Unlocking Value through Best Practice Hiring
“Right now we’re seeing a candidate-driven competitive market and skills shortages across the board. But having a robust hiring process can make all the difference. In fact, surveys have shown that 75% of employees accepted the offer to work at their current company after having been influenced by their positive experience during the hiring process… ” Director for ArcBlue Search, Dympna Wong, provides tips for organisations looking to get the most value out of hiring their new procurement & supply team members.
Using a structured recruitment process is vital for organisations to ensure they can attract and develop a talent pipeline.
Right now we’re seeing a candidate-driven competitive market and skills shortages across the board. But having a robust hiring process can make all the difference. In fact, surveys have shown that 75% of employees accepted the offer to work at their current company after having been influenced by their positive experience during the hiring process.
Candidates often tell us about poor recruitment experiences they’ve had with common themes, including; unrealistic expectations from hiring managers, ineffective job descriptions, prolonged recruitment processes and poor communication and updates.
So here are my tips for improving your hiring processes and securing the best talent for your team:
- #1: Define your hiring needs carefully. Clearly articulate the skills and experience you need for each position in the job description. Have realistic expectations, factoring in budget constraints and candidate pool availability. An unrealistic list of requirements leads to a prolonged search for the ‘ideal’ candidate, which often does not exist.
- #2: Look at your Employer Brand. 82% of candidates consider employer brand and reputation before deciding to work at a company. Hopefully, your organization has already developed an employer value proposition and you are able to use it to highlight your organization’s culture, employee benefits and opportunities for growth.
- #3: Structure your recruitment process effectively. You need to do everything you can to make your process as quick as possible while being thorough with due diligence. 55% of candidates believe it should take 1-2 weeks from the first interview to being offered the job. And 60% of job seekers will abandon an application if it takes too long or is too complex. To avoid interview fatigue, consider combining different interviewers into just 1 interview. If the process is taking longer than it should, update candidates so they will remain engaged throughout the process.
How does a good hiring experience for a candidate benefit the business?
Aside from providing a great first impression, a positive recruitment process can influence retention and provide accelerated productivity. They will also likely have a more positive employer brand advocacy and be a better cultural fit for the organization.
At ArcBlue Search, our blended approach to recruitment involves a thorough consultation with our clients, and skills assessments with candidates. We identify cultural and behavioral alignment, ensuring we connect our clients and candidates with the best fit for their roles.