6 Tips to Improve Your Hiring Process
6 Tips to Improve Your Hiring Process

6 Tips to Improve Your Hiring Process

Filling an open position with the right candidate is one of the most challenging parts of a hiring manager’s job. It’s time-consuming, demanding and pressure-packed – especially since choosing the wrong person can set an organization back hundreds of thousands of dollars (the Department of Labor estimates replacing a bad hire can cost on average, 1/3 their annual salary) and negatively impact employee morale. But with a price tag that high, many employers are rushed into bad decisions by hiring too quickly. In fact, the Harvard Business Review indicates that as much as 80% of employee turnover is a direct result of poor hiring decisions.

On the flip side, open positions create gaps in productivity, which can put undue stress on remaining employees, lead to errors and create an overall sense of frustration and burnout. To help your organization navigate the demands of hiring, here are 6 tips to implement when looking to fill open positions.

1. Manage all your hiring in one place

The best way to consolidate and manage your hiring data is to automate your applicant tracking. This allows you to store past and current data in one location and even keep track of candidates for future openings if they don’t meet your needs right away.

Automation also allows organizations to track candidates throughout the hiring process and manage their information consistently and securely, without fear of lost paperwork.

2. Analyze best places to find talent

Track the sources of all your candidates, such as job-search websites and social networking sites like LinkedIn. It’s important to understand what works for your organization and where you’re finding value in paying for listings or spending time searching and posting. Determine which sources drive the most candidate volume and where you find your hires by position type and location. For example, LinkedIn might be a terrific source for a certain type of job in your company. For other roles, employee referrals might be more effective.

3. Build a robust careers webpage

Your website is an applicant's first impression of your business and your brand. Integrate your application process with your careers page, focusing on usability and reliability to ensure you don’t lose top candidates because of technical issues or a poor user experience.

And remember that your careers page is a direct reflection of your company. Include information about open positions, as well as benefits, culture, potential career paths, company news and awards. Offer insight into what it's really like to work at your organization. Be consistent with your brand to set expectations for candidates and get them excited before they even walk through the door.

4. Make decisions electronically

Use technology in your hiring process to guard against ever losing a résumé—and maybe a great new hire!

Create a binary yes/no decision process for your interview team. That way, no candidate is stuck in the “maybe” category and potentially forgotten or overlooked.

5. Understand bottlenecks in your process

Analyze your hiring process: How long does it take? Which parts take longer than others? If the process bogs down, you risk losing top candidates to competitors with more efficient processes.

Track these five metrics for staffing success:

Time to pursue: How long is the process from application to résumé review to phone screen to interview?
Where candidates are in the process: Does one stage seem to move more slowly than others? What, or who, might be causing that?
Open requisitions: How many openings does your organization have? How many are newly created roles vs. replacement roles?
Time to fill: Anticipate the length of the process and manage expectations of leadership by providing them with realistic timeframes. Remember, some position types will take longer to fill than others.
Turnover: Tracking turnover is essential, especially within the first 90 days of employment. It’s important to do exit interviews to understand why low-tenure people are leaving the organization. Those interviews can reveal gaps in your recruitment process and illustrate what to fix in the future.

6. Monitor compliance

Understand and avoid Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs regulations—and the major fines that can come with violations. Use consistent, legal processes for hiring or rejecting candidates, and keep strong documentation to show why a candidate was or was not selected.

Want to be sure your recruitment processes are optimized to support organizational success? *Learn more about Paycor’s automated Applicant Tracking System and its ability to drive better hiring decisions. Get in touch with us to find out more.

Sources: Department of Labor, Harvard Business Review, Hireology Blog Hiring Statistics

More to Discover

Turnover Guide

Turnover Guide

Download this turnover guide to learn: True causes of turnover Ways to reduce it How to solve the turnover problem with metrics and insights Start reducing turnover in your organization today, and download the guide.

Prepping for 2019 Toolkit

Prepping for 2019 Toolkit

Based on Paycor’s nearly 30 years of experience helping clients successfully navigate the complexities of year-end, we’ve created this toolkit complete with the expertise and resources you need to finish out the year strong and stay ahead of what’s required in 2019.

SMB

Small Business Owner's Guide to Buying Payroll and HR Technology

Small Business Owner's Guide to Buying Payroll and HR Technology

As a small business owner, selecting a payroll and HR provider is one of the most important decisions you’ll make. But evaluating providers can be overwhelming and it’s easy to get fooled by a flashy demo. Learn exactly what questions you need to ask to avoid buyer’s remorse. The Small Business Owner’s Guide to Buying Payroll & HR Technology Download Now

Sample PTO Policy for Small and Medium Businesses

Sample PTO Policy for Small and Medium Businesses

Some small to medium sized businesses have undocumented paid time off (PTO) policies simply because they’re not sure where to start. Employers aren’t required by law to provide paid vacation leave; however, specific states, cities and federal contractors must, by law, provide paid sick leave. Also, under the Fair Labor Standards Act (FLSA), employers aren’t required to provide paid leave, but they can’t refuse to pay exempt employees for absence due to illness or disability unless they have a documented plan for paid time off specific to these absences, and those exempt employees are either not eligible yet or have used up their PTO benefits under the plan. Establishing clear and compliant employee policies is essential to avoiding...