How to optimise your recruitment proces in 5 steps

Although HR departments have taken time to modernise their recruitment process, they are now trendsetters! We are talking about social recruiting, talent hunting and HR marketing – and no holds are barred when it comes to attracting the rare talents competing businesses are looking for, Summer is here (for now), so it’s time to spruce up your recruitment processes. Here are five steps to optimise your recruitment processes!

#1 Work on your social media strategy

Publishing a vacancy on a job board or appointing a recruitment firm is very expensive and fails to create any real relationship between you and your applicant. In addition, that existing model is tending to give way to more dynamic, younger and “friendlier” social media. From your point of view, it gives you the opportunity to communicate about your employer brand, advertise your vacancies more widely and understand how applicants behave.

Secondly, make your employees ambassadors for your business. Who better than your employees to talk about you and act as your spokesperson day-to-day? Give them the opportunity to publicise your company’s latest news on their own social networks using SociallyMap, which automates the whole process.

If you’re not yet a social recruiter and fan of the hashtag, here are a few figures to tempt you to give it a try! #Promise

  • 91% of recruiters are active on social media and 70% of them are planning to increase their social media budget;
  • 9 recruiters in 10 look at an applicant’s social media profiles before they decide whether to hire them;
  • 7 recruiters in 10 say they have recruited successfully using social media;
  • 64% of recruiters admit to using at least two social networks when looking for talent, in the following order of priority: LinkedIn (94%), Facebook (66%), Twitter (52%) and to our surprise, Google+ (21%)
EASYRECRUE_Social_Media_Recrutement.jpg

 

#2 Digitise the applicant experience!

It’s essential to DI GI TISE every step of the recruitment process when you are aiming to put together a team of top-flight talent. Whether an applicant is already in work or looking for a job, they need to feel respected by the recruiter and for them, this is the main way of really getting to know the business. If the process is tedious and old-fashioned, they are bound to think it’s the precursor of a day-to-day job full of time-consuming tasks. Be very careful how you address them, using cutting-edge technological tools. Automate your e-mail campaigns with an applications management tool (SmartRecruiters, DigitalRecruiters, Talentsoft, etc.)! Think mobile and publicise your advertisements on Kudoz! Use video interviews with easyRECrue!

#3 Simplify the application process

“Less is more”. The simpler your experience of applying for a vacancy, the better it will be. For unsolicited applications, make sure you only offer ultra-simple fields to complete, with the option to register using a LinkedIn profile to avoid having to upload a CV.

When you advertise your vacancies on multiple job boards, only select the ones that offer a simple, intuitive application experience; you’ll get more interest and better-quality applications. In addition, according to the same RegionsJob study, 60% of applicants abandon the application process if it is too complicated. That’s more than a one-in-two chance of losing the right applicant!

#4 Give feedback!

There is nothing more frustrating for an applicant who has spent time applying than being left in the lurch once they have submitted their application. You need to communicate with them throughout the recruitment process either to confirm you have received their application or to let them know they have not been successful. If they get through the pre-screening phase and are moving further through the process, keep them informed of the status of their application at every stage. Otherwise, you risk losing them along the way or they could be unsettled by the lack of information.

Never forget that people take the time to give negative feedback but only rarely do so if things have gone well. Not giving feedback to an applicant who is waiting for a response and expecting to be considered risks serious harm to your business’s reputation.

According to a RegionsJob survey,  27% of applicants would complain if they did not know where they stood in the recruitment process.

#5 Identify your areas for improvement

Feedback is not only essential for applicants but for you too! Each strategy has its strengths and areas that could be improved. If an applicant does not complete the recruitment process or backs out voluntarily, try to get some information from them to see where you failed. If you keep hearing the same message, you can take appropriate, long-term measures. Feedback is also the best way of supporting the arguments you want to make to management (noncompetitive salaries, technologies that are out of date, a lack of flexibility, etc.).

So, are you ready to rethink your recruitment processes? Discover or rediscover 10 tools to digitise your recruitment processes!

 

#Digital Recruiting

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