HR recruiters are in uncharted territory in 2022: unemployment is low and Americans continue to resign in record numbers. 73% of workers who haven’t quit are considering it. Those who do are getting hired again right away, indicating they’re quitting with confidence. According to Economic Policy Institute president Heidi Shierholz, that’s a “very good thing.”
“The dynamic we are seeing of a high quits rate combined with strong job growth is absolutely something to celebrate,” Shierholz told Fortune.
While the candidates’ market is a good sign for the economy, it does make for even tougher competition for top candidates. As we head into a new year, ask yourself these questions about your HR recruiting process so you can make improvements and successfully find, engage, and retain top talent in 2022.Low unemployment and record resignations persisting, there’s no better time to refine #Recruiting processes. Ask yourself these 8 questions from @ClearCompany to improve recruiting:
1. How are your current recruiting processes performing?
Think about the current talent acquisition process at your company. First, consider what works well. Maybe your employee referral program leads to many successful hires every month, or recruiting teams are excellent at keeping candidates informed of their application status. Then, consider what may need improvement: maybe job descriptions go through several rounds of editing before attracting the ideal candidate, or recruiters haven’t yet been able to create a reliable talent pipeline.
Once you know where your HR recruiting process needs attention, it’s that much easier to address any substandard areas.
2. Are you using recruiting software?
This is a big one: recruiting software can make a huge and often immediate impact on your HR team. It can automate tedious tasks and simplify communication both with candidates and between team members. Recruiting software like an applicant tracking system can streamline the interview process with features like scorecards and interview scheduling. Not to mention, 75% of large companies (aka your competitors) are already using ATSs or recruiting software.
Did you know? 75% of large companies are already using an ATS or recruiting software. Don’t get left behind: try ClearCompany’s ATS now.
3. Are job descriptions clear, concise, and inclusive?
The power of a great job description shouldn’t be sold short. At a time when candidates are more selective than ever, refining your job descriptions is a must. Plus, job seekers usually take about 14 seconds to decide if they’ll apply to a job based on its description. Look out for these red flags in your job descriptions to avoid alienating potential candidates:
- No salary information
- Uses “creative” job titles, e.g. “Chief Happiness Officer” instead of Director of Human Resources
- Inaccurate or missing job requirements
- Does not list desired soft skills
- Asks for a cover letter
4. Who’s involved in the HR recruiting process?
In 2022, diversity recruiting is essential. Job seekers are demanding diverse teams, which results in more profitable companies. Recruiting only culture fit candidates vs. culture add candidates results in a team with a narrow range of perspectives. That could mean the team — and even your company — might struggle to remain competitive.
There are some common hiring mistakes companies make that can result in a homogenous group of candidates. To further diversity recruiting goals, ask yourself, who does the recruiting and hiring at your company? If recruiters and hiring teams are not a diverse bunch, it’s more likely that unconscious bias will affect their hiring decisions. Combat these biases by assembling diverse hiring teams.
5. Are you keeping in touch with candidates?
Keeping candidates informed about the status of their application or next steps in the interview process is a “pillar” of a positive candidate experience. Staying in touch with candidates is, most simply, a respectful thing to do. It also helps to cultivate a positive perception of your company and helps recruiters establish a talent pipeline.
Whether it’s an automated email or a personal phone call, using technology can make this part much easier. Recruiting software can send automatic notifications when a candidate is passed over, or keep a record of phone conversations where the next interview steps were discussed.Good communication is a pillar of a positive #CandidateExperience. Check out these 8 questions from @ClearCompany to build a better hiring process and a great candidate experience:
6. Are you tapping into every available candidate source?
Speaking of talent pipelines, are your recruiters taking advantage of them — and other reliable candidate sources? In addition to posting to a variety of job boards, your recruiting and HR professionals should have a wide talent pool to draw from. That talent pool can be generated from several sources:
- Employee referrals
- Past candidates who were not hired
- Former employees
- Passive candidates who have expressed interest in your company
Most recruitment strategies include a method for keeping these candidate pools engaged, like a regular email that shares open positions at your company with previous applicants.
7. Do you ask for feedback?
Gain a deeper understanding of the strengths and weaknesses of your hiring process by getting feedback from those who have gone through it. Conducting a new hire survey not only provides a new perspective of your process but also demonstrates to new employees that their opinions are valued. Starting new employees’ tenure with a new hire survey is a great way to promote engagement from day one.
That’s important because solid employee engagement can lead to a 15% lower turnover rate. When employees are engaged at work, they’re more likely to do things that positively affect the employer brand. That includes things like leaving a stellar review on a job search site or referring a colleague. Employees’ favorable perception then helps to attract more candidates.
8. Did you consider seasonal hiring?
If your business hires seasonal employees, don’t forget to factor it into your recruiting process. Be sure that job descriptions accurately describe these positions as seasonal. Reach out to past seasonal employees when recruiting for these positions (an ATS can help you reach out efficiently).
Depending on your industry, your team may be heavily recruiting in the wintertime or summer season. Plan ahead to ensure recruiters are reaching out before the need for more staff spikes.
Fortunately, there are many tools available to help you accomplish your recruiting goals in 2022, including ClearCompany’s Applicant Tracking System. Our award-winning ATS has been helping companies like yours recruit, engage, and retain outstanding candidates for 17 years and counting.
Ready to experience a more efficient recruitment process and hire candidates quickly? Get in touch with a ClearCompany expert and see how our ATS can upgrade recruiting at your company.