recruitment processes. You should turn this into an advantage for your human resources processes and keep up with the changing and developing era.
Here are some tips for adapting your own recruitment process to the changing HR world:
- Review what works and what does not work in your current process. Be honest with yourself about which parts of the hiring process are working well, and which parts are not working well at all.
- Keep up with trends in technology and business practices so that you know what kinds of changes might be coming down the pipeline—and how they will affect your recruitment strategy. You do not want to get caught off-guard when there is an important shift in how people apply for jobs!
- Keep it simple. If they have worked in an environment where they had to go through many rounds of interviews and tests before being hired, try to keep things streamlined and organized. Make sure you have all their paperwork ready before their first interview, so they do not have to wait around while you check references or fill out paperwork.
- Create a plan for implementation and stick to it! The biggest thing standing between most companies and successful implementation is poor planning and lack of follow-through (or even worse: both).
- Have clear expectations for each position within your company so everyone knows what is expected of them from day one. This helps new hires feel more comfortable from the start, which makes them more likely to stay longer-term; it also helps reduce turnover rates overall!
- Consider bringing in an expert who can help train existing employees on how to effectively onboard new hires, so they feel comfortable and supported during their first few weeks on the job (and beyond).
- Consider using user-friendly HR software. These apps are easy to use, can be accessed from anywhere and make it easy for you to track candidates and all recruitment processes.
- Use technology to make it easier to manage applicants—this includes things like video interviews, assessments, or pre-hire forms and surveys; these tools will help you screen candidates more quickly and efficiently than ever before!
Here's Retable's Employee Onboarding Planning template that will prepare you for a perfect onboarding journey! We hope that it will help you to easily organize and track all onboarding steps so your new colleagues can adapt quickly.
You can easily copy our employee onboarding planning template to your Retable dashboard and customize it according to your needs. You can also check our other HR templates and customize all for your needs freely.
Don't forget that recruitment is not just about finding qualified people; it is also about finding people who are the best for your company's culture.
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