In this day and age, over 40% of organizations are investing in tools to accelerate and create a simple hiring process. But how do you find the right tools and processes for your business? It depends on many details that are easily overlooked. Maybe your current hiring process is outdated. Or perhaps you’re missing a key step in your recruiting process.
If you’re wondering, “What is a hiring process with simplicity?” You’re in the right place. You can streamline applications, interviews, and more with the right information. Read this how-to guide for easy tips and tricks you can start using today.
One of the biggest issues with job applications is multiple pages requiring excessive data entry. In the past, potential hires didn’t have resources like LinkedIn, Indeed, and so on to upload their resumes and curriculum vitae.
Without these tools, human resources departments had to require long, complicated forms with countless pages of data entry. Without it, applicants might neglect important information in their application. In turn, HR teams would miss out on vital details on potential hires.
When crafting your applications process, keep it as simple as possible. You want applicants to show their true colors in a cover letter, not just their professional details and accomplishments. Build features that allow users to connect their LinkedIn account or upload a resume that auto-fills your application form.
Simple applications incentivize more effort in areas like cover letters, which really help you determine the true qualities of a potential employee. With others in your industry offering simpler applications, you don’t want a smaller hiring pool because of an outdated application process.
You might not think details like texting and other mobile features make a difference, but they can streamline your hiring process overnight. With the billions of users on mobile devices (and this number increasing daily), you’ll find potential hires seeking this feature.
Top job board sites like Indeed and LinkedIn offer this feature. This reaches the current generation of users actively seeking new roles and employment. If you want the best talent pool for your business, your application process should target them.
Another way you can create a simple hiring process is via text message. Optimizing your application for mobile devices is only the first step. You’ll find this an effective and consistent method of communication, too.
Although email is still a great messaging tool, it’s not as accessible as texting. Emails get delivered to spam all the time, or they get buried in lengthy threads. Centralizing messaging means important details won’t get lost.
You can coordinate interviews with scheduling links. You share directions to your office. Or, you can communicate important next steps in the hiring process to potential hires.
Prescreening can cut out time-consuming questions for your HR when onboarding hires. It also removes unfit or unqualified applications early on. Integrating prescreening surveys is simple, too.
Most often, these are yes/no or true/false questions. They can screen based on availability, specific certifications or skills, work location, and more. You can even set years of experience for targeted skills to make your hires are truly qualified.
Because prescreening standardizes the hiring process, you’ll find onboarding applicants a much swifter process. This also means candidates who lack experience may prove even more eager to join your team.
A simple hiring process is best defined by efficiency. If your application includes integrated file uploading and prescreening, it’s smoother for applications. That still leaves interviews for HR or other company leaders, which often take the most time.
If you hire remote workers or want to expedite screening interviews, consider phone or video calls. This standardizes different phases within hiring potential candidates. It also allows hires to ask essential questions about the role they may be unclear about.
With these ideas at your disposal, you can build out your own simple hiring process. It’s time you take your applications to your top potential hires. The best talent pools are more likely to respond to streamlined applications.
Beyond that, think of all the valuable time you’ll have in your human resources department. Instead of sifting through countless applications, tools like prescreening can shorten the hiring process.
In this case, the more efficient a hiring process, the more effective. It’s much easier to recruit a few targeted, qualified individuals over the outdated broad applications processes of the past.
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