A company’s hiring process speaks volumes to potential employees, so it’s crucial for businesses and staffing organizations to know how they’re coming off. A bad interview experience can cause people to rethink a job they were initially excited about. A disorganized hiring process could easily scare off top talent without you even knowing it. By measuring the quality of hiring, organizations can identify where their recruiting and interview process is failing both the company and job seekers.
It is crucial to have proper recruitment measures in place and secure staffing insurance solutions to protect your staffing business. A well-organized, thorough process will illustrate to candidates that you and your clients take business seriously, and should be taken seriously by them in turn.
It’s Not Mobile-Friendly
Job seekers are constantly using their cell phones to check out employment listings. Whether it’s receiving alerts about new openings, networking with professional connections, or submitting applications, your potential candidates want to do it all from their smartphones.
Many job seekers even avoid companies and positions that aren’t mobile-optimized. So if the career site, or even the job boards used, are not mobile-friendly, it is likely that talent won’t give your company much consideration.
It’s too Time-Consuming
The average interview process is taking more time these days than ever as it’s becoming more common for candidates to face multiple interviews, skills tests, and other hiring hurdles. From an organization’s point of view, these additional screens are supposed to do a better job of determining which candidate is the best for the position. However, is this process really more efficient if it takes almost twice as long?
Instead of simply lengthening the hiring process with more steps, ensure what you include actually makes it more thorough and effective.
No Company Culture
A major factor in new hire success is their cultural fit. Job seekers want to determine how they’ll get along with coworkers and reflect company values. If they’re not exposed to company culture during the hiring process, they are more likely to feel apprehensive about the job.
Immersing job seekers in the company culture allows them to see what they would be getting into by choosing to work there; while letting hiring managers be more confident about whether or not a new hire will work out in the long run.
Most job seekers want feedback after an interview, but a large majority don’t receive it. Even if it was decided not to offer a candidate the job, giving them feedback on how they did during the hiring process positively impacts reputation with future talent.
Feedback should be offered the day after each step, to not only give them the information they need to improve but also for a second performance review. Both the hiring manager and the candidate will understand why things didn’t work out, without there being any hard feelings.
Plus, it’s only right to provide job seekers with feedback when you need feedback from them to improve your hiring process.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (800) 245-9653 to speak with one of our representatives.