This is Why Your Hiring Process is Stuck in the Past

The hiring process is in a constant state of change — at least, it should be. The skills-laden job posts and run-of-the-mill interview questions of yesterday might have once succeeded in landing great hires, but that’s just not the case in today’s competitive job market.

To win over today’s best talent, companies need to remain innovative and competitive in how they hire. Unfortunately, too many companies are relying on outdated screening tactics and hiring methods.

To help you determine if your hiring process is stuck in the past, here are four old-fashioned hiring strategies and how to bring them into the 21st century:

  1. Leaving hiring up to one person.

Most organizations have a designated person for recruiting and hiring, but this strategy belongs in the past. Hiring should be a collaborative effort between human resources, leadership, and the department that’s looking to fill a position. After all, two heads (or 20, for that matter) are better than one.   

How to update: Get more people involved in the hiring process, from sourcing to screening to interviewing. LinkedIn’s 2016 Global Recruiting Trends report revealed that 26 percent of the 3,894 talent acquisition decision makers surveyed consider employee referral programs to be a long-lasting trend. So, incentivize employees to refer people they deem a good fit for the job by rewarding referrals that lead to hires.

  1. Screening via phone interviews.

The phone screen has had it’s run, but it’s time to say goodbye. Thanks to modern screening methods, the phone screen has become a less efficient way to get to know job candidates before the in-person interview.

For starters, phone interviews don’t paint an accurate picture of a candidate, as they don’t support a visual connection. Not to mention, it can be time-consuming to sit on the phone with one candidate after another. But, most importantly, phone interviews are difficult to standardize, which presents a big issue when it comes time to compare candidates against each other.

How to update: In place of the traditional phone interview, use one-way video interviews to screen job candidates. The nature of one-way video interviews makes it easy to assess and compare candidates — and in much less time.

What’s more, candidates favor them, with nearly half (47 percent) of candidates surveyed by Software Advice preferring them to other screening formats, such as the phone interview (which only 36 percent prefer).  

  1. Keeping your search local.

There’s no denying the benefits of hiring locally, however sometimes the local talent pool just doesn’t cut it. Considering that 35 percent of employers reported difficulty filling jobs due to a lack of available talent, according to ManpowerGroup’s most recent talent shortage survey, hiring managers need to expand their recruitment reach beyond their own backyards.

How to update: Advancements in technology have made it easier than ever to tap into global talent pools. Social professional networks, for instance, have become the top source for quality hires (43 percent), according to the aforementioned LinkedIn report.

While social media has made it easier to source and connect with long-distance talent, video interview platforms have made it possible for those candidates to take part in the interview process — without having to spend a small fortune on travel expenses.

  1. Communicating through email.

Email will always serve as a powerful communication tool, but is it the best means of communication for reaching the newest generation of job seekers? Another report by Software Advice suggests that texting job candidates is on the rise, with 43 percent of job seekers (under 45 years old) considering recruiters who use text messaging “professional.”

How to update: While initial outreach and acceptance (or rejection) is better suited for email, notifying applicants of new job openings, confirming application receipt or interview times, and other such communications are ideal for text messages. Just be sure those texts are sent at an appropriate time and in a professional manner.  

When it comes to hiring, there’s only one thing that has remained the same throughout the years: find and secure the best person for the job. It’s how you do it that is continuously evolving and improving.

What do you think? What are some other outdated aspects of the hiring process? Share in the comments!

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