Even just a quick scan through LinkedIn will show you that the hiring process is 'broken', people are always coming forward with ghosting horror stories.

With so many people looking for jobs, the reputation of your company is somewhat volatile. Internal hiring teams are struggling to steamroll through piles of applicants and candidates are frustrated with poor hiring management.

Hiring new talent is a complicated art, and if it’s not done properly, you’ll end up with a deterred candidate and a negative Glassdoor review.

Here are some tactics you can implement that will immediately improve your hiring process.

Create candidate-focused job postings
When you craft a job description, you need to have an elevator-pitch mindset. In the same way that hiring managers look for resumes that leave an impression within the first 15 seconds, a job posting also needs to follow the 15-second rule. Appeal to the passive candidate.

Do not write listings that are focused on what the company expects and demands of the candidate. When you browse through your competitor’s job descriptions, you’ll notice that this is common practice. What will make you stand out is providing information on what your company can do for them and how the role will benefit them.

Move fast
Some of the best candidates are off the market in 10 days. Once you find talent, you have about a week, sometimes even less, to secure an interview with them. Many hiring managers spend weeks, even months, going through hundreds of candidates. It doesn’t reflect positively on the company.

If you’re missing quality candidates because you’re dealing with a high-volume job posting, you can invest in automation software. Using AI increases the quality of your hires because it reduces the time spent manually screening resumes. If you’re not interested in automating your workflow, outsourcing to a recruitment firm can widen the talent pool and increase your hiring speed. At JDI, we offer quality candidates after just 3 business days.

Connect with former candidates
It’s a waste to open similar job postings and not utilize the talent pool you’ve accumulated from previous postings. If you have candidates that you’ve liked previously, stay in touch! Even if they’re working, you still hold a chance if you have a strong employer brand.

Personalize, personalize, personalize
Most candidates EXPECT a personal email reply to their application. This is especially true if you’ve already hopped on the phone with them.

It’s beneficial to use recruiters. Typically, they take the time to high-touch relationships with qualified candidates to determine their fit. Recruiters are matchmakers, so they’ll find people that fit the company mold. The time they spend relationship-building translates to a personalized experience for the candidate.

www.jdisearch.com