It's not a secret when a company's candidate withdraws from the recruitment process and seeks another company due to the lengthy process. Moreover, it would most likely happen if there is no follow-up and update of the current application status.
Furthermore, 35 percent of the CEO highlights this issue as their main concern. CareerBuilder from the US conducted a survey and revealed the fact that the HR world is becoming more competitive and have the urge to handle the effective time management better.
Obviously, the comprehensive and meticulous recruitment process is very important to avoid choosing the wrong candidate. But it's all about time. It doesn't mean that you can sit back and relax, because you need to be quick in competing with the other companies.
Remember, all the great talents out there is the target of so many corporations. If you require to get the candidate who meets the expectations, try these 5 ways:
One of the ways to shorten the recruitment process could be originated since the initial phase, which is writing the job vacancy. A job vacancy isn't just about notifying about the vacant position in the company, but also providing a detail description.
Make sure that you compose the job vacancy with simple and easy to understand language. Don't hesitate to write the detail and effective description to make sure anyone from various backgrounds would understand.
If the job vacancy isn't written in detail, consequently the HR would be overwhelmed by the flooding applications.
Make sure your job vacancy description fulfills the criteria:
- What is the required main skill?
- If accepted, what role will they arrange?
- What would be the first task?
- How the company evaluates the person in this position?
- How many experiences should they have?
The more detail your job vacancy, the candidate will most likely become specific and right on target.
Sometimes there is a recruitment process with five or even dozen phases. In fact, the company could narrow down all the phases to the efficient process.
Talent Board's survey in 2016 revealed that 17 percent of candidate felt the disappointment and resented the lengthy recruitment process and would withdraw their application.
Make sure your recruitment process could clarify these questions:
- Which phase is the most dominant to shortlist the candidate?
- What is the goal of each phase?
- Is there any similar phase that could be combined?
This trick could save your budget, energy, and resources both from the companies or candidates.
After the candidates are being shortlisted, it's time to do the subsequent recruitment phase: the individual interview. But there are some points that shouldn't be done, which are:
- Asking unnecessary questions
We do admit that there are numerous interview questions purposely asked outside the job description, to test the quick response of the candidate. But sometimes, this is too much and unnecessary.
- Too many people
It would be much better if the recruitment process comprising only specific people who joined the recruitment process since the very beginning, the job vacancy making. The more people, the more confusing it will be.
During the interview, there might be subjectivity commence. Make sure that everyone that is involved in giving their credit can be fair and far from prejudice.
- No update
Furthermore, The applicants also need the confirmation when will they hear the news update. Make sure that you give the clear notice in short time.
After the interview, the candidates need to grasp the result, whether fail or pass to the next phase. In accordance with that, the company has to maintain the good communication from both sides. Most noteworthy, this way will make the candidates become more patient while waiting until the recruitment process ends.
Here are some parameters to highlight:
- How long the application will be processed
- When will they get the update
- What are the recruitment processes
- How long each phase will be conducted
Also, make sure that your company uses the comforting language to make them become themselves. For example, greet them warmly when they come to the office for the interview, or use the proper style both in the email or telephone.
The last trick to summarize your recruitment process is by designing the talent pool. By performing the 4th trick, it means you sustain the excellent communication with the candidates, regardless of the final outcome.
If the connection is good, the talent pool would be easy to control as well. For example, when someone isn't accepted due to the diverse criteria, however, he could be the right person for the next month's vacant position.
There's nothing wrong in reaching back the candidate once the vacancy is available. By doing this, you cut off many recruitment stages and don't need to repeat from the beginning.
Speaking about the recruitment process, you will realize the larger picture by producing it in real life rather than just studying the theories. Hence, by utilizing these five ways, your company could save the budget and time in finding the best candidate for the company.