Finding and hiring top talent has been a top concern for organizations for years, but the challenges they are facing have evolved. Everyone who has participated in the hiring process – whether as a candidate, hiring manager, or recruiter – knows that the process can be time consuming and frustrating. As candidates we have all experienced the dreaded application “black hole”, where you apply for a job and then never hear anything back from the company. A polite thank you, but no thank you email is better than radio silence. As a hiring manager, when I finally have a position approved to fill, I generally want to have someone on board and productive yesterday. And, as recruiters, of course, we are faced with hiring managers who want the ideal candidate yesterday coupled with the challenge of either struggling to find a very specific talent with very few applicants or having to wade through hundreds – or even thousands – of resumes for a single position.
Focusing on experience, be it for the candidates, or the recruiter and hiring manager, can deliver exceptional results. Some of those results show immediate impact, such as shortened time to hire, while others will have a long-term impact on employer brand and reputation by delivering an exceptional experience and recruiting process. So how can you improve the hiring experience? Start with the steps below.
- Agree on the job requirements and create a compelling job posting
- Leverage existing candidates (alumni, previous applicants)
- Let technology take the work out of screening and ranking
- Collect feedback and insights to drive improvements
Agree on job requirements and create a compelling job posting
Creating a great hiring experience starts well before a job is posted. The first step is to align on the job requirements. When trying to fill a position quickly, it is not uncommon for the recruiting team to rush and post the job without taking the necessary time to really align on the role requirements with the hiring manager first. This can lead to poorly written, vague job descriptions that leave room for misinterpretation. So when résumés start arriving, a large portion of them don’t really match the expectations of the hiring manager. It takes time to vet candidates properly, but with accurate job descriptions, recruiters will feel more confident that the applications that come in will better match the opening. This reduces the number of unqualified applicants to sort through improves the chances of the hiring manager finding the candidate they need more quickly.
Leverage existing candidates
The best candidates aren’t always actively looking. This makes it important to develop and use
passive sourcing channels. Talent rediscovery helps you find past applicants and candidates that you already have in your recruiting system and who have previous expressed interest in your company. Another great source of qualified candidates can be your former employees. Tap into your alumni network to harness the power of a qualified pool of former employees ready to return to the company. This helps reduce time-to-fill, decrease time-to-productivity and boost the organization’s recruiting ROI. Reducing time to hire gives recruiters the ability to focus on tasks that matter, like engaging with the best candidates and beating out competitors who have longer hiring times.
Let technology take the work out of screening and ranking
One of the most time-consuming tasks for recruiters is screening applicants. It’s simple math: If the average corporate job receives 250 applicants and a recruiter is actively working on 10 requisitions, that’s 2,500 resumes to get through. Most applicant tracking systems offer some help here with prescreening questions that can be used to rank candidates or even disqualify or knock them out of the process. But those tools generally work better for structured information and when looking at hard skills, which have traditionally been the focus in recruiting. But soft skills, or innate talents, are emerging as more and more important in our fast-paced world where the jobs of tomorrow may not even exist today. Here is where scientifically designed assessments together with AI can help recruiters analyze and measure the explicit and implicit skills of candidates and find the best match for the job role. These assessments are useful beyond just the recruiting stage and are equally applicable for workforce development to identify the strengths and weaknesses of employees, allowing for training or promotion to suitable roles within the company.
Collect feedback and insights to drive improvements
You cannot improve the hiring experience for stakeholders if you don’t know what’s working and not working with the process. With capabilities from SAP Qualtrics Employee Engagement you can collect feedback and insights from various stakeholders so you can act with precision and in real time to drive improvements. Keeping applicants informed of the process can make you stand out. Candidates will be excited to join your company and excel at their job due to optimized skills matching.
Attend our webinar on April 16 Transform the hiring experience with SuccessFactors and our partner ecosystem to learn about how you can improve the recruiting experience for candidates, hiring managers and recruiters with SAP SuccessFactors Recruiting and complementary SAP App Center partners like Eightfold for intelligent sourcing and talent rediscovery, Plum for predictive assessment based on AI and psychology, and Enterprise Alumni to tap into your alumni and retirement community.
To take the next step in your HXM journey, and understand how you can enhance your talent acquisition experience for candidates and recruiters alike, come check out the Digital Summit.