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Roll Out an Efficient Recruitment Process in 2022
“Efficiency and focus are the keys to success.”
- Robert Crais, American Author
The world of recruitment and hiring has become rather erratic and unpredictable over the past few years. This was especially highlighted by the onset of the Covid-19 pandemic. When recruiters need to hire these days, they usually need to do it quickly. Now, the pandemic does play a part in this, but as we said it is only one part. The other is due to the rapid digitization of the market. As a whole, candidates are getting more and more accustomed to a more efficient and higher quality recruitment process. According to a whitepaper published by the Robert Walters Group, around 65% of candidates are put off by lengthy recruitment.
Another paper published by Deloitte states that around 83% of candidates who have a negative recruitment experience can often change their minds about a role or a company that they once liked. What these numbers tell us is that a long and awkward recruitment process will do more harm than good. This is not just speaking in terms of your candidate pool, but also your employer brand. Having said that, in this blog, we will have a look at a few different ways to improve your recruitment process strategy in 2022.
How Do You Define Efficiency in the Recruitment Process
Efficiency in the recruitment process is both fast and easy for all parties involved. This means it should be a seamless experience between and for the candidate and hiring manager. If you were to define it further, an efficient process would be one where automation takes care of the manual tasks and saves on administrative time. An efficient process is also one that has the right timing. It collects the necessary information at the required time so no one wastes theirs.
At the end of the day, there might be a million different ways to make the recruitment process more efficient. However, the truth of the matter is, it all begins with having the right technology.
Simplifying the recruitment process is one of the best ways to make things more efficient.
#1 Maintain a Common Core for Your Information
Let’s be honest, the usual way that recruitment processes unfold is by having candidates apply through a job site. As the hiring manager, you download their information, shortlist them and add them to a spreadsheet. Once all that is done you feed it into the screening software you use. In this day and age, this is too clunky. It leaves candidate information everywhere and becomes a chaotic mess that you need a whole team of people to track at times.
A good place to start is by integrating some form of Applicant Tracking System (ATS). Think of it like a storage core where you keep all your candidate information. It’s like a one-stop-shop. This way, you eliminate the need for multiple excel sheets and keep things streamlined for yourself and the candidate. No information will be lost, candidates won’t miss crucial emails and you can close unwanted candidates off from the process with higher efficiency.
You can judge the quality of the ATS based on how well it integrates with other recruitment technologies like your automated reference checking software.
#2 Accept the Power of Automation
Automation is a modern luxury that allows recruiters to work smarter and not harder. They can put their skills to use where it matters rather than spending hours phone-screening candidates. Once you have the right automation technology on your side, you will be able to shortlist candidates more efficiently. This means you don’t have to spend days or even weeks working your way through a thousand different applications and resumes.
Rather, you just need to call the candidates who were shortlisted and select the best from that crowd. Easier shortlisting means less time to hire and better quality of candidates seeing as the recruiter is free to use their talents where it matters most. Once again, as we mentioned before this should ideally integrate with your ATS as well.
"Efficiency is doing better what is already being done."
Peter Drucker, Austrian-American Educator
#3 Check Scalability and Compatibility of Technologies
So far, we have talked about the implementation of technology. This point is more about making sure you implement the right technology. With the arrival of the pandemic and everyone shifting to remote work, practically overnight, it was a big change. Companies grabbed the first recruitment automation solution they could get their hands on. However, with remote work looking like it will be a possible constant in the future, it’s time to adopt technologies that will scale up with your business.
Ask yourself if the technology adds value to the process and what ROI you get from it. What are its limitations? Is it available 24/7? Can you integrate it with your existing systems or expand it as necessary? These questions will help determine if you are choosing the right product for your specific business needs. If you suddenly have to hire a huge influx of candidates you don’t want to be left stranded because you need to update your strategy or tech stack.
#4 Keep Experimenting
Experimenting doesn’t just mean checking all your processes all the time. It means to change things up a little! If you usually recruit at the end of the process, try doing it at the beginning! This is a great way to shortlist a group of strong candidates and it saves a ton of time. It can also help you lock down top talent fast as the due diligence will be done early on in the process.
Another thing you could do is pre-screen all your eligible candidates at the beginning of the recruitment process. It will allow you to evaluate more candidates in half the time. This means that you get to work with a wider talent pool and more data efficiently. There is also the added benefit of reduced human bias.
Constantly testing and experimenting will help you improve your overall recruitment process and candidacy funnel. Remember, you don’t have to reinvent the wheel or anything, just small changes can go a long way. Following these steps can help make the process easier and of higher quality, which is what you need in the modern job market as an employer.
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Reference Checking Tips: Top 10 Pointers for a Smoother Process
“Diligence is the mother of good fortune.”
- Benjamine Disraeli, Former United Kingdom Prime Minister
Intro to Reference Checking Tips
Before we get into the top tips, let’s look at what reference checking entails. It is the process of verifying information about a candidate during the hiring process. While it can be conducted over a phone call or an email, in recent times, employers have taken to other, more modern processes such as online survey forms, automated reference checking services and so on. The purpose of this is to make a more informed decision about the candidate before hiring them. One of the major challenges with the modern hiring market is that every open position gets hundreds of applicants in a given time frame.
Checking all their references can be a time-consuming and often complicated process. In this blog, we will give you the run-down of top reference checking tips that can lend themselves to a smoother reference checking process. However, before we get down to the reference checking tips, let’s briefly go over how one should go over a run-of-the-mill reference check.
Reference Checking Tips: How to Conduct a Reference Check
The first thing to do when attempting to conduct a reference check is to identify yourself, your affiliations (which company you’re calling from) and the person who listed them as a reference. Start the conversation by asking the reference if now is a good time to talk. Next, you will want to assure them that all the answers and questions will remain confidential. Once you get the green light to proceed and they seem willing and ready, you move to phase two.
Start by verifying the basic details like the dates of employment and termination, employment history up until that point and so on. You also want to dive into the candidate’s capabilities such as knowledge base, work-relevant skills and so on. Ask the reference if they think the candidate in question would be a good fit for the role. Above all else, give the reference room to breathe and answer in their own time. Don’t take them down the road to the easy answer, nor should you keep interrupting them. Give them time and have them answer directly.
Having reference checking as a mandatory part of hiring will thin the crowd of applicants, and give you the candidates you want.
Top 10 Reference Checking Tips
In the above paragraphs, we talked about the reference checking process in regards to the reference, now, we will take a more balanced perspective. Let’s look at how you should handle reference checks with regards to the candidates as well as the references.
Tip #1: Be Upfront About Reference Checks
Remember earlier when we said how each position can get hundreds of applicants? Well, this may be a good way of weeding out the honest candidates from the mountain of resumes. be upfront about the fact that you do thorough reference checks. This will highlight candidates that have given less than ideal references or other related issues. Before you know it, you may find your candidacy list shirking by itself. The result will be a pool of candidates that will be more ideal in terms of what you are looking for and most importantly, honest.
Tip #2: Avoid Delegating Reference Check Responsibilities
If we are being honest, some days at the office can get a little hectic, especially when you’re in the midst of a hiring process with many candidates. However, you should try your best to avoid passing the baton of referencing checking a candidate. If you do, you could potentially miss something huge with that candidate. As the hiring manager or employer, you know exactly what to look for and what you need. No one else will see it the same way, nor will they ask the right questions.
These slip-ups could be as small as a passing remark made by the reference that could have revealed something big that clashes with your company culture. Something you might have likely missed since the job was passed onto someone else. This particular point is therefore one of the most important reference checking tips.
"Diligence leads to competence."
- Jeffrey Benjamin, Author
Tip #3: Be Thorough
When you have to deal with more than one reference per candidate there is a challenge and an advantage to that. The challenge is that you have to keep track of a lot of information for correlation. To make the best hiring decision, you need to take lots of notes and double-check when you’re unsure.
If you miss a step, you might miss by a mile in terms of candidate evaluation. Now, in terms of the advantage, there are around two or three references for a given candidate. This means that you can cross-check information and see how authentic that candidate’s profile is. Getting that third reference to confirm can make all the difference.
Tip #4: Conduct the Reference Check Over the Phone
If you have the choice between doing it via email or phone, rather do it over the phone. There are a lot of nuances that you can pick up in a live conversation. Little things like inflections in their voice, tone, subtle passing comments, etc. All things that can reveal a lot about a candidate. The same doesn’t translate well into the written word and they are less likely to reveal something negative directly for fear of liability issues.
Tip #5: Start With Easy Questions
As most conversations go, start it off on the lighter side. Start the reference checking process with easy questions like: How long did they work for you? This presents a much higher chance of eliciting the responses that matter rather than jumping straight into the deep questions. Also, keep in mind that you should try to phrase your questions in a positive light.
Cross-referencing is the most important aspect of the reference checking process.
Tip #6: Confirm Employment Dates
This may seem like an obvious one, but the fact is there can be minor discrepancies between the candidate’s stated dates of employment and the reality. This makes this point one of the most important references checking tips on this list. At the end of the day, you’re looking for a candidate of a certain experience, it doesn’t help you if this turns out to be false, so make sure before you hire them.
Tip #7: Avoid Close-Ended Questions
As far as reference checking tips go, this is another important one. The last thing you want as an outcome from the process is a whole bunch of vague, open-ended answers. Ask references questions in a way that will lead them to give you specific answers. For example, you might want to ask the reference: So, the candidate got along with their co-workers, correct? This would be preferred as opposed to asking a question like: How well did the candidate get along with their co-workers?
"Everything yields to diligence."
- Antiphanes, Ancient Greek Author
Tip #8: Gain Insights via Social Media
In this digital age, the social media realm offers lots of insights into who a person is. The same applies to candidates. When doing your due diligence this is a good place to look. While you may not be checking references in the traditional sense, checking a candidate’s public Facebook posts or Twitter feed can offer a lot of insight. This is especially true of their LinkedIn profile. This can quickly highlight not only their past work experiences and career orientation but also any discrepancies on their resumes.
Tip #9: Give Assurance of Confidentiality
If you have ever done a reference check in the past, you might have come across ex-employers who seem hesitant to answer some of your questions. Many times, references will hold back on answers out of fear of liability issues arising as a result. The best move you can make in these situations is to assure them that everything they say will remain confidential where applicable.
Tip #10: Watch Out for Fake References
It’s not unusual to have a candidate give you a fake reference as they may have had a falling out with their previous employer, or know that they have nothing good to say about the candidate. Hence, it is important to keep an eye on the authenticity of the references. As far as reference checking tips go, this one is cardinal, it gives legitimacy to the whole process. Verify the reference’s title, company name, their full name, dates of employment and if they were the candidate’s supervisor.
So, there you have it, some of the best reference checking tips that we think will help smooth out your recruitment process. However, if you still think that you might not have the time to sort through mountains of applications, there is an alternative: automated reference checking. Something that we here at Credibled specialize in! So, consider it and good luck!
Job Interview Questions Every Candidate Should Ask an Employer
“To ask the right question is already half the solution of a problem.”
- Carl Jung, Swiss Psychiatrist
In this day and age, the workplace isn’t what it used to be. The pandemic proved how valuable job security and satisfaction were for employees. When it comes down to the recruitment process, the job interview is often the defining moment for both employer and employee. In such a rapidly changing landscape, you as the employee, need to also have the assurance that your potential employer has your best interest at heart. You also need to be sure that there is room for growth and that they are adapting to the ever-changing landscape. This blog aims to give candidates and jobseekers alike a helping hand in framing some impressive questions that can not only help your chances at landing a job but also help you assess the company for compatibility. Without delay, let’s get into it!
Job Interview Question 1: What's Your Strategy for Surviving the Pandemic?
Don’t think of this as an offensive question. It’s completely fair for you as a potential future employee to want to know if your employer has a viable business model. You need to make sure you have some level of job security before diving in right? Besides, it’s no secret that a lot of companies went under during the pandemic-induced shutdowns. If not that, it’s been downsized or restructured. Everyone had to learn to adapt or drown, so you need to know how they survived so you can go forward.
It would also be a good idea to check if they have a plan to survive the next pandemic if there ever was one. Given the different variants out there and the consecutive waves across the globe, it’s hard to be certain of anything. Make sure your employer has a backup plan in place.
Your future rides on you asking the right questions during a job interview, so make it count!
Job Interview Question 2: How Did You Add Value During the Pandemic?
Keeping to the pandemic centric questions, this is another one. It was a time when the world was forced to come together. Industries relied on each other and had to go the extra mile to survive. Some companies like food delivery services and grocery stores became key social enablers that people depended on daily. Alcohol distilleries started manufacturing hand sanitisers in some parts of the world.
The point being, asking your prospective employer about how they added value to other businesses or society in general during this time is very insightful. They tell you a lot about the employer’s character and intentions.
Job Interview Question 3: What Are Your Policies on Flexible Work?
Most people have gotten used to the remote work model. It’s flexible and convenient most days. If not that, then a hybrid work model. Whatever the case, not many are in favor of the usual 9-to-5 work model. If you find yourself a part of this crowd, then you should ask your prospective employer if they have flexible work policies. If they don’t ask them what the average week looks like. This is a great job interview question to help you decide where you want to work.
Job Interview Question 4: What Are Your Future Plans?
If the pandemic taught us anything, it is that the future is uncertain. As a potential employee, it makes sense for you to want to know what your prospective company envisions for its future. What are they working towards and are you interested in being a part of that vision? Ask them about projects or strategies that they have in the pipeline.
"I will prepare and someday my chance will come."
- Abraham Lincoln, 16th U.S. President
Job Interview Question 5: What is the Work Culture Like?
To be able to grow or even work at a company, you need to know if you would get along with the other employees. Ask your employer about what the culture is like, how open and free the general atmosphere is most days and what they strive to achieve in that. This job interview question is very important because most employees quit after a few months. This is often due to the company culture not being what they expected.
Job Interview Question 6: What Does Career Growth Look Like in Your Company?
This job interview question has always been a relevant one. Coming back to the idea of job security. You need to know if there is room for career growth within the company. Ask them what incentives they provide, how often do they have their employee assessments, how much do they alter salary increments and even how often they promote people. There is no point in joining a company where you hit a dead-end in terms of career growth.
Skill Shortages in the Modern Workplace: How to Overcome It
“Don’t get distracted by the shiny object (and if a crisis comes), execute on the fundamentals.”
- Reed Hastings, CEO of Netflix
In recent years with the shift in work modes as a result of the pandemic, many have lost their jobs. This is partly also due to the changes in technology that were forced into commission as a result of the circumstances. The rapid changes in the needs of businesses left gaping canyons of disparity when it comes to skill shortages. As job demands increase and change new skills are being found to fill the gaps. This leaves some skills outdated, unfortunately.
When all is said and done, businesses are struggling to find the right skill sets to address the skill shortages they face. More than that, talent is also becoming scarce. Without the right recruitment strategy, the shrinking talent pool may eventually dry up. Having said that, in today’s blog, we will address these skill shortages by showing you what steps you can take to improve your hiring strategy.
Skill Shortages Tip #1: Focus on Hiring the Right Candidate
When skill shortages are concerned, it becomes critical to hire the right people at the right time. As you would imagine, with such a scenario, the competition is likely to be high for the existing talent pool. The more the competition, the longer it might take you to find the right person for the job.
The candidate also gets more leverage due to the high demand for their skills. This can lead to a high payout to land a certain candidate. However, even if you win this race, there is no guarantee that you will find the right candidate. The chances of hiring the wrong person go up in a shrinking talent pool. This is partly because you are just grabbing the first best opportunity you get. That’s why it’s important to take the time to assess your options and make sure you focus on hiring the right person.
Automated Reference Checking technology can be a great help in identifying the right candidate for you!
Skill Shortages Tip #2: Use the Right Technology for Better Quality
Sometimes all it boils down to is using the right technology. For instance one of the main reasons that the recruitment process takes so long, is the reference checking and cross verification. What if you had a tool that could help you automate that process so your hiring manager can focus on what matters. This is where automated reference checking like Credibled comes in.
Credibled was founded by highly experienced recruiting industry leaders to provide cost-effective, automated reference checking solutions. We have utilized reference checking services ourselves and felt that there is a lot of room for growth and change in the industry. We took our prior experience to develop an industry-leading software solution. In the fierce race to secure top talent, Credibled enables you to win the battle with transparent, accurate and accelerated reference checks.
Our powerful API gives you an unmatched verification experience in the recruitment process. This means that you can start building on our platform effortlessly and make your background checks faster, easier, and more accurate. So, it’s worth considering.
Skill Shortages Tip #3: Shoot for Better Employee Retention
Many hiring managers will tell you that losing your existing employees takes more of a toll on the company than hiring new ones. Therefore, when you do find the right person, make sure you employ strategies to retain them for the long run. However, before you can jump in and try to create an employee retention plan to address the skill shortages, you need to identify the reasons for low retention.
It could be a variety of different things from poor quality of management, tough work-life balance, poor cultural fit, or even a lack of opportunity to grow within the company. Then once you identify the issues, you can go about creating solutions to address them. For example, you could pay competitive salaries, offer on-the-job training, reward and appreciate employees for their efforts or just re-invent the culture of the company to make it more inclusive.
"Choose the right employees and then set them loose."
- Carlos Slim, Mexican Business Magnate
Skill Shortages Tip #4: Stay Connected With Your Talent Pool
During the recruitment process, you build a repository of candidates. The mistake most hiring managers make is that they forget about all the ones that didn’t make it past screening. This is perhaps one of the most valuable resources you can have in the fight against skill shortages. As time goes on, these individuals are constantly studying, training and gaining new skills that might be useful later down the line.
A talent pool is never stagnant. Hence, you need to stay in touch with them and do regular follow-ups. This is especially useful when you’re headhunting and in the race for top talent.
Skill Shortages Tip #5: Adapt Your Workforce to Suit Current Trends
As we mentioned earlier, the onset of the pandemic forced mass migrations in technology and workforce trends. Most of the world was working from home. People got a taste for it. Now, even with offices opening back up, a lot of workers prefer the flexibility of working from home, which directly conflicts with the workforce composition of many companies. What hiring managers need to do, is to rethink their hiring policies and workforce compositions going forward. This includes accommodating the needs of remote workers.