LCompanies have always needed talent, and for that they have had to go updating and improving its selection processes. However, never before have they faced a situation where workers become more and more demanding when it comes to accepting a job. Improving the selection process is an essential task.
Current employees are aware of the value of their talent in the market, so they are not willing to give it up at any price. Consequently, companies must adjust the recruitment process to find those candidates who fit well with the profile sought and are willing to accept the job under the terms offered. Let's see how they can achieve it.
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Doing business as usual no longer works
The first thing that organizations must be clear about is that we are in a world that has changed a lot in a short time, and the old recruiting tactics are now obsolete. If we always do the same thing, we will always get the same results. If the classic way of recruiting no longer works, it's time to change it. This means that we will have to say goodbye to three issues that until now were a common presence in most hiring processes.
login bonus
Although it is not very common in Spain, in the United States they have been using this technique for decades, which consists of offering you a extra money to the candidate just for signing the employment contract. But the strategy no longer works today, since there may be someone who signs their contract, collects the bonus, and leaves shortly after.
Why do you want to work with us?
This classic question, which appeared sooner or later in all selection processes, is now disappearing. The reason is obvious, placed the company offering the job in a position of superiority with respect to the candidate. What happens is that now the tables have been turned, and the worker has greater power within the selection process, because the final word on whether or not to become an employee of that company is going to be yours.
Job offers that “sell” the company
The job offers in which there was more talk about how good the company is than about the job itself have been a constant in recent years. But now the workers reject these ads. They want to know clearly what the company needs and what it offers in return, no more and no less. The rest of the information is superfluous, because if they want to know more about it and its reputation, they can do their own research online.
Tactics to improve the selection process
1. Think and evaluate before posting an ad
When an employee informs the organization that they are leaving, the selection process is immediately activated and, in many cases, the job offer that is published is practically the same (or even the same) that was published at the time when they ended up hiring to the employee who is now leaving. But this is a serious mistake. The needs of the company regarding its workforce change over time, it may even be that the position to be filled is no longer quite the same as it was a few years ago, and now skills and abilities are required that were not necessary before. Therefore, before launching to publish a job offer, you have to take some time to evaluate the situation and think about what is needed at the present time for that specific position. For example, the position may have become so complex that instead of one new employee, two are needed, or skill gaps have been detected within the work team that it would be interesting to cover with the skills of a new employee. Taking time for reflection and evaluation ends up giving rise to much more complete job descriptions and adjusted to the current reality of the company. In this way, it will be easier to find the right candidate.
2. Bet on brevity in job offers as a tactic to improve the selection process
There are positions in which it is enough to post an ad to receive hundreds of resumes, but the more complex the position to be filled and the more training is needed, the fewer candidates there are available.
In many cases, this is because the job postings for positions of some responsibility or highly specialized are complex. There are so many requirements that many talented candidates rule themselves out.
In addition, it has been shown that people's levels of attention are getting lower and lower. A job offer that is too long will make job seekers not pay too much attention to it. They will think that it is a complex position and will immediately go on to read another more clear and concise advertisement.
The key is to create a job offer that is attractive enough enough to attract valuable candidates in a greater or lesser number and, furthermore, the list of required requirements should not be excessively long or too inflexible.
3. You have to offer attractive jobs
The reason many jobs go unfilled is that they are not appealing to job seekers. This is usually due to the conjunction of several factors, highlighting among them a low pay and poor working conditions regarding the duration of the day.
After the pandemic we find ourselves with much more selective employees, who know that they do not want to live to work, but rather work to be able to live. Consequently, they flee jobs where they know they will not be valued and where the conditions are not good, they prefer to wait for the arrival of a better opportunity.
To combat this, companies have no choice but to thoroughly review the jobs and hiring conditions they are offering. If it is not possible to adjust the salary upwards, at least it will be necessary to try to improve other working conditions.
For example, adjusting the tasks of the position so that the workload is more reasonable, improving the schedule, offering flexible hours, etc.
4. Improve compensation packages as a tactic to improve the selection process
This has a lot to do with the above, because by improving compensation we are also making a job more attractive.
It is clear that the optimal way to improve compensation is to increase salary, but this is not always possible. In cases where it is not, try to offer compensation that is attractive to candidates.
Some options are the possibility of telework several days a week, having a parking space near work, the transport pass payment, a flexible schedule, extend vacation time, etc.
5. Leverage to expand diversity
It has been shown that diverse work teams are much more efficient than those in which we find a high level of homogeneity among all members. So it's interesting to adjust the recruiting process to try to attract more diverse employees.
Must ensure that the offer reaches a greater number of candidates, so it will be necessary to include within it elements that help promote diversity and, in addition, publish the ads on different channels.
The more candidates who submit their resume, the more likely the new hire will contribute to that much-desired diversity.
However, it is important to note that the cognitive bias of recruiters can play against that pretended diversity. So it is necessary to work with them so that they forget about the prevailing homogeneity until now and look for candidates who fit another type of profile.
6. Start the recruitment process before the need arises as a tactic to improve the selection process
They say that rushing is never good, and in the case of the selection and hiring of personnel this is totally true. A recruiter who is under pressure to find the perfect candidate will not do their job as well as they should.
To prevent this from happening, the secret is to start the recruitment process before there is a real need to hire.
The key is to have a certain forecast about the needs that there will be in the workforce to be able to start the selection processes before. Thus, if the company needs new employees for the summer, it could start the search for candidates in early spring, instead of late.
This allows you to manage the process with greater peace of mind, improving efficiency. Because there is plenty of time to conduct all kinds of interviews and tests.
7. The company must fulfill its commitments
As companies compete with each other for talent, they do not hesitate to offer talented candidates what they know they are looking for. The bad thing is that, when push comes to shove, the new employee finds that little of what has been promised has become a reality.
In the end, you cannot telecommute as much as you would like, you are not assuming responsibilities, your bonus benefits are not as high as you expected, etc. And all this can lead to job abandonment.
That this does not happen is the responsibility of the company, which must ensure that He doesn't make promises he can't keep.
The selection process does not end when the employee signs his contract, it continues until he is fully integrated, so you have to make sure that he feels satisfied in his new position. If something promised is not being fulfilled, action must be taken before it is too late.
In an increasingly changing world, companies must have sufficient capacity to adapt, and this affects all their departments. Those that have not yet adjusted their way of recruiting to new trends will find it increasingly difficult to find the talent they need.
Hirint allows you to take your selection process to the next level, helping you reduce bias, get to know candidates better, reduce time to hire, and much more. If you want to know more about Hirint, book a meeting here
