3 Tips to Fix a Broken Recruiting Process

Finding and hiring the right candidate can feel like a roller coaster ride for recruiters and hiring managers. Excitement levels fly off the charts once you’ve found and offered a job to your dream candidate, but if that candidate reveals they’ve decided to take their talents elsewhere, excitement quickly turns to disappointment. The chances every top candidate will accept your offer is a bit unrealistic, but it becomes a real problem for the health of your organization if you’re constantly striking out and failing to hire great people.

Unsure why candidates keep turning down your job offers? Consider your recruiting process. It’s often the leading contributor why organizations fail to find the right people for key positions. While many organizations are quick to blame talent shortages, it’s only an excuse for a broken recruiting process that needs to be evaluated. Keep reading for three ways to help fix the problem.

Proper Preparation Prevents Poor Interviews

Are you recruiters going through the motions or developing a plan to interview quality candidates for open positions? It starts with collaborating with the hiring team. This team must work with recruiters before a job is ever posted to fully understand the requirements of the position and prioritize skills that are required versus desired. By setting proper expectations, you’ll prevent recruiters from embarking on a wild goose chase that could frustrate candidates and leave them with a negative impression of your brand. Plus, the more detailed and precise the job description, the faster recruiters can identify candidates that meet the required skill set and eliminate a long, drawn-out interview process.

It’s a Group Effort

Is the bulk of recruiting falling solely on the shoulders of one person in your organization? Hiring should not be a one man or woman show – that’s a lot of pressure and responsibility to handle. The interview process should be collaborative and involve not just a manager and recruiter, but colleagues who will work with the individual. It’s critical for others to meet the candidate, ask questions and determine how they fit the culture of the organization. By offering all parties the opportunity to interview and evaluate the candidate, you’ll ensure that you’re making the best choice not just for the position but for the entire department.

Collect Meaningful Interview Feedback

Once you’ve completed an interview, how are you collecting feedback on candidates? And do you know the tendencies of your interviewers? If you’re exchanging emails or comparing notes in person, you’re not taking a strategic approach to hiring. To achieve better hiring decisions and collect accurate feedback on candidates, interviewers should incorporate hiring scorecards in the recruiting process. These scorecards can be a key differentiator for employers in managing recruiting because they provide an average score per interviewer for each candidate. Why is this so important? Consider this: Sally always gives 2’s but suddenly gave the latest candidate a 5. That’s a great indication that the candidate is above and beyond Sally’s standards. Or if Tim always gives high praise to candidates but suddenly gives a 2 – that’s a red flag that something must have gone wrong in their interview. When it comes to collecting meaningful interview feedback, understanding how your interviewers operate is key.

No one said recruiting is easy. But if you consider the importance preparation, communication and collecting feedback play in the process, you’ll increase your chances of hiring top talent. To eliminate the time and stress often associated with choosing a new applicant tracking system, we have developed a guide explaining everything that you should look for and expect while selecting a system. Click here to download our guide.