The hiring process can have both a positive and negative impact on employers and candidates. For employers, the hiring process consists of posting job ads, creating job descriptions, reading through resumes, and conducting interviews, all to find the right candidate. For candidates, the hiring process is the first impression they receive from a company.
In today’s ever-evolving job market, it is important for businesses to adapt and stay ahead of the trends when it comes to their hiring practices. Clinging onto outdated hiring practices can hinder the ability to attract top talent.
Here are five outdated hiring practices to stop using today:
Attracting candidates with just salary
Nowadays, candidates are looking for more than just a good paying job. Candidates are looking for innovative benefits packages, good company culture, diversity and inclusion, and flexibility.
Employers should consider adding some of these benefits and perks to their job descriptions and job postings to attract the best candidates.
Fluffy or vague job description
If a job description has too much unnecessary information, applicants may lose interest and move on. On the flip side, if the description is too vague then candidates may decide not to apply due to lack of information.
Job descriptions need to be transparent and precise. Employers need to clearly state the job position and the responsibilities that are expected from the role. Is it important for job descriptions to set realistic expectations so that it attracts the right types of applicants.
Time-consuming application process
A study found that job applications that took longer than 15 minutes to complete would not receive responses from more than 70% of job seekers.
Job seekers are more likely to apply when it is an easy, user-friendly process. Employers should look through their application process and cut out any redundant or unnecessary sections. For example, requiring applicants to register to career sites before they can continue the application creates an unnecessary obstacle for applicants.
Employers should consider making their application process quick and user-friendly for applicants, so they do not feel discouraged or intimidated.
Required in-person interviews
While in-person interviews are still popular and beneficial, employers should be open to offering remote interviews. Remote interviews give candidates more flexibility for fitting an interview into their schedule.
Some candidates may still prefer in-person interviews, so employers should consider offering both options and then allowing the candidates to decide which one works the best with their location and schedule.
Lack of communication
Top candidates are not on the job market for very long. If employers take too long to reach out to candidates after they have applied, the chances of the candidate moving on are greater. After each step of the hiring process, it is important for employers to stay in contact with the top candidates and inform them of the next steps.
Many candidates are willing to wait a week or two to hear back, but if no one has reached out after that time, most candidates move on and apply for different positions.
The job marketing is constantly evolving, and businesses need to make sure they are staying up to date with the changes and trends. Consider looking through your hiring process and eliminate any outdated practices to help attract top talent.
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